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This paper explores mechanisms that help account for the relationship between individual involvement in employee participation programs and variations in affective responses to such programs. Proximity to and duration of members' involvement in participation programs are investigated, as are two potential moderating factors: organizational citizenship propensity, and individual discontent with the extent of worker participation in decision making. Proximity and duration both are associated with increased liking of employee participation programs in this study. The positive association is enhanced for those low in organizational citizenship or high in discontent. Implications of these findings for the creation and management of employee participation programs are discussed. Directions for future research are also suggested.

AbstractIt is well established that recent immigrants earn considerably less than their native‐born counterparts even after adjusting for differences in human capital. Another labour market trend has been the growth in non‐standard forms of employment. Since non‐standard forms of work are generally less desirable than standard jobs on a number of dimensions including earnings, this study examines the nexus between immigrant earnings and non‐standard employment to investigate if there is a systemic connection between the two trends. Consistent with earlier research evidence, we find a substantial earnings disadvantage associated with all forms of non‐standard work relative to full‐time, permanent employment. Conditioning on observable characteristics, immigrants are less likely to be employed in full‐time, permanent work. However, when we examine workers in non‐standard jobs, we find that immigrant–non‐immigrant earnings gaps are smaller than those observed among workers in standard jobs. Moreover, the unadjusted mean earnings of long‐term immigrants in part‐time jobs are actually higher than the earnings of similarly employed Canadian‐born workers. Finally, considering immigrants from Western and non‐Western countries, we find that the earnings disadvantage of non‐Western immigrants in non‐standard jobs is smaller than the earnings disadvantage of non‐Western immigrants in standard jobs. These findings suggest that non‐standard jobs provide a point of entry for many new immigrants into the Canadian labour market. But whether these jobs are a bridge to upward mobility or whether they act as traps from which immigrants are unable to escape is a question that needs to be answered with better longitudinal data that track specific cohorts of workers.