{'fraction_non_alphanumeric': 0.018125, 'fraction_numerical': 0.000625, 'mean_word_length': 5.25390625, 'pattern_counts': {'":': 0, '<': 0, '<?xml version=': 0, '>': 0, 'https://': 0, 'lorem ipsum': 0, 'www.': 0, 'xml': 0}, 'pii_count': 0, 'substrings_counts': 0, 'word_list_counts': {'cursed_substrings.json': 0, 'profanity_word_list.json': 0, 'sexual_word_list.json': 0, 'zh_pornsignals.json': 0}}
Book Review: International and Comparative: European Labor Unions

engendered the adversarial quality of industrial relations at the British Steel Company. The book downplays the importance of the hireand-fire system of employment in the United States, an important feature that differentiates the American system from the seven others. Luxembourg and Belgium cannot be analyzed without exploring the sense of vulnerability felt by political actors because of the small size of the domestic market. The study does not examine the role played by solidaristic bargaining in the Swedish context. The relegation of political factors to the status of one of seven organizational "determinants" (p. 9) dramatically understates the capacity of political actors to alter firm strategies and labor market policy. One could quibble with the rigid demarcation of industrial relations systems. Certainly, the grouping together of Japan and Sweden as cooperative systems overlooks the power of unions in Sweden and management inJapan to set the terms of cooperation. Yet, the strength of the book lies in its limited hypotheses about the relationship between labor/management trust, on the one hand, and the social costs of adjustment, on the other. Consequently, the findings here can be extended to other contexts. This book should be read by all students of comparative industrial relations. It provides a wealth of material unavailable in any other single work. More important, it powerfully underscores the desirability of worker and union participation in decisions affecting the terms of industrial change.