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date: 18 January 2020

(p. xiii) List of Contributors

(p. xiii) List of Contributors

Ariel C. Avgar is Assistant Professor at the School of Labor and Employment Relations at the University of Illinois at Urbana-Champaign. His research focuses on two primary areas of interests. First, he studies conflict and its management in organizations. Among a number of research projects in this area, he is currently working on a study of conflict management patterns and practices in Fortune 1000 firms in the United States. He is also conducting research on social networks and conflict in teams of scientists.

Greg J. Bamber is a Professor at Monash University, Melbourne. His research includes HRM outsourcing/shared services, dispute settlement, and workplace change in healthcare. His (joint) publications include Up in the Air: How Airlines Can Improve Performance by Engaging their Employees (Cornell) and International and Comparative Employment Relations (Sage), which has been published in other languages. Before moving to Australia, he was educated in and worked in Britain. He researches with and advises international organizations, enterprises, and other organizations.

Martin Behrens is Programme Director at the Institute of Social and Economic Research in the Hans Böckler Foundation (WSI) and Lecturer at the Institute for Sociology at the University of Göttingen. His research focus is on comparative industrial relations and on German employers’ associations, works councils, and labor unions. Recent publications include Das Paradox der Arbeitgeberverbände (The Paradox of Employers’ Associations) (Edition Sigma, 2011) and ‘Still Married after all these Years? Union Organizing and the Role of Works Councils in German Industrial Relations’, Industrial and Labor Relations Review, 2009, 62: 275–93.

John Benson is Professor and Head of the School of Management at the University of South Australia. Prior to taking up his present appointment, John was Chair of the MBA Programme in International Business at the University of Tsukuba, Japan after having spent many years as Reader in the Department of Management, University of Melbourne, Australia. His major research interests are Japanese management and unions, the restructuring of Chinese industry. His most recent monographs include Trade Unions in Asia (Routledge, 2008) co-edited with Ying Zhu, The Everyday Impact of Economic Reform in China (Routledge, 2010) co-authored with Ying Zhu and Michael Webber, and The Dynamics of Asian Labour Markets (Routledge, 2011) co-edited with Ying Zhu.

(p. xiv) Lisa Blomgren Amsler (formerly Lisa Blomgren Bingham) is the Keller-Runden Professor of Public Service at Indiana University’s School of Public and Environmental Affairs, Bloomington. She was Visiting Professor of Law at the University of Nevada Las Vegas from 2010 to 2012. She has co-edited three books and authored over seventy articles, monographs, and book chapters on dispute resolution and collaborative governance. Bingham received several national awards, including the Rubin Theory-to-Practice Award from the International Association for Conflict Management and Harvard Program on Negotiation for research that makes a significant impact on practice in 2006 for her research on the U.S. Postal Service employment mediation program REDRESS©. She is Elected Fellow of the National Academy of Public Administration. Her current research examines dispute systems design and the legal infrastructure for collaboration, dispute resolution, and public participation in governance. She is currently working on a book entitled Dispute System Design: Preventing, Managing, and Resolving Conflict with Janet Martinez and Stephanie Smith (Stanford University Press, forthcoming).

William Brown is Emeritus Master of Darwin College and Emeritus Professor of Industrial Relations at Cambridge University. He was previously Director of the Industrial Relations Research Unit at the University of Warwick. He is on the Panel of Arbitrators of the Advisory, Conciliation and Arbitration Service and was a member of its Council. He chairs the dispute procedure of the Fire and Rescue Services. He was a foundation member of the Low Pay Commission, which fixes the National Minimum Wage.

John W. Budd is the Industrial Relations Land Grant Chair at the University of Minnesota’s Carlson School of Management. His current research interests include employee voice and frames of reference on work, the employment relationship, and conflict. He is the author of Employment with a Human Face: Balancing Efficiency, Equity, and Voice (Cornell), Labor Relations: Striking a Balance (McGraw-Hill), Invisible Hands, Invisible Objectives: Bringing Workplace Law and Public Policy Into Focus (Stanford), and The Thought of Work (Cornell).

Alexander J. S. Colvin is the Martin F. Scheinman Professor of Conflict Resolution at the ILR School, Cornell University, where he is also Associate Director of the Scheinman Institute on Conflict Resolution and Associate Editor of the Industrial & Labor Relations Review. His research and teaching focuses on employment dispute resolution, with a particular emphasis on procedures in nonunion workplaces and the impact of the legal environment on organizations. His current research projects include an empirical investigation of the outcomes of employment arbitration and a cross-national study of labor and employment law change in the Anglo-American countries. He is co-author (with Harry C. Katz and Thomas A. Kochan) of the textbook An Introduction to Collective Bargaining and Industrial Relations, 4th edition (Irwin-McGraw-Hill).

Brian Cooper is Senior Lecturer in the Department of Management, Monash University, Australia. He lectures in research methods and has extensive experience in quantitative business research methodology. His research interests include the relationship (p. xv) between human resource management and employee outcomes. He has published extensively in the area of employee voice and workplace participation.

Joel Cutcher-Gershenfeld is Professor and former Dean in the School of Labor and Employment Relations at the University of Illinois, United States. He is an award- winning author who has co-authored or co-edited ten books and over eighty-five articles on negotiations, high performance work systems, dispute resolution systems, organizational learning systems, and engineering systems. Joel was the 2009 President of the Labor and Employment Relations Association (LERA). Joel holds a Ph.D. in Industrial Relations from MIT and a B.S. in Industrial and Labor Relations from Cornell University.

Gill Dix is Head of Strategy at the Advisory, Conciliation and Arbitration Service (Acas). Acas is a government-funded independent body responsible for providing conciliation services and improving employment relations in Britain. In Acas, Gill manages the organisation’s governance team, and a programme on public policy analysis and strategic planning. She has a background in social and public policy research, working in academia, and the voluntary and public sector bodies prior to joining Acas. Gill was Head of Research and Evaluation at Acas for twelve years and has written on a range of industrial relations subjects including being a co-author on the 1998 and 2004 Workplace Employment Relations Studies, an internationally recognized survey mapping patters of industrial relations in Britain. She has a particular interest in dispute resolution, consultation, and employee engagement.

Adrienne E. Eaton is Professor in and Chair of the Labor Studies and Employment Relations department at the School of Management and Labor Relations at Rutgers University. Her research focuses on labor-management partnerships, union organizing under neutrality, and card check and the impact of unionization on particular occupational groups including managerial workers and graduate student employees. She’s the co-author along with Tom Kochan, Paul Adler, and Robert McKersie of the book Healing Together: The Kaiser Permanente Labor-Management Partnership, editor with Jeff Keefe of Employment Dispute Resolution in the Changing Workplace, and author of numerous articles published in journals like Industrial and Labor Relations Review, Industrial Relations, Labor Studies Journal, and Advances in Industrial and Labor Relations. She is past Editor of the Labor and Employment Relations Association.

Cynthia Estlund is the Catherine A. Rein Professor at the New York University School of Law. She has written dozens of journal articles on labor and employment law and workplace governance, and is the author of two books, Regoverning the Workplace: From Self-Regulation to Co-Regulation (Yale University Press, 2010) and Working Together: How Workplace Bonds Strengthen a Diverse Democracy (Oxford University Press, 2003).

Howard Gadlin has been Ombudsman and Director of the Center for Cooperative Resolution at the National Institutes of Health since the beginning of 1999. From 1992 through 1998 he was University Ombudsperson at UCLA. He was also Director of the UCLA Conflict Mediation Program and Co-director of the Center for the Study and (p. xvi) Resolution of Interethnic/Interracial Conflict. While in Los Angeles he served as Consulting Ombudsman to the Los Angeles County Museum of Art. Prior to coming to UCLA, he was Ombudsperson and Professor of Psychology at the University of Massachusetts, Amherst.

John Godard is Professor in the School of Business at the University of Manitoba, and Chief Editor of the British Journal of Industrial Relations. His work has generally focused on the associations between national institutional environments, employer practices, and both union and worker outcomes, although he has also published a number of papers on labor law and strike activity. His work has appeared mainly in the British Journal of Industrial Relations, Industrial and Labor Relations Review, and Industrial Relations.

Gaye Greenwood is Senior Lecturer in the Faculty of Business and Law, Auckland University of Technology. She is a registered mediator with experience in negotiation, communication coaching, and mediation of employment relationship problems in education, health, franchise, and small business sectors. She specializes in research and teaching in negotiation and conflict management.

Brian S. Klaas is Professor of Management and Senior Associate Dean at the Darla Moore School of Business, University of South Carolina. He also serves as the Director of the Riegel & Emory HR Center. He received his Ph.D. from the University of Wisconsin-Madison and has published widely on topics relating to employee voice, organizational conflict and dispute resolution, and HR systems.

Thomas A. Kochan is the George M. Bunker Professor of Work and Employment Relations at MIT’s Sloan School of Management, Co-Director of the MIT Institute for Work and Employment Research, and Chair of the MIT Faculty. He received his Ph.D. in Industrial Relations from the University of Wisconsin in 1973. He is past President of the Industrial Relations Research Association and the International Industrial Relations Association.

J. Ryan Lamare is Assistant Professor in Labor Studies and Employment Relations. He received his B.S., M.S., and Ph.D. from Cornell University’s School of Industrial and Labor Relations and held academic positions at the University of Limerick and the University of Manchester prior to joining Penn State. Dr. Lamare’s research interests include: labor and employment arbitration; ADR in the securities industry; the development of ADR systems in organizations; the role of unions in politics; employment relations and HR at multinational companies; and quantitative research methods. He has published extensively on these issues in journals such as Industrial and Labor Relations Review, Industrial Relations, and Journal of World Business. Dr. Lamare has also worked previously for a non-profit workers’ rights organization, and has held visiting academic appointments in Ireland, the United Kingdom, and New Zealand.

Paul L. Latreille is Professor of Management at the University of Sheffield. He holds a visiting position at Westminster Business School’s Centre for Employment Research, (p. xvii) is Research Fellow of the IZA, Bonn, and Associate of the Economics Network. He is an editorial board member for Work, Employment and Society and serves on the Professional Mediators’ Association advisory group. His main research interests are in applied labor economics and employment relations, focusing on workplace conflict, mediation, and employment tribunals. He has published extensively for both academic and policy audiences and has led and/or been involved in projects on these issues for various bodies including the ESRC, the Department for Business, Innovation and Skills, the Ministry of Justice and Acas.

David Lewin is the Neil H. Jacoby Professor of Management, Human Resources and Organizational Behavior at the UCLA Anderson School of Management. He has published twenty books and more than 150 articles. Among his books are The Modern Grievance Procedure in the United States; Human Resource Management: An Economic Approach; Contemporary Issues in Employment Relations; and The Oxford Handbook of Participation in Organizations. He is President of the national Labor and Employment Relations Association (LERA) and Chair of the LERA 2013 Program Committee.

David B. Lipsky is the Anne Evans Estabrook Professor of Dispute Resolution in the School of Industrial and Labor Relations, and Director of the Scheinman Institute on Conflict Resolution at Cornell University. He served as the President of the Labor and Employment Relations Association in 2006. In his research and teaching activities he primarily focuses on negotiation, conflict resolution, and collective bargaining. Lipsky served as Dean of the School of Industrial and Labor Relations at Cornell from 1988 until 1997 and has been a member of the Cornell faculty since 1969. He received his B.S. in 1961 from the ILR School at Cornell and his Ph.D. in economics from M.I.T. in 1967.

Mingwei Liu is Assistant Professor of Labor Studies and Employment Relations at Rutgers University. His research interests fall into two broad areas. The first is Asian industrial relations, with a specific focus on Chinese employment relations, trade unions, human resource management, and skill development. The second is high performance work practices, with a specific focus on the healthcare and heavy machinery industries.

Douglas M. Mahony is Assistant Professor of Management and Axelrod Fellow at the College of Business and Economics, Lehigh University. His primary areas of research focus on group and organizational conflict, and nonunion dispute resolution processes and outcomes. He received his Ph.D. in Industrial Relations and Human Resource Management from Rutgers University.

Ian McAndrew is Associate Professor, Otago Business School, University of Otago, New Zealand. He teaches, researches, and practices in the area of employment relations and the processes of negotiation, mediation, and alternative dispute resolution. He practiced in the labor relations field in the US for fifteen years, was a mediator and adjudicator member of the New Zealand Employment Tribunal from 1993 to 2002 and remains an active mediator and tribunal adjudicator.

(p. xviii) John Purcell is Associate Fellow of the Industrial Relations Research Unit at Warwick Business School, University of Warwick. He is Deputy Chairman of the Central Arbitration Committee (CAC) and an Acas arbitrator. His main publications include Human Resource Management in the Multi-divisional Company (Oxford University Press, 1994) and Strategy and Human Resource Management (written with Peter Boxall) (Palgrave, 3rd edition, 2011) and the Oxford Handbook of HRM (Oxford University Press, 2007) edited with Peter Boxall and Patrick Wright. Recent research has been on the effect of people management practices on business performance, the role of front line managers in the delivery of effective people management, contingent workers and temporary work agencies and the impact of the Information and Consultation of Employees Regulations. His book, written with Mark Hall, Consultation at Work: Regulation and Practice was published by Oxford University Press in 2012.

Erling Rasmussen is the Professor of Work and Employment at the Auckland University of Technology, New Zealand. He has worked in employment relations in academia, and the public and private sectors since the late 1970s. He has extensive experience of employment relations research, public policy formation and evaluation, including involvement in the development of New Zealand legislation and in externally funded New Zealand and international research projects.

William K. Roche is Professor of Industrial Relations and Human Resources at the School of Business, University College Dublin and Honorary Professor at the School of Management, Queen’s University Belfast. He was awarded his D.Phil. from the University of Oxford, where he was Heyworth Memorial Prize Research Fellow of Nuffield College. He has led and contributed to strategic reviews of industrial relations and dispute resolution by a number of Irish public agencies, including the Labour Relations Commission, the National Economic and Social Council, and the National Centre for Partnership and Performance.

Mary Rowe has a PhD in economics and joined MIT in 1973. She has been an MIT Ombudsperson for decades, and also Adjunct Professor of Negotiation and Conflict Management. She helped to start and develop earlier ombuds associations, which subsequently became the International Ombudsman Association. The website <> includes Rowe’s articles on the ombuds profession, ombuds effectiveness and elements of practice, micro-inequities, micro-affirmations, harassment, integrated conflict management systems, and bystander behavior.

Richard Saundry is Associate Professor of Human Resource Studies at Plymouth University and is Visiting Fellow of the Centre for Employment Relations, Innovation and Change (CERIC) at the University of Leeds and also at the Institute for Research into Organisations, Work and Employment (iROWE) at the University of Central Lancashire (UCLAN). His current research interests include conflict management, workplace dispute resolution, trade union organization and renewal, and the nature of work in the audio-visual industries. He has published extensively in peer-reviewed academic (p. xix) journals. He has led a number of projects funded by the Economic and Social Research Council, the Department for Trade and Industry (now BIS), the TUC, and the Advisory, Conciliation and Arbitration Service.

Paul Teague is Professor of Management at the Management School, Queen’s University Belfast and is Visiting Professor at the School of Business, University College Dublin. He has written widely on the theme of the employment relations consequences of deeper European integration. The themes of social partnership and employment performance, workplace conflict management and human resources in the recession currently dominate his research activities. He has worked with the Irish Government, EU, ILO, and the Belgium Government to develop policies and programmes in these areas. A book that examines systematically the HR strategies of companies based in Ireland in response to the recession, Recession at Work, which was co-authored with Bill Roche, Anne Coughlan, and Majella Fahey, was published by Routledge in 2013.

Julian Teicher is Professor of industrial relations in the Department of Management at Monash University. He has published eleven books and monographs and more than ninety refereed papers and book chapters on workplace relations, human resources, and public management. His research covers issues including employee voice and participation, bargaining and dispute resolution, occupational health and safety, skill formation, privatization, and e-government.

Peter Urwin is Professor of Applied Economics and Director of the Centre for Employment Research at the University of Westminster Business School. Peter has a particular focus on the issues faced by government policymakers in the areas of employment relations, education and skills, equality and diversity. He has carried out research for most of the major UK government departments. His work with Acas and other agencies has appeared in a range of policy publications and academic journals.

Bernadine Van Gramberg is Professor and Deputy Dean of the Faculty of Business and Enterprise at Swinburne University of Technology. Her research interests and publications span the areas of alternative dispute resolution, industrial relations law and policy, and public sector management.

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