James E. Martin

James E. Martin

Title

Professor of Management and Industrial Relations

Phone

313-577-4485

Email

james.martin@wayne.edu

Office

 212 Prentis

James E. Martin

Academic Programs

  • Management

Expertise

Labor relations, Collective bargaining, Compensation administration, Union stewards, Contract ratification, Union loyalty, Part-time work, Work satisfaction, Effective crew chief utilization

Research and teaching interests

Research

  • Union Stewards
  • Contract Ratification and Strike Votes
  • Dual and Union Commitment
  • Scheduling
  • Part-Time Work
  • Pay Systems
  • Right-to-Work
  • Unio Member Attitiudes

Teaching

  • Labor Relations
  • Collective Bargaining

Education

  • Ph.D., Washington University, 1973
  • MBA, Washington University, 1968
  • BA, Antioch College, 1966

Biography

JAMES E. MARTIN, PhD
James E. Martin is currently Professor of Management and Industrial Relations in Wayne State University’s (WSU) Mike Ilitch School of Business, a position he has held since 1976. He has a Ph.D. and MBA from Washington University in St. Louis, and a BA from Antioch College. He teaches courses in labor relations at the undergraduate level, and at the graduate level, collective bargaining courses, His research focuses on applying behavioral science methods and theory to labor relations and human resource topics and problems in unionized work settings, and has been funded by numerous unions, employers, and foundations. Much of his research involves doctoral students, and he has published with many doctoral students and WSU graduates. He has published over 60 scholarly articles and chapters, including articles in the top refereed journals in the both the management and industrial relations areas, such as the Academy of Management Journal, the Journal of Management, the Journal of Applied Psychology, the Journal of Occupational and Organizational Psychology. the Journal of Organizational Behavior, the Industrial Relations, the Industrial and Labor Relations Review, the Journal of Labor Research. He has also presented many papers at learned societies such as the Academy of Management, the Society for Industrial and Organizational Psychology, and the Labor and Employment Relations Association.

He has two written books, including the 1990 250-page research monograph, Two-Tier Compensation Structures: Their Impact on Unions, Employers, and Employees, published by the W.E. Upjohn Institute for Employment Research, which was awarded 1 of 6 Wayne State University Board of Governors Faculty Recognition Awards in 1991. He has received several honors from the School of Business including, the School of Business Administration Board of Visitors Faculty Fellowship from 2006-2008, the School of Business Administration Distinguished Research Award in 2002, and the School of Business Administration Distinguished Faculty Award in 1987 and 1997. He has served on the faculty of Antioch College from 1969-1971 and the University of Illinois at Springfield from 1972-1976. He was formerly employed by the Illinois Office of Collective Bargaining, and has done consulting with several unions and employers. He presented expert testimony on two-tier compensation structures in the 1992 US Postal Service-Postal Workers Union arbitration, in the 2013 US Postal Service-Mailhandlers Union arbitration and the 2017 State of Illinois Corrections Department-AFSCME arbitration.

Publications

  • Age, Gender, and Personal Life Attachments: Relationships with Job Involvement, Wittmer, Martin & Lelchook, International Journal of HRM and Organizational Behavior, 2016, Vol 2(2) , 1-21.
  • The Relationship Between Social Media Co-Worker Connections and Work-Related Attitudes. Schmidt, Lelchook & Martin, Computers in Human Behavior, 2016, 55, 439-445. www.elsevier.com/locate/comphumbeh.
    Schedule Preferences, Congruence and Employee Outcomes in Unionized Shift Workers. Wittmer, Shepard, & Martin, American Journal of Business, 2015, 30 (1), 92-110.
  • An Application of Mobley’s Intermediate Linkages Turnover Model to a Full-Time Employee Group Typology. Wittmer, Shepard & Martin. Journal of Occupational and Organizational Psychology. 2014, 87 (4), 806-812.
  • Lessons Learned from a Part-time Worker Typology Applied to Full-timers, Wittmer & Martin. American Journal of Business, 2013, Vol. 28, No. 2, 210-232.
  • Shared Aggression Concerns and Organizational Outcomes: The Moderating Role of Resource Constraints, Wittmer, Sinclair, Martin, Tucker, & Lang, Journal of Organizational Behavior, 2013, Vol. 34, No. 3, 370-388. 
  • Nonstandard Work Schedules and Retention in the Entry-Level Hourly Workforce, Martin, Sinclair, Lelchook, Wittmer & Charles, Journal of Occupational and Organizational Psychology, 2012, Vol. 85, No. 1, 1-22.. .
  • Attitude Toward Days Worked where Sundays are Scheduled, Martin, Wittmer & Lelchook, Human Relations, 2011, Vol. 64, No. 7, 901–926..
  • Effects of Scheduling Perceptions on Attitudes and Mobility in Different Part-Time Employee Types, Wittmer & Martin, Journal of Vocational Behavior, 2011, Vol. 78, 149–158.
  • Work and Personal Role Involvement of Part-time Employees: Implications for Attitudes and Turnover Intentions, Wittmer & Martin, Journal of Organizational Behavior, 2011, Vol. 32, No. 7, 767–787.
    Procedural Justice and Work Outcomes in a Unionized Setting: The Mediating Role of Leader-Member Exchange, Wittmer, Martin & Tekleab, American Journal of Business, 2010, Vol. 25, No. 2, 55-69.
  • Emotional Exhaustion among Employees without Social or Client Contact: The Key Role of Nonstandard Work Schedules, Wittmer & Martin, Journal of Business and Psychology, 2010, Vol. 25, No. 4, 607–623.
  • Labor Unions and Safety Climate: Perceived Union Safety Values and Retail Employee Safety Outcomes, Sinclair, Martin & Sears, Accident Analysis and Prevention, 2010, Vol. 42, No. 5, 1477-1487.
  • An Individual-Level Study of Contract Ratification Support, Martin, Industrial Relations, Vol. 47, No. 1, 2008, 102-107.
  • Factors Affecting Turnover in Different Groups of Part-time Workers, Senter & Martin, Journal of Vocational Behavior, 2007, Vol. 71, No. 1, 45-68.
  • A Typology of the Part-time Workforce: Differences on Job Attitudes and Turnover, Martin & Sinclair, Journal of Occupational and Organizational Psychology, 2007, Vol. 80, 301-319. 
  • Voting in an Officer Election: Testing a Model in a Multi-Site Local, Martin & Sherman, Journal of Labor Research, 2005, Vol. 26, 281-297.

 

Presentations

  • A Quantitative Case Study of Forthcoming Right-to-Work: What Leads to Union Member Retention? Martin, Laulié & Lelchook, presented at the National Academy of Management Meetings, August, 2016, Anaheim, CA.
    sChanges in Job Attitudes after Job Loss and Hiring by A New Unionized Employer, Martin, Lelchook & Wittmer, presented at Labor and Employment Relations Association, May, 2016, Minneapolis, MN.
  • Effects of Shift Change or Stability Over Three Years on Shift Attitudes. Lelchook, Martin, & Wittmer, presented at International Convention of Psychological Science, Amsterdam, Netherlands, March 2015.
  • Union Negotiated Health Care Satisfaction on the Eve of the Affordable Care Act, Martin & Sinclair, presented at the Labor and Employment Relations Association, May, 2014, Portland, OR.
  • Retail Employee Shifts, Variability, Control, Flexibility: Relationships to Workplace Attitudes, Martin & Lelchook, presented at the Society for Industrial and Organizational Psychology, May 2014, Honolulu.
  • Profiling Involvement in Older Workers: Gender, Work Status, Income, and Work-Life Balance, Wittmer & Martin, presented at the Institute of Behavioral and Applied Management, October, 2013, San Diego. In proceedings.
  • Sunday Work, Scheduling Preferences, and Scheduling Attitudes, Lelchook, Martin & Shepard, presented at the National Academy of Management Meetings, August, 2013, Orlando.
  • Relationship of Shift Work and Shift Changes with Attitudes towards Work Shift, Martin & Lelchook, presented at the Labor and Employment Relations Association, St. Louis, Mo, June, 2013.
  • Financial Fragile Families: Implications for Work-Family Conflict? McFadden, Sinclair & Martin, presented at the Work, Stress, and Health Conference, May, 2013, Los Angeles.
  • Why Employees Vote to Ratify Union Contracts, Martin and Sinclair, presented at the 16th Congress of the European Association of Work and Organizational Psychology, May, 2013 Münster, Germany.
  • Antecedents and Outcomes of Workplace Engagement, Lelchook, Dickson & Martin, presented at the Society for Industrial and Organizational Psychology, April, 2013, Houston.
  • Effects of Benefits on Commitment among Full and Part-Time Employees, Gillespie, Sinclair, Martin, & Burnette, presented at the Society for Industrial and Organizational Psychology, April, 2013, Houston.
  • The Role of Supervisory Support and Union Commitment in Predicting Change, Lorinkova & Martin, National Academy of Management Meetings, August, 2012, Boston, MA. Best Paper Proceedings.
    Lessons Learned From A Part-time Worker Typology Applied to Full-timers, Wittmer & Martin. National Academy of Management Meetings, August, 2012, Boston
  • Objective and Subjective Antecedents of Economic Stress, Zajack, Martin & Sinclair. Society for Industrial and Organizational Psychology, April, 2012, San Diego.
  • The Relationship between Social Media Co-Worker Friends and Work-Related Attitudes, Schmidt, Lelchook & Martin, Society for Industrial and Organizational Psychology, April, 2012, San Diego.
  • An Examination of Multiple Models of Strike Propensity, Martin & Sinclair. Society for Industrial and Organizational Psychology, April, 2012, San Diego.
  • Employee Willingness to Strike: Examining Multiple Motives, Lelchook, Martin & Shepard, Society for Industrial and Organizational Psychology, April, 2012, San Diego.