Regionalization and Labour Market Interdependence in East and Southeast Asia
institutional forces affect firm-level HR practices. The chapters on union issues are also well done, especially the chapter by Daniel G. Gallagher and Cynthia L. Gramm on collective bargaining. Their review of research and theory is excellent. Not only do they bring to bear both economic and behavioral models, but they also integrate various models from both areas and create a superb theoretical platform for future work. Reading the three chapters on dispute resolution, one by Victor G. Devinatz and John W. Budd, a second by David Lewin, and a third by Trevor Bain, I was struck by their relevance to research on organizational justice and psychological contracts. From the typologies for defining disputes and the models of dispute resolution processes, to the discussions of underlying mechanisms that foster effective resolutions, these chapters have much to say about issues of fairness, justice, and the nature of employment relationships. The final volume is more eclectic, both in the subject matter covered and in the theoretical perspectives employed, and almost uniformly well done. The chapter by Cheri Ostroff and Teresa J. Rothausen on selection is outstanding. They provide an excellent overview of relevant research and also insightfully probe important unexplored research issues. They place their examination within the strategic HRM perspective, discussing how selection systems interact with the range of other HRM practices. This valuable approach is unique in the series, and it is well executed here. Robert L. Heneman and Courtney von Hippel's chapter on performance appraisal approaches this subject from two new and illuminating perspectives: the role of context, and the assessment of team performance. They ask how contextual factors, such as organizational culture, affect the design and structure of performance appraisal. Their thoughtful and timely discussion of team performance assessment opens up several new avenues for research. Renae Broderick and Barry Gerhart's chapter on benefits fills an important gap in the literature. They give the topic both the depth and breadth needed to inform researchers and practitioners, and provide just the right platform to guide future research efforts. Other contributions are also noteworthy. John A. Fossum and Brian McCall's chapter on pay discusses, among other things, pay at risk, an emerging issue of importance to practitioners and researchers. The chapter on HR regulation by Barbara A. Lee and Donna Sockell is a good survey of relevant legal decisions and theory. It gives an overview readers may need to catch up on the state-of-the-law in HR and also provides some interesting ideas about how legal theory might inform research efforts. This volume ends with a chapter by the editors providing a much-needed and long-awaited integration of the contributions in all three volumes. They take the opportunity to raise some new issues concerning several topics, which should provide researchers with yet more ideas to guide future investigations. All in all, this is a fine series that has something for most researchers. It also would be an excellent resource for practitioners interested in learning about scholars' views on HR issues.