東華大學圖書館 |

Language: English

Help

回圖書館首頁

手機版館藏查詢

Back

Switch To: Labeled | MARC Mode | ISBD

Varieties of equality: Fair employme...

Smith, Shawna N.

Linked to FindBook

Google Book

Amazon

博客來

Varieties of equality: Fair employment in the U.S., Canada and Great Britain.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Varieties of equality: Fair employment in the U.S., Canada and Great Britain./
Author:	Smith, Shawna N.
Description:	370 p.
Notes:	Source: Dissertation Abstracts International, Volume: 76-01(E), Section: A.
Contained By:	Dissertation Abstracts International76-01A(E).
Subject:	Sociology, Ethnic and Racial Studies. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3636354
ISBN:	9781321179330

Varieties of equality: Fair employment in the U.S., Canada and Great Britain.
Smith, Shawna N.

Varieties of equality: Fair employment in the U.S., Canada and Great Britain. - 370 p.

Source: Dissertation Abstracts International, Volume: 76-01(E), Section: A.

Thesis (Ph.D.)--Indiana University, 2014.

This item must not be sold to any third party vendors.

Policies of fair employment have become a prominent legitimator of the modern capitalist nation-state, simultaneously signaling a commitment to merit-based equality and the efficient translation of skills into market value. However, even amongst similar Western capitalist democracies, significant variation exists with regard to what programs of fair employment look like. This dissertation explores fair employment in the U.S., Canada and Great Britain through three different lenses. First, it examines differences in fair employment policy 'on the books,' or the extent to which each country has established policies related to equality and/or equity in the workplace for ethno-racial minorities. Second, building on Dobbin's (2009) theory that fair employment policy in the U.S. is somewhat surprisingly 'strong,' it explores the process of fair employment implementation and specifically the role of personnel professionals in inventing fair employment in each country. Using discourse on fair employment spanning 1970 to 2009 in Great Britain and the U.S., and 1990 to 2009 in Canada, this project illustrates the role that personnel professionals have played with respect to implementing fair employment in each country, and shows that firm-level personnel find ways to innovate even when opportunities for such are relatively scarce. However, the content and tenor of this innovation has differed by country, with U.S., personnel professionals acting as reluctant innovators, defining important concepts and legitimators, but out of necessity rather than desire; Canadians as instrumental intercessors, connecting outside organizations (including consultants and legal experts) in developing an organizational field that allows them to best fulfill their obligations; and British personnel professionals as gap fillers, leveling out definitions as necessary. Personnel professional discourse also provides evidence that fair employment in the U.S. is significantly less aligned with ideas of equality than it is amongst Canadian or British personnel professionals. Finally, this project discusses methods for better evaluating the efficacy of different programs of fair employment, as well as evaluating potential effects of fair employment policies themselves on ethno-racial labor market outcomes. Results from this approach provide early evidence of fair employment policy structuring labor market outcomes, for some groups at some junctures.

ISBN: 9781321179330Subjects--Topical Terms:

1017474
Sociology, Ethnic and Racial Studies.

Varieties of equality: Fair employment in the U.S., Canada and Great Britain.
LDR:03404nmm a2200289 4500 001 2057276
005 20150610073820.5
008 170521s2014 ||||||||||||||||| ||eng d
020 $a 9781321179330
035 $a (MiAaPQ)AAI3636354
035 $a AAI3636354
040 $a MiAaPQ $c MiAaPQ
100 1 $a Smith, Shawna N. $3 613926
245 1 0 $a Varieties of equality: Fair employment in the U.S., Canada and Great Britain.
300 $a 370 p.
500 $a Source: Dissertation Abstracts International, Volume: 76-01(E), Section: A.
500 $a Advisers: Clem Brooks; Tim Bartley.
502 $a Thesis (Ph.D.)--Indiana University, 2014.
506 $a This item must not be sold to any third party vendors.
520 $a Policies of fair employment have become a prominent legitimator of the modern capitalist nation-state, simultaneously signaling a commitment to merit-based equality and the efficient translation of skills into market value. However, even amongst similar Western capitalist democracies, significant variation exists with regard to what programs of fair employment look like. This dissertation explores fair employment in the U.S., Canada and Great Britain through three different lenses. First, it examines differences in fair employment policy 'on the books,' or the extent to which each country has established policies related to equality and/or equity in the workplace for ethno-racial minorities. Second, building on Dobbin's (2009) theory that fair employment policy in the U.S. is somewhat surprisingly 'strong,' it explores the process of fair employment implementation and specifically the role of personnel professionals in inventing fair employment in each country. Using discourse on fair employment spanning 1970 to 2009 in Great Britain and the U.S., and 1990 to 2009 in Canada, this project illustrates the role that personnel professionals have played with respect to implementing fair employment in each country, and shows that firm-level personnel find ways to innovate even when opportunities for such are relatively scarce. However, the content and tenor of this innovation has differed by country, with U.S., personnel professionals acting as reluctant innovators, defining important concepts and legitimators, but out of necessity rather than desire; Canadians as instrumental intercessors, connecting outside organizations (including consultants and legal experts) in developing an organizational field that allows them to best fulfill their obligations; and British personnel professionals as gap fillers, leveling out definitions as necessary. Personnel professional discourse also provides evidence that fair employment in the U.S. is significantly less aligned with ideas of equality than it is amongst Canadian or British personnel professionals. Finally, this project discusses methods for better evaluating the efficacy of different programs of fair employment, as well as evaluating potential effects of fair employment policies themselves on ethno-racial labor market outcomes. Results from this approach provide early evidence of fair employment policy structuring labor market outcomes, for some groups at some junctures.
590 $a School code: 0093.
650 4 $a Sociology, Ethnic and Racial Studies. $3 1017474
650 4 $a Sociology, Industrial and Labor Relations. $3 1017858
690 $a 0631
690 $a 0629
710 2 $a Indiana University. $b Sociology. $3 1030156
773 0 $t Dissertation Abstracts International $g 76-01A(E).
790 $a 0093
791 $a Ph.D.
792 $a 2014
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3636354