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Employment Relationships

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  • 12 tables
  • Page extent: 276 pages
  • Size: 228 x 152 mm
  • Weight: 0.45 kg

Paperback

 (ISBN-13: 9780521684088)

Employment Relationships

Cambridge University Press
9780521865371 - Employment Relationships - New Models of White-Collar Work - Edited by Peter Cappelli
Frontmatter/Prelims


Employment Relationships

The second half of the twentieth century witnessed a quite dramatic shift in the nature of white-collar employment, from lifetime tenure, often in a very hierarchical work structure, to a new model defined by flatter organizations, job insecurity, shorter tenures, declining attachment between employer and employee, and contingent work. Managing employment relations has become an issue of huge strategic importance as businesses struggle to respond to the pace of change in management systems and working practices. Employment Relationships: New Models of White-Collar Work traces the latest developments in employment arrangements drawn from a number of business contexts. These include the rising role of outside hiring and lateral moves in shaping and managing careers, increased career uncertainty, and much greater variety in organizational structures – even within industries and professions – as employers struggle to meet the diverging demands of their product markets.

Employment Relationships offers an authoritative resource for students and scholars wanting to understand the role of employment relations in real-world business settings.

PETER CAPPELLI is the George W. Taylor Professor of Management and Director of the Center for Human Resources at the Wharton School, University of Pennsylvania.



Cambridge Companions to Management

SERIES EDITORS

Professor Cary Cooper CBE,   Lancaster University Management School
Professor Jone L. Pearce,   University of California, Irvine

ADVISORY BOARD

Professor Linda Argote,   Carnegie Mellon University
Professor Michael Hitt,   Texas A&M University
Professor Peter McKiernan,   University of St Andrews
Professor James Quick,   University of Texas
Professor Dean Tjosvold,   Lingnan University, Hong Kong

Cambridge Companions to Management is an essential new resource for academics, graduate students, and reflective business practitioners seeking cutting-edge perspectives on managing people in organizations. Each Companion integrates the latest academic thinking with contemporary business practice, dealing with real-world issues facing organizations and individuals in the workplace, and demonstrating how and why practice has changed over time. World-class editors and contributors write with unrivaled depth on managing people and organizations in today’s global business environment, making the series a truly international resource.

FORTHCOMING IN THIS SERIES

Brief   Diversity at Work
Saunders et al   Organizational Trust
Sitkin, Cardinal and Bijlsema-Frankema   Organizational Control
Smith et al   Global Challenges in Responsible Business
Tjosvold and van Knippenberg   Power and Interdependence in Organizations




Employment Relationships

New Models of White-Collar Work

Edited by

PETER CAPPELLI

The Wharton School, University of Pennsylvania



CAMBRIDGE UNIVERSITY PRESS
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Published in the United States of America by Cambridge University Press, New York

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Information on this title: www.cambridge.org/9780521684088

© Cambridge University Press 2008

This publication is in copyright. Subject to statutory exception
and to the provisions of relevant collective licensing agreements,
no reproduction of any part may take place without
the written permission of Cambridge University Press.

First published 2008

Printed in the United Kingdom at the University Press, Cambridge

A catalogue record for this publication is available from the British Library

ISBN 978-0-521-86537-1 hardback

ISBN 978-0-521-68408-8 paperback

Cambridge University Press has no responsibility for
the persistence or accuracy of URLs for external or
third-party internet websites referred to in this book,
and does not guarantee that any content on such
websites is, or will remain, accurate or appropriate.




Contents

List of figurespage vi
List of tablesviii
List of contributorsx
Forewordxi
1Introduction
PETER CAPPELLI
1
2Corporate restructuring and the employment relationship
JOHN C. DENCKER
31
3The up and out in organizations
MARGARET YAP
65
4In the pursuit of quality and quantity: the competing demands in call centers
STEFFANIE L. WILK
112
5Three’s a crowd? Understanding triadic employment relationships
MATTHEW BIDWELL AND ISABEL FERNANDEZ-MATEO
142
6The changed world of large law firms and their lawyers: an opportune context for organizational researchers
PETER D. SHERER
179
7The upside of bureaucracy: unintended benefits for professional careers
FORREST BRISCOE
223
Index257



Figures

1.1Sample blueprint for developing sales managementpage 5
1.2Displacement rates of long-tenured workers twenty years and older by occupation group of lost job, 1981–2 and 1999–200010
1.3Descriptive statistics for top executives: career patterns, 1980 and 200113
1.4Top executives and experiences, 1980 and 200113
1.5Percentage of the civilian non-institutional population who used the internet to search for a job, by selected characteristics, October 200318
1.6Decreasing importance of personal referrals; macro-conditions could be the driver19
1.7Median tenure for employed men and women aged twenty-five and older, selected years 1983–200021
1.8Change in median years of tenure, adult men by age, 1983–9822
1.9Median years of tenure with current employer, men aged fifty-five to sixty-four, 1983–200022
2.1Predicted probabilities of layoff for managers by duration in grade and salary in range categories across reduction in force episodes52
2.2Gender differences in predicted probabilities of promotion in selected time periods: women’s rates minus men’s rates58
3.1Separation rates by year, 1996–200076
3.2Distribution of race/gender groups by job family82
3.3Distribution of race/gender groups by job level83
4.1Call volume by industry and job type121
5.1Defining interactions within a triad155
5.2Bridging and buffering156
5.3Brokering the broker158
5.4A means to an end160
5.5Disintermediation165
5.6Bargaining and distancing169
5.7Taking themselves out171
6.1Firm profits per partner, 1986–2005185
6.2Firm revenues, 1986–2005185
6.3Firm size, 1986–2005186
6.4Leverage ratio, 1986–2005186
6.5Internationalization of large US law firms, 1986–2005187
6.6Profits per partner rankings for top twenty ranked firms, 1986–2005188
6.7Variation in the management of lawyers within law firms193
6.8A process view of micro-M&As in large law firms209
7.1Rise in the percentage of women in professional occupations, 1989 and 2006230



Tables

2.1Descriptive statistics, 1967–93page  41
2.2Distribution of managers in organizational and demographic groups in selected time periods, 1967–9342
2.3Descriptive statistics for salary grade level groups over time, 1967–9344
2.4Baseline departure rates of managers in a large manufacturing firm for selected variables in selected time periods, 1967–9346
2.5Event history analyses predicting employment separation rates by type of separation for tenure, age, and duration categories in selected time periods, 1967–9348
2.6Predicted probabilities of employment separation rates during reduction in force periods50
2.7Baseline promotion rates in selected time periods, 1967–9355
2.8Event history analyses predicting promotion rates in selected time periods, 1967–9356
3.1Percentage of employees promoted by year, 1996–200075
3.2Separation rates by specific reasons by year, percentages, 1996–200077
3.3Comparison of gross promotion rates by race and gender87
3.4Means and proportions for selected variables by race/gender groups89
3.5A priori expectations for key variables on the likelihood of separation (by separation reason) and the likelihood of promotion90
3.6Determinants of promotions by race and gender group, 1996–200092
3.7Changes in probabilities in the likelihood of voluntary separations, involuntary separations, and retirements (reference group = the stayers)96
3.8Changes in probabilities in the likelihood of separation (reference = leave for better prospects, mean = 0.2435)102
3.9Proportions terminated among promotees and grant recipients by race/gender, percentages106
5.1Employment growth in industries with triadic employment arrangements, 1990–2006 (thousands of employees)146
5.2Summary of three studies of triadic relationships151
6.1Incidence of lateral partner acquisitions for selected firms, 2000–4203
7.1Frequency of career activities reported by individual physicians over the previous ten years240



Contributors

Matthew Bidwell is Assistant Professor of Strategy and Management at INSEAD.

Forrest Briscoe is Assistant Professor of Labor and Employment Studies and Sociology at Pennsylvania State University.

John C. Dencker is Assistant Professor at the Institute of Labor and Industrial Relations, University of Illinois at Urbana-Champaign.

Isabel Fernandez-Mateo is Assistant Professor of Strategic and International Management at the London Business School.

Peter D. Sherer is Associate Professor of Human Resources and Organizational Dynamics at the Haskayne School of Business, University of Calgary.

Steffanie L. Wilk is Associate Professor of Management and Human Resources at the Fisher College of Business, Ohio State University.

Margaret Yap is Assistant Professor in the School of Business Management, Ryerson University, Toronto.


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