Publication Type: Conference Paper/Unpublished Manuscript
Review Method: Peer Reviewed
Abstract: Texas is unique among the American states in its approach to human resources (HR). Specifically, the state has no central HR (or ?personnel?) office and no comprehensive set of centrally prescribed HR policies and procedures. Instead, the HR function is almost completely decentralized, giving state agencies considerable latitude in designing and implementing their respective HR programs. Given that contemporary calls for HR reform emphasize themes like decentralization and deregulation, Texas represents an excellent case study for understanding the practical implications of this approach to HR. After describing Texas? complicated HR system, the paper reports findings from a survey of the state?s HR directors. Respondents generally had favorable feelings about HR effectiveness in their respective agencies, and they did not readily perceive the most egregious forms of equity and political abuse. However, a comparison of respondents with and without reported HR expertise revealed significant differences of opinion on many important HR issues.

Publication Type: Conference Paper/Unpublished Manuscript
Review Method: Peer Reviewed
Abstract: This work seeks to examine the intersection between agriculture and immigration
policies through the perspective of legislative cross-cutting pressures as articulated by Cox &
McCubbins (1993 & 2005) and Wink, et al. (1996). Looking at the roll call votes taken by
Members of Congress (MCs) on HR 4437, The Immigration, Border Security, and Nationality
Act of 2005 which impacted both agricultural and immigration policy in the form of the H-2A
Visa Program, involving guest farm workers, this work highlights the multiple pressures faced
by many MCs within their congressional districts. However, an analysis of these votes suggests
that cross-cutting pressures imposed on many MCs usually concerned about farm policy gave
way to concerns about illegal immigration, leading to many to vote for in favor of HR 4437, in
spite of the difficulties this proposed legislation was going to have for their farm interests.

Publication Type: Conference Paper/Unpublished Manuscript
Review Method: Peer Reviewed
Abstract: Prevailing analysis of staffing agency practices has not fully shown how these agencies are shaping labor market dynamics. In this paper I demonstrate how staffing agencies are actively creating demand for their services by developing close-knit ties with HR personnel and hiring managers. Although staffing services are considered part of firm outsourcing strategies, staffing agencies are in fact becoming deeply embedded in firm HR practices as they are moving "in-house" and becoming both internal and institutional components of firm HR practices. I analyze in-depth participant observation and archival data from an organizational case study of a private-sector staffing agency. The data analysis illuminates how staffing agencies play a role in managing much of the traditional HR function. I conclude by suggesting that staffing agency partnerships with client firms signals the need for further examination of the changing role of HR and the impact of outsourcing patterns on firm practices, workers' opportunities, and overall labor market supply and demand processes.