The "iron law of paternalism" in employee grievances and arbitration? A comparison of disciplinary and nondisciplinary cases

被引：0

作者：

Dalton D.R. ^{[1
]}

Mesch D.J. ^{[2
]}

Owen C.L. ^{[3
]}

Todor W.D. ^{[4
]}

机构：

[1] Graduate School of Business, Indiana University, Bloomington

[2] School of Public and Environmental Affairs, Indiana University, Bloomington, IN

来源：

Employee Responsibilities and Rights Journal | 1997年 / 10卷 / 4期

关键词：

Arbitration; Discipline; Gender differences; Grievances;

D O I：

10.1023/A:1025611300657

中图分类号：

学科分类号：

摘要：

In the criminology literature, the "iron law of paternalism" suggests that women receive less serious sanctions in the judicial system. This examination of three years of grievance outcomes (n = 1216) and arbitration outcomes (n = 1146) tests this "iron law" in the context of organizational disciplinary and dispute resolutions. These data, across several levels of outcomes (win, lose, compromise), controlling for the severity of grievances (disciplinarylnondisciplinary) and arbitrations (termination/ nontermination) provide no support for the paternalistic thesis. Moreover, we find no support for the paternalistic thesis with regard to either the incidence or length of suspensions as a function of gender. © 1997 Plenum Publishing Corporation.

引用

页码：291 / 305

页数：14