Equal Playing Field: A Test of the Self-protection Model in Canada
As the immigrant population continues to grow in Canada, their impact on organized labor can no longer be overlooked. This study examines whether a meaningful difference exists in the demand for unions between immigrant and non-immigrant persons in Canada. Based on assumptions within the Self-Protection model, a questionnaire surveying 175 participants from immigrant and non-immigrant samples allowed for assessment of these assumptions during the job search process. Cross-sectional results were analysed using regression techniques and t-tests. The results secured support for three of five hypotheses. Immigrants are more likely to support union activity than non-immigrants and feel that union instrumentality decreases discrimination. The results suggest that immigrants feel that union presence and instrumentality is important in providing protection against discrimination in the workforce, therefore their job search behaviors are influenced by union presence. Organizations should consider means to manage these perceptions to ensure that the organizations pool of applicants is maximized.
||Immigration, Unions, Labor Relations, Canada
International Journal of Diversity in Organizations, Communities and Nations, Volume 10, Issue 5, pp.83-96.
Article: Print (Spiral Bound).
Article: Electronic (PDF File; 616.180KB).
Assistant Professor, Department of Business, University of Guelph, Brampton, Ontario, Canada
Dr. Nita N. Chhinzer is an Assistant Professor of Human Resources at the Department of Business, University of Guelph. Her research is concentrated on Strategic Human Resources Management, with a strong focus on downsizing practices, procedures and ethics. Her program of research includes securing a stronger understanding of downsizing activity in the Canadian context, with an aim to effect public policy and legislation regarding layoffs. She has gained international recognition with conference participation including Athens, Greece, Paris, France, and many North American speaking engagements. Her primary areas of research are turnover and layoffs, including labour force movement, decision making processes and outcomes of employee exits. However, her contributions to conferences, publication and consulting cover a broad range of HR topics, including human capital metrics, recruitment, compensation, labour relations, knowledge management, and training. Conference engagements include a consistent commitment to top tier academic conferences (e.g. Academy of Management Conference: 2004-2008) as well a number of practitioner-oriented conferences (e.g., American Federation of Labor – Congress of Industrial Unions (AFL-CIO) Conference).
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