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Maurice Mazerolle - Ted Rogers School of Management. Toronto, ON, CA

Maurice Mazerolle Maurice Mazerolle

Associate Professor, HR Management & Organizational Behaviour | Ted Rogers School of Management

Toronto, ON, CANADA

Expert in Organization Behaviour and Human Resource Management

Biography

Dr. Maurice Mazerolle is an Associate Professor in organizational behavior and human resource management. Until recently, he was the Director of the Centre for Labour-Management Relations and Chair of the Human Resources/Organizational Behaviour Department in the Ted Rogers School of Management at Ryerson University. Prior to this Dr. Mazerolle has held a number of faculty appointments at the University of Toronto, York University, and Wilfrid Laurier University. His major areas of research interest are in conflict resolution, employment adjustment, youth health and safety, employee voice mechanisms and progressive human resource management practices. In addition to working within the university environment, Dr. Mazerolle has had an extensive career primarily in the labour relations field as a negotiator and mediator within a number of industries including construction, inter-provincial bus transportation, health care and education. Dr. Mazerolle received both his Master’s and Doctorate in Industrial Relations from the University of Toronto.

Areas of Expertise (7)

Negotiation Industrial Relations Conflict Resolution Alternative Dispute Resolution Collective Bargaining Fairness as Public Policy Labour Relations

Spotlight

Social

Accomplishments (3)

Morley Gunderson Prize in Industrial Relations (professional)

University of Toronto Centre for Industrial Relations and Human Resources

Undergraduate Teaching Award. (professional)

Awarded for outstanding teaching quality and excellence by the Students Administrative Council (SAC) and the Association of Part-time Undergraduate Students (APUS), University of Toronto. Category : Social Sciences.

Best Paper Award (professional)

"Re-Employment Following Job Loss From Plant Closures: What Really Matters in the Long-Term?" This paper was presented at the Annual Conference of the Administrative Sciences Association of Canada (ASAC), held June 25-28, 1994 in Halifax N.S., and was selected as best paper in the Human Resources Section, and was published in the proceedings.

Education (3)

University of Toronto: PhD, Industrial Relations 1993

University of Toronto: MSc, Industrial Relations 1984

University of New Brunswick: BA, Political Science and Sociology 1979

Selected Media Appearances (5)

Vote that could end Ontario’s college strike starts on Tuesday

The Hamilton Spectator  online

2017-11-12

'Maurice Mazerolle of Ryerson University's Ted Rogers School of Management, called the vote something like "the 'hail Mary' pass for management."'

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The concept of full employment, and what it means for wages, explained

Metro  online

2017-09-08

'Economists disagree on exactly what that unemployment rate is, but Maurice Mazerolle at Ryerson University's Ted Rogers School of Management says it's somewhere between five and six per cent.'

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Is a 21st-century model of labour relations emerging in Canada?

The Globe and Mail  online

2017-09-03

Co-authored by Maurice Mazerolle.

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Unions in Canada need to modernize, but are still relevant: experts

Global News  online

2017-07-14

'A professor at Toronto’s Ryerson University, Maurice Mazerolle, says the drop in unions is partly due to the changing landscape of jobs, which increasingly consists of precarious work, remote workers, and contract and part-time jobs.'

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Employer/employee contracts, when guarantees for workers are not guaranteed after all.

CBC News  online

2017-07-10

Maurice Mazerolle interviewed.

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Selected Articles (4)

Economic and Social Correlates of Re-Employment Following Job Displacement: Evidence from 21 Plant Closures in Ontario American Journal of Economics and Sociology, Inc.

Maurice J. Mazerolle and Gangaram Singh

2005

The purpose of our study is to examine the economic and social correlates of re-employment following job displacement. Our data are taken from 247 workers who were displaced as a result of plant closures in Ontario (Canada). Human capital did not affect re-employment. Economic need positively affected re-employment. Discrimination negatively affected re-employment, and social networks positively affected re-employment. Our conclusion falls squarely within the field of economic sociology, in that an economic outcome can have both an economic and a sociological explanation.

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Regulating Conflict in Public Sector Labour Relations The Ontario Experience (1984–1993) Relations Industrielles/Industrial Relations

Robert Hebdon and Maurice Mazerolle

2003

Using a comprehensive collective bargaining data set, we examine dispute resolution patterns of all bargaining units in the province of Ontario over a 10-year period. A central finding is that bargaining units covered by legislation requiring compulsory interest arbitration arrive at impasse 8.7 percent to 21.7 percent more often than bargaining units in the right to strike sectors. Even after controlling for legislative jurisdiction, union, bargaining unit size, occupation, agreement length, time trend, and part-time status, strong evidence was found that compulsory arbitration has both chilling and dependence effects on the bargaining process. The problem of failure to reach negotiated settlements is particularly acute in the health care sector, especially among hospitals. Our results also call into question the use of interest arbitration in a central bargaining context. The centralized structure appears to exacerbate the negative effects of interest arbitration.

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Social Support and the reduction of Discouragement after job displacement, The Journal of Socio-Economics

Maurice J. Mazerolle and Gangaram Singh

2002

The authors extrapolate from social-science and medical-science research to examine the relationship between the reduction of discouragement after job displacement and social support. Using data from a unique data set, they showed that displaced workers are less likely to be discouraged if they receive a referral from their employer, if they are encouraged by family members to seek employment, and if they spend time while unemployed in a productive manner. Discouragement, in contrast, is positively related to the number of part-time jobs. Implications of the results span both organizational practice and public policy.

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Screening as a Prerequisite for Vocational Training After Job Displacement Journal of Vocational Education & Training

Maurice J. Mazerolle and Gangaram Singh

2001

Using human-capital theory and a unique data set, we show that the completion of vocational training is higher among displaced workers with higher levels of basic education. We conclude, therefore, that screening on basic education should become a prerequisite for vocational training after job displacement.

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