Hispanics and Organized Labor in the United States, 1973 to 2007

Rosenfeld, Jake; Kleykamp, Meredith

doi:10.1177/000312240907400604

Cited by 31 publications

(69 citation statements)

References 25 publications

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“…The most recent contributions to this line of research return regression-adjusted private sector union wage premia on the order of 15-25% for men in the United States (Rosenfeld 2014). Consistent with Freeman & Medoff 's earlier findings, there remains substantial heterogeneity in the union wage gap across industries and regions.…”

Section: Unions and Economic Inequality Predistributionmentioning

confidence: 52%

“…4 Ahlquist 2017 16:43 pensions, adding to the union/nonunion gap in overall compensation (Buchmueller et al 2002, Rosenfeld 2014. Efforts to establish a union safety premium by looking at workplace injuries have turned up contradictory and unstable results (Donado 2013).…”

Section: Unions and Economic Inequality Predistributionmentioning

confidence: 99%

“…Exactly what disparities shrink, by how much and for whom, and at what cost and to whom have been the questions motivating the literature ever since. Increasing income inequality coincided with the erosion of union militancy and membership across the developed world, animating efforts to update Freeman & Medoff 's conclusions (Rosenfeld 2014, Bennett & Kaufman 2007 and develop new research designs for better determining whether and how labor unions are causal agents.…”

Section: Introductionmentioning

confidence: 99%

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Labor Unions, Political Representation, and Economic Inequality

Ahlquist

2017

Annu. Rev. Polit. Sci.

120

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Decades of research across several disciplines have produced substantial evidence that labor unions, on balance, reduce economic disparities. But unions are complicated, multifaceted organizations straddling markets and politics. Much of their equality-promoting influence occurs through their ability to reduce class-based inequity in politics and public policy. Declining unionization across much of the developed world is eroding workers' bargaining power. Reduced economic leverage puts pressure on union solidarity and weakens labor-based political movements. Important research design problems and significant heterogeneity across unions, regions, countries, and time imply a continued need for more work.

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Section: Unions and Economic Inequality Predistributionmentioning

confidence: 52%

Section: Unions and Economic Inequality Predistributionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Labor Unions, Political Representation, and Economic Inequality

Ahlquist

2017

Annu. Rev. Polit. Sci.

120

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“…Again, substantively similar results for the race/ethnic categories emerge, however, the other race category flirts with different levels of significance. , 1994-2011Labor Market Firm Size 1994-20071994-20111994-20071994-2011 2004-2006 2006-2008 2008-2010 2004-2006 2006-2008 2008-2010 2004-2006 2006-2008 2008-2010 Year Entry Nonimmigrant Hispanic …”

Section: Resultsmentioning

confidence: 99%

Immigrant Unionization through the Great Recession

Catron

2013

Am Sociol Rev

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After decades of de-unionization, research suggests that Hispanics-and Hispanic immigrants in particular-may revitalize organized labor in the United States. Most of this research consists of case studies of individual organizing campaigns (see, e.g., Milkman 2006). In 2009, however, Rosenfeld and Kleykamp (hereafter RK) set out to determine whether these campaigns had produced quantifiable gains at the national level. By analyzing detailed data from the Current Population Survey (CPS), they found that when compared to native-born whites "many Hispanic subgroups are no less likely," and some Hispanic subgroups are "more likely," to join or belong to labor unions (Rosenfeld and Kleykamp 2009:933). These results are important, for they buttress the hopes of both Hispanic workers, who view union membership as a potential avenue to upward mobility, and union organizers, who view immigrants as a potential source of new members. RK note that overall union density is low in the United States, and that unionization is therefore unlikely to usher in widespread assimilation absent a "fundamental restructuring of the institutional underpinnings of organized 473107A SRXXX10.

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“…It is possible therefore to make several predictions about the effects of unionization on workforce composition, given the findings of previous research. First, Leonard's (1985) longitudinal analysis of establishment composition, the historical study of union--membership patterns (Rosenfeld and Kleykamp 2009;Rosenfeld and Kleykamp 2012), and multiple case studies (Halpern 1997;Nelson 2001;Milkman 2006) all suggest that unionizing an establishment should limit managerial discretion in hiring, pay, and promotion, and thus make establishments more representative of their larger labor--market areas over time. Second, the findings in Leonard (1985) and Kalev (2009) It is a sad irony that, in the same period when unions have grown more diverse and inclusive, their influence has shrunk.…”

Section: Unions and Managerial Discretionmentioning

confidence: 99%

The Control of Managerial Discretion: Evidence from Unionization’s Impact on Employment Segregation

Ferguson

2015

American Journal of Sociology

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Does limiting managers' discretion limit organizations' scope for discrimination? Social--psychological research argues that it limits opportunities to exercise cognitive biases. Organizational research has found that formal personnel practices that establish accountability for workplace diversity have increased women and minority representation in management. However, drawing causal inferences from such studies is complicated because adopting such policies may be endogenous to the firm's wish to hire and promote women and minorities. This study uses unionization elections to conduct a regression--discontinuity test from which stronger causal inferences can be made. I find that while unionization is associated with more representative workplaces and more women and minorities in management, these effects disappear close to the discontinuity threshold. Most of the effects of unionization on workforce diversity may be attributable to the unobserved drivers of selection into unionization. This has similar implications for the causal effects of diversity policies adopted by managers. Acknowledgments The author would like to thank Emilio Castilla, Roberto Fernandez, Aruna Ranganathan, Susan Silbey, Jesper Sørensen, and seminar participants at Stanford GSB, Berkeley--Haas, MIT--Sloan, INSEAD, and the 30 th EGOS Colloquium for comments on the manuscript. Sheldon Friedman, Alfonso Nevárez, and Gordon Pavy at the NLRB and Bliss Cartwright and Ronald Edwards at the EEOC gave invaluable support with the data. Direct correspondence to John--Paul Ferguson, Stanford Graduate School of Business. Email: jpferg@stanford.edu. suggests that it does. This work situates much employment discrimination not in the conscious actions of bigoted managers but in the unconscious impact of cognitive biases, deployed through personnel policies that fail to take such biases into account. As one classic review of the subject summarized, "We cannot rid work organizations of discrimination until we recognize both that much employment discrimination originates in automatic cognitive processes, and that it occurs because of work organizations' personnel practices" (Reskin 2000, p. 321).This social--psychological approach to discrimination reinforces an older organizational perspective on the subject. Organizational research has long emphasized the existence of informal social structures within formal organizations (Mayo 1984;Dalton 1959;Scott and Davis 2006) and recognized that, in the absence of formal structures, informal processes like ascriptive homophily will shape organizational careers and rewards. This is why, in his unromantic defense of complex organizations, Perrow (1986, p. 6) emphasizes the importance of rules that limit managers' discretion in "Purging Particularism":Particularism means that criteria irrelevant for efficient production (e.g., only relatives of the boss have a chance at top positions), in contrast to universalistic criteria (e.g., competence is all that counts), are used to choose employees. The criteria of eff...

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Hispanics and Organized Labor in the United States, 1973 to 2007

Cited by 31 publications

References 25 publications

Labor Unions, Political Representation, and Economic Inequality

Labor Unions, Political Representation, and Economic Inequality

Immigrant Unionization through the Great Recession

The Control of Managerial Discretion: Evidence from Unionization’s Impact on Employment Segregation

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