The determinants of organizations' usage of employee dismissal: evidence from Australia

Article Abstract:

Substantial variation exists across organizations in their use of dismissal. While it has been suggested that this variation reflects organizational-level factors relating to disciplinary issues, little evidence exists regarding the effect of these factors. Using data from 1,596 workplaces in the Australian Workplace Industrial Relations Survey, we examine how organizational-level factors that reflect the incidence of disciplinary problems as well as the expected costs and benefits of dismissal are related to dismissal usage. For each organization, data were collected on organizational characteristics and practices in interviews with the employee relations manager and the senior line manager. Data were also collected on whether or not dismissal was used by the firm and on the number of employees dismissed. Using both logistic regression and tobit analysis, our results suggest that dismissal is affected by procedural and institutional restrictions on the use of discipline, interactions among those restrictions, compensation level, labor market factors, work force human capital, operating capacity, work group influence, the use of incentive pay, work force size, and industry classification. (Reprinted by permission of the publisher.)

Human resource management, Management research, Employee dismissals, Employment terminations, Employment at will

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Consumer racial discrimination: a reassessment of the market for baseball cards

Article Abstract:

Research on the presence of consumer racial discrimination in the baseball labor and memorabilia markets has produced contradictory empirical results. While studies of baseball salaries find no evidence of discrimination, Nardinelli and Simon (1990) and Andersen and La Croix (1991) use data from the baseball card market to show that the price that consumers pay for a card depends on the player's race. In this paper, we reconsider the evidence of consumer discrimination in the baseball card market. Our study improves on previous research by applying more appropriate econometric methods and using a data set in which card supply is constant and incentives for speculative demand are weaker. In contradiction to the aforementioned studies, we find little evidence of racial discrimination. This result proves robust across variable specifications and econometric models. (Reprinted by permission of the publisher.)

All Other Publishers, Commercial Printing, Cards ex Greeting Cards, Consumer behavior, Race discrimination, Hobby supplies industry, Trading card industry, Trading cards

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Risk and final offer arbitration usage rates: evidence from major league baseball

Article Abstract:

We use major league baseball data to examine risk and final-offer arbitration usage. Risk attitudes are proxied by the likelihood that FOA-generated salary increases place the player's baseball employment at risk. Employment risk is inversely related to player quality. Our evidence suggests that higher-quality (low-risk) players are more likely to file for arbitration and seek an arbitrated settlement than lower-quality (high-risk) players. (Reprinted by permission of the publisher.)

Sports Teams and Clubs, Sports clubs, managers, & promoters, Professional Baseball, Methods, Negotiation, mediation and arbitration, Collective bargaining, Commercial arbitration, Baseball teams, Baseball (Professional)

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