Through teaching, research and outreach, ILR generates and shares knowledge to solve human problems, manage and resolve conflict, establish best practices in the workplace and inform government policy.
Takeout Couriers in China Quietly Strike ‘Under the Radar’
Research from Chuxuan “Victoria” Liu ’21 and Eli Friedman documents “ministrikes” by small groups of food couriers in China.
Associate Professor Vanessa Bohns is a member of the multidisciplinary Prosocial Project, which has received a four-year, $1.19 million grant from the National Science Foundation to study the emergence and maintenance of norms to deter negative online behavior.
In collaboration with the Gender Policy Report, researchers at the The Worker Institute co-authored a new report that provides guidance on several measures and principles they say should be built into any new child care, long-term care and health care investments in order to drive greater equity.
In new research out of the ILR School, Assistant Professors John McCarthy and JR Keller suggest that managers who encourage employee input may gain an internal recruiting advantage over those who do not.
The Kheel Center’s Steven Calco and Marcie Farwell join archivists from across the Cornell University Library system to display some of the rare and distinctive collections that support Cornell scholarship and attract researchers from all over the world.
“Private Regulation of Labor Standards in Global Supply Chains,” a new book by Professor Sarosh Kuruvilla, examines the effectiveness of corporate social responsibility in improving labor standards in global supply chains.
New Conversations Project Releases Social Dialogue Report
A year-long mapping exercise, utilizing COVID-19 as a “stress test,” has resulted in 10 country-specific reports on the state of worker organizing, bargaining and social dialogue in garment-producing nations.
Technology Is Displacing Workers, But Not The Way You Think
New research co-authored by Associate Professor Adam Seth Litwin and Sherry M. Tanious ’17 suggests that companies focused on quality, not price, are more likely to use technology to empower workers rather than to replace them with temps.
New research co-authored by Assistant Professor Brian Lucas found that when considering candidates for a position in a male-dominated field, people consistently included more women on longer “short lists.”
Study Tests Why Internal Hires Outperform External Hires
High-performing internal hires are likely to stay with the organization while high-performing external hires leave more often, according to research by ILR Assistant Professor Ben A. Rissing and Alan Benson ’07.