JSTOR is a not-for-profit service that helps scholars, researchers, and students discover, use, and build upon a wide range of content in a trusted digital archive. We use information technology and tools to increase productivity and facilitate new forms of scholarship. For more information about JSTOR, please contact support@jstor.org..

JSTOR is a not-for-profit service that helps scholars, researchers, and students discover, use, and build upon a wide range of content in a trusted digital archive. We use information technology and tools to increase productivity and facilitate new forms of scholarship. For more information about JSTOR, please contact support@jstor.org.. This study focuses on the impact of sex, race, and social networks, to analyze the hiring process in a midsized high-technology organization, using information on all 35,229 applicants in a 10-year period . For gender, the process is entirely meritocratic: age and education account for all sex differences. But even without taking into account the two meritocratic variables, there are small if no differences between men and women at all stages in the hiring process. For ethnic minorities, the process is partly meritocratic but partly reliant upon social networks. Once referral method is taken into account, all race effects disappear. In hiring, ethnic minorities are thus disadvantaged in the processes that take place before the organization is contacted. They lack access to or utilize less well the social networks that lead to high success in getting hired.

WORK AND OCCUPATIONS Elvira, Saporta / COLLECTIVE BARGAINING 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.

To understand the transformation of the industrial relations (IR) system in Israel, we propose a four-group typology according to workers' membership in unions and coverage of collective agreements. Using this typology, and relying on various data sources, we estimate that in 2000 membership was 40 to 45 percent, and coverage was about 56 percent, down from 80 to 85 percent for both measures in 1981. The data also reveal the emerging differences among the four groups, including income differentials. Moreover, comparing workers' actual membership and coverage with their preferences suggests that the system has not yet reached equilibrium. The study demonstrates that only a fourgroup typology succeeds in surfacing the complex nature of union decline. The Israeli Industrial Relations System and the Measurement of Union DensityFor observers of the industrial relations (IR) system in Israel, it is clear that the system has undergone a significant transformation. However, one is surprised by how little we know about the current state of the IR system, the pace and extent of its transformation, and whether the process has peaked or has just started.An important characteristic of an IR system is union density. Two indicators are used commonly to measure union density-union membership rates (percentage of wage and salary workers who are members of a trade union) and union coverage (percentage of wage and salary workers covered directly by collective-bargaining agreements). The rationale in favor of each

A binary performance measure (high school graduation) is examined as a function of motivation (educational goal), ability (scores in an intelligence test), and their interaction. The interaction was positive when a logistic model was used and negative when a linear probability model was used. The reason for the difference in the results of the two models is examined, and the conditions under which this difference occurs are discussed.