In this book chapter, we use the specific circumstance in the April 2019 elections revolving arou... more In this book chapter, we use the specific circumstance in the April 2019 elections revolving around new parties entering the Israeli party system, especially the Blue-White party. We use survey data to show that Mizrahi voters with higher education who become more secular deviate from the traditional pro-Likud Mizrahi voting. We set our findings in the context of deep social changes in Israeli society. For a Hebrew summary, please see here: https://www.runi.ac.il/research-institutes/government/libres/writings/ethnical-vote/
The authors study the effect of unionization on gender wage differentials for production workers ... more The authors study the effect of unionization on gender wage differentials for production workers in nine U.S. manufacturing industries. They find that the wage gap is significantly smaller in unionized establishments for six of the industries, even after controlling for occupation and establishment gender composition. But this union effect does not hold within three industries. The authors conclude that unionization generally reduces wage inequality between blue-collar men and women, but the effect might be contingent both on the overall proportion of women in an industry and on union characteristics. The authors discuss the implications of these findings for income inequality and union policies.
Current arguments about the causes of differing union density rates in the U.S. and Canada range ... more Current arguments about the causes of differing union density rates in the U.S. and Canada range from Lipset's public opinion hypothesis and differences in labour law, to increased U.S. managerial hostility. We use survey data on managers' and workers' attitudes in the two countries to examine the competing arguments. Using questions that probe opinions toward various aspects of union-firm relations, we find that managers' attitudes in the two countries do not differ. This finding suggests that increased U.S. managerial hostility is not the cause of the divergent unionization rates. U.S. workers are the most militant of the four groups, with Canadian workers in the middle, between managers and U.S. workers. Following literature which suggests that there may be important regional differences, we perform a similar analysis treating the South in the U.S. and Quebec in Canada separately. We find only minimal cross-regional differences.
International Journal of Public Administration, 1996
... and Ishak Saporta School of Business Administration University of California at Berkeley Berk... more ... and Ishak Saporta School of Business Administration University of California at Berkeley Berkeley, California 94720 ABSTRACT ... The one member who reapplied was rejected by the director of the Department of Public Health. ...
Being a settler society — a society dominated by a non-indigenous settler group — Jewish Israel h... more Being a settler society — a society dominated by a non-indigenous settler group — Jewish Israel has always been intensely preoccupied with issues of land and housing. These matters have, in consequence, had important rami�cations for the very construction of Israel’s national identity and its de�nition of citizenship, alongside the practices of national exclusion and ethnic marginalisation they necessarily entail. The Zionist movement had a penchant for elevating the issue of land and its redemption to mythological heights, to ‘an idyllic process’, transcending other, more earthly, worries and concerns. 1 This is the fertile ground that gave rise to many of the common myths surrounding the implementation of Zionist ideology. Notorious among them is the myth asserting that Zionism emerged at a unique and propitious moment in history when, through sheer luck, a people without a land encountered a land without a people, this latter being a land to which the Jewish people have always ye...
The basic argument of the article is that actual promotion, which is an essential part of the var... more The basic argument of the article is that actual promotion, which is an essential part of the variety of rewards distributed by organizations, affects the quitting behavior of individual employees. This effect is contingent on the type of occupational group to which the employee belongs. To test the basic argument, the authors looked at the longitudinal records of a single organization, examining data on actual promotion and turnover. The findings reveal that, regardless of occupational affiliation, past promotions reduced the likelihood of leaving the organization. However, they also showed that professionals (accountants, engineers, lawyers, and computer scientists) were promoted at higher rates than managers and administrators were but had similar quitting rates. These combined findings do not lend direct support for a moderating role of occupational group affiliation. However, they suggest that by differentially affecting promotion opportunities, occupational group affiliation d...
This chapter proposes a rational-pluralistic model for decision making in organizations. The auth... more This chapter proposes a rational-pluralistic model for decision making in organizations. The authors developed this model as a potential solution to the negative moral implications (such as alienation from the workplace) that the formal rational decision making model has on organization employees. The negative moral implications are due to the fact that the formal rational model is monistic, limited by the considerations of the organization’s utility, and neglects moral values and non-utility values that are related to the employee. The rational-pluralistic model is based on a revision of the concept of rationality and rational action. The basic assumption of this model is that there is a range of values other than the utility value that are involved in rational decision making. The more extended definition of rationality makes it possible to avoid a situation in which employees are only the means for organization goals, rather than ends in themselves.
When Boris Yeltsin was asked – are you for socialism or capitalism – he answered “I am in favor o... more When Boris Yeltsin was asked – are you for socialism or capitalism – he answered “I am in favor of Russians living better – materially, spiritually, and culturally… As for a name, people will think...
Advances in Business Strategy and Competitive Advantage, 2015
This chapter proposes a rational-pluralistic model for decision making in organizations. The auth... more This chapter proposes a rational-pluralistic model for decision making in organizations. The authors developed this model as a potential solution to the negative moral implications (such as alienation from the workplace) that the formal rational decision making model has on organization employees. The negative moral implications are due to the fact that the formal rational model is monistic, limited by the considerations of the organization's utility, and neglects moral values and non-utility values that are related to the employee. The rational-pluralistic model is based on a revision of the concept of rationality and rational action. The basic assumption of this model is that there is a range of values other than the utility value that are involved in rational decision making. The more extended definition of rationality makes it possible to avoid a situation in which employees are only the means for organization goals, rather than ends in themselves.
... Stable URL: http://www.jstor.org/stable/10.1086/318961. Offering a Job: Meritocracy and Socia... more ... Stable URL: http://www.jstor.org/stable/10.1086/318961. Offering a Job: Meritocracy and Social Networks. Trond Petersen, Ishak Saporta and Marc‐David L. Seidel. American Journal of Sociology Vol. 106, No. ... University of California, Berkeley. Ishak Saporta Tel Aviv University. ...
One challenge for societies under protracted conflicts is to develop educational programs and cur... more One challenge for societies under protracted conflicts is to develop educational programs and curricula that would both address ethnic and social differences and bridge social differences between various groups. In particular, a society under protracted conflict immerse itself in managing the conflict, thus it fails to attend to other societal issues. In the 1990s, after the signing of the Oslo Accords (1993) and with the absorption of a significant wave of new immigrants from the former Soviet Union and Ethiopia, it was thought in Israel, as elsewhere, that multicultural education would help transcending the national, ethnic and cultural boundaries that separate these various groups. Notwithstanding the theoretical debates about multicultural education, the challenge of bridging these social boundaries has remained the same. In fact, as it became evidenced during the 2011 social protest (again, in Israel but also elsewhere), for a moment it was as if from 'bottom up' has em...
In this book chapter, we use the specific circumstance in the April 2019 elections revolving arou... more In this book chapter, we use the specific circumstance in the April 2019 elections revolving around new parties entering the Israeli party system, especially the Blue-White party. We use survey data to show that Mizrahi voters with higher education who become more secular deviate from the traditional pro-Likud Mizrahi voting. We set our findings in the context of deep social changes in Israeli society. For a Hebrew summary, please see here: https://www.runi.ac.il/research-institutes/government/libres/writings/ethnical-vote/
The authors study the effect of unionization on gender wage differentials for production workers ... more The authors study the effect of unionization on gender wage differentials for production workers in nine U.S. manufacturing industries. They find that the wage gap is significantly smaller in unionized establishments for six of the industries, even after controlling for occupation and establishment gender composition. But this union effect does not hold within three industries. The authors conclude that unionization generally reduces wage inequality between blue-collar men and women, but the effect might be contingent both on the overall proportion of women in an industry and on union characteristics. The authors discuss the implications of these findings for income inequality and union policies.
Current arguments about the causes of differing union density rates in the U.S. and Canada range ... more Current arguments about the causes of differing union density rates in the U.S. and Canada range from Lipset's public opinion hypothesis and differences in labour law, to increased U.S. managerial hostility. We use survey data on managers' and workers' attitudes in the two countries to examine the competing arguments. Using questions that probe opinions toward various aspects of union-firm relations, we find that managers' attitudes in the two countries do not differ. This finding suggests that increased U.S. managerial hostility is not the cause of the divergent unionization rates. U.S. workers are the most militant of the four groups, with Canadian workers in the middle, between managers and U.S. workers. Following literature which suggests that there may be important regional differences, we perform a similar analysis treating the South in the U.S. and Quebec in Canada separately. We find only minimal cross-regional differences.
International Journal of Public Administration, 1996
... and Ishak Saporta School of Business Administration University of California at Berkeley Berk... more ... and Ishak Saporta School of Business Administration University of California at Berkeley Berkeley, California 94720 ABSTRACT ... The one member who reapplied was rejected by the director of the Department of Public Health. ...
Being a settler society — a society dominated by a non-indigenous settler group — Jewish Israel h... more Being a settler society — a society dominated by a non-indigenous settler group — Jewish Israel has always been intensely preoccupied with issues of land and housing. These matters have, in consequence, had important rami�cations for the very construction of Israel’s national identity and its de�nition of citizenship, alongside the practices of national exclusion and ethnic marginalisation they necessarily entail. The Zionist movement had a penchant for elevating the issue of land and its redemption to mythological heights, to ‘an idyllic process’, transcending other, more earthly, worries and concerns. 1 This is the fertile ground that gave rise to many of the common myths surrounding the implementation of Zionist ideology. Notorious among them is the myth asserting that Zionism emerged at a unique and propitious moment in history when, through sheer luck, a people without a land encountered a land without a people, this latter being a land to which the Jewish people have always ye...
The basic argument of the article is that actual promotion, which is an essential part of the var... more The basic argument of the article is that actual promotion, which is an essential part of the variety of rewards distributed by organizations, affects the quitting behavior of individual employees. This effect is contingent on the type of occupational group to which the employee belongs. To test the basic argument, the authors looked at the longitudinal records of a single organization, examining data on actual promotion and turnover. The findings reveal that, regardless of occupational affiliation, past promotions reduced the likelihood of leaving the organization. However, they also showed that professionals (accountants, engineers, lawyers, and computer scientists) were promoted at higher rates than managers and administrators were but had similar quitting rates. These combined findings do not lend direct support for a moderating role of occupational group affiliation. However, they suggest that by differentially affecting promotion opportunities, occupational group affiliation d...
This chapter proposes a rational-pluralistic model for decision making in organizations. The auth... more This chapter proposes a rational-pluralistic model for decision making in organizations. The authors developed this model as a potential solution to the negative moral implications (such as alienation from the workplace) that the formal rational decision making model has on organization employees. The negative moral implications are due to the fact that the formal rational model is monistic, limited by the considerations of the organization’s utility, and neglects moral values and non-utility values that are related to the employee. The rational-pluralistic model is based on a revision of the concept of rationality and rational action. The basic assumption of this model is that there is a range of values other than the utility value that are involved in rational decision making. The more extended definition of rationality makes it possible to avoid a situation in which employees are only the means for organization goals, rather than ends in themselves.
When Boris Yeltsin was asked – are you for socialism or capitalism – he answered “I am in favor o... more When Boris Yeltsin was asked – are you for socialism or capitalism – he answered “I am in favor of Russians living better – materially, spiritually, and culturally… As for a name, people will think...
Advances in Business Strategy and Competitive Advantage, 2015
This chapter proposes a rational-pluralistic model for decision making in organizations. The auth... more This chapter proposes a rational-pluralistic model for decision making in organizations. The authors developed this model as a potential solution to the negative moral implications (such as alienation from the workplace) that the formal rational decision making model has on organization employees. The negative moral implications are due to the fact that the formal rational model is monistic, limited by the considerations of the organization's utility, and neglects moral values and non-utility values that are related to the employee. The rational-pluralistic model is based on a revision of the concept of rationality and rational action. The basic assumption of this model is that there is a range of values other than the utility value that are involved in rational decision making. The more extended definition of rationality makes it possible to avoid a situation in which employees are only the means for organization goals, rather than ends in themselves.
... Stable URL: http://www.jstor.org/stable/10.1086/318961. Offering a Job: Meritocracy and Socia... more ... Stable URL: http://www.jstor.org/stable/10.1086/318961. Offering a Job: Meritocracy and Social Networks. Trond Petersen, Ishak Saporta and Marc‐David L. Seidel. American Journal of Sociology Vol. 106, No. ... University of California, Berkeley. Ishak Saporta Tel Aviv University. ...
One challenge for societies under protracted conflicts is to develop educational programs and cur... more One challenge for societies under protracted conflicts is to develop educational programs and curricula that would both address ethnic and social differences and bridge social differences between various groups. In particular, a society under protracted conflict immerse itself in managing the conflict, thus it fails to attend to other societal issues. In the 1990s, after the signing of the Oslo Accords (1993) and with the absorption of a significant wave of new immigrants from the former Soviet Union and Ethiopia, it was thought in Israel, as elsewhere, that multicultural education would help transcending the national, ethnic and cultural boundaries that separate these various groups. Notwithstanding the theoretical debates about multicultural education, the challenge of bridging these social boundaries has remained the same. In fact, as it became evidenced during the 2011 social protest (again, in Israel but also elsewhere), for a moment it was as if from 'bottom up' has em...
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