bluuebunny/crossref_metadata_2025_split huggingface dataset:
Industrial Relations and Economic Performance
Authors: Metcalf David 
Published: January 2009

AbstractPostwar concern about our industrial relations system has been dominated by three issues: pay; performance at workplace, company and national level; and industrial action. In each case the focus of interest is the link between the institutions, procedures and processes of the system and the outcomes that it generates. This paper evaluates evidence on these three issues for the last quarter‐century, since the publication of the Donovan Report in 1968. Special attention is given to information from successive WIRSs. The evidence suggests that (i) industrial action is of minor importance; (ii) the industrial relations system can no longer be held to stymie company performance; (iii) the pay‐jobs trade‐off is as intractable as ever.
Ballots and Union Government in the 1980s
Authors: Smith Paul , Fosh Patricia , Martin Roderick , Morris Huw , Undy Roger 
Published: January 2009

AbstractDuring the 1980s the Conservative government argued that trade unions' leaders and policies did not accurately reflect the views of their members. Accordingly, the Trade Union Act 1984 required that all voting members of union principal executive committees be periodically elected by individual members in a workplace or postal ballot, and the Employment Act 1988 required that all executive committee members and all officers in attendance for the purpose of policy deliberation and formulation be periodically elected by members in a postal ballot. This legislation has left an indelible mark upon the processes of union government but it has failed to initiate a transformation in the political complexion of union leadership or a redirection of union policy.
Internalization v. Decentralization: An Analysis of Recent Developments in Pay Bargaining
Authors: Walsh Janet 
Published: January 2009

AbstractIt is commonly assumed, particularly within the human resource management literature, that decentralized bargaining, performance‐related pay and individualized wage‐setting arrangements represent a further extension of the internal labour market and a source of efficiency gains in production. Drawing on new data on company pay policies, this paper advances an alternative interpretation of recent innovations in pay and bargaining. It is argued that moves to fragment bargaining and reward systems threaten to undermine the organizational principles of internal labour markets and may, therefore, raise the costs of managing the employment relationship.
US Labour Relations in Transition: Emerging Strategies and Company Performance
Authors: Meyer David G. , Cooke William N. 
Published: January 2009

AbstractThis report examines strategic labour relations and operational changes pursued by large, highly unionized, US manufacturing companies over the 1975–86 period. Four fairly distinguishable strategies are identified as implemented across a sample of 105 companies. These strategies are characterized by various combinations of activities associated with union avoidance, deunionization and co‐operation. In addition to describing these strategies, we examine changes in company performance associated with these strategies for a subsample of 56 companies. It is found that, on the one hand, improvements in company performance are associated with extensive cooperative efforts across unionized facilities, but, on the other hand, they are also associated with the opening of non‐union facilities and the simultaneous closing of unionized facilities. In contrast, the closing of unionized facilities (but not non‐union facilities) and the decertification of unions are negatively associated with company performance.
Membership Participation in Workplace Unionism: The Possibility of Union Renewal
Authors: Fosh Patricia 
Published: January 2009

AbstractThis article reports membership involvement (participation and commitment) in five case studies. Membership participation in and commitment to workplace unionism is greater than is customarily portrayed and, additionally, there are fluctuations in both. However, the solidarity dimension of commitment is more important in discussing participation than that of ideology since active members can have either an instrumental or an ideological orientation to unionism. Surges of involvement in a workplace are experienced in response to the impact of events in the local union environment, as mediated particularly by local leadership style. The possibility for union renewal comes through building up the base level of participation by careful local leadership so that members can more easily be encouraged to take part in collective activities in times of necessity.
Employment Growth and Stability under Profit‐Sharing: A Longitudinal Study
Authors: Florkowski Gary W. 
Published: January 2009

ABSTRACTThis study tests the hypotheses that employment will increase and become more stable when firms replace traditional reward systems with a bifurcated approach incorporating profit‐sharing. Time‐series data for 443 publicly traded profit‐sharing firms and a closely matched group of industry non‐sharers were analysed before and after plan implementation. While there was evidence that profit‐sharing generated short‐term growth, little support emerged for its theorized effect on employment variability. Unlike previous reports, organizational size was more likely to influence the impact of share arrangements than was industry type.
Workplace Industrial Relations under Different Regulatory Systems: A Survey‐Based Comparison of Australia and Britain
Authors: Whitfield Keith , Marginson Paul , Brown William 
Published: January 2009

ABSTRACTThe focus of the paper is upon the extent to which different national regulatory systems give rise to different institutions and outcomes at the workplace. It uses data from the Australian Workplace Industrial Relations Survey and the third British Workplace Industrial Relations Survey to examine a number of hypotheses which suggest that the different regulatory systems of these countries have produced distinct patterns of industrial relations at the workplace. It is concluded that, while there is substantial evidence that the countries' different regulatory systems have had distinct effect on industrial relations institutions and outcomes, these are not as straight forward as earlier work has suggested.
The Korea Labour ‘Problem’
Authors: Wilkinson Barry 
Published: January 2009

ABSTRACTThis article documents the rise of organized labour and the emergence of overt industrial conflict in the Republic of Korea since democratization in 1987, and the crisis of world competitiveness of Korean industry to which the gains of organized labour contributed. Based on an analysis of the characteristics of the actors in the Korean industrial relations system, the nature of the conflict and its consequences are assessed. It is argued that, in forcing the pace of economic restructuring towards high‐tech/high‐wage sectors, organized labour, often characterized by state and business elites as a ‘problem’, may turn out to be a progressive force.
Is There Room for an Independent Trade Unionism in Russia? Trade Unionism in the Russian Aviation Industry
Authors: Borisov Vadim , Fairbrother Peter , Clarke Simon 
Published: January 2009

ABSTRACTOn the basis of a detailed study of two ‘independent’ unions, representing pilots and air traffic controllers, this paper argues that there are very limited prospects for independent trade unionism in Russia at present. The air traffic controllers' union has adopted a resolutely independent and militant strategy of pursuing the sectional interests of its members, which has brought it into conflict with management, other unions and the government. The pilots' union, by contrast, has sought to consolidate the position of its members as a labour aristocracy, collaborating closely with management to secure its privileged position. The success of the pilots contrasts starkly with the heavy defeat suffered by the air traffic controllers following their strikes in August and December 1992, indicating the barriers that face the attempt to create trade unions independent of management in Russia.
The Union of the Future: Super‐Unions or Joint Ventures?
Authors: Wlllman Paul , Cave Alan 
Published: January 2009

ABSTRACTThe article looks at effectiveness in union organization. Following Child et al. (1973), it describes the necessary conditions for both administrative and representative effectiveness. Administratively effective unions focus on an organizable job territory, control costs and avoid competition. Representative effectiveness is defined by the degree of employer dependence, the balance of services and the degree of centralization. We argue that the prevailing tendency for concentration through merger often damages representative effectiveness while yielding few administrative benefits. The article concludes by offering a framework for analysis of a range of co‐operative relationships between unions which yield administrative benefits.
Declining Union Density in the 1980s: What Do Panel Data Tell Us?
Authors: Andrews Martyn , Naylor Robin 
Published: January 2009

ABSTRACTIn this paper we analyse data from the 1980—4 WIRS panel for the light they can shed on the causes of the decline in aggregate trade union density in the UK. We argue that, contrary to conventional wisdom, intra‐establishment union density did, on average, decline between 1980 and 1984. This suggests that a traditional compositional change story is untenable. We proceed to investigate the correlation of intra‐establishment change with variables suggested by the various hypotheses advanced to explain declining density over the period. We find some evidence for an influence of intra‐establishment compositional changes, but the most statistically significant variables are wages and unemployment. These take the wrong sign, however, to support the business cycle interpretation of falling aggregate union density.
Trade Union Derecognition in Britain, 1988–1994
Authors: Gall Gregor , McKay Sonia 
Published: January 2009

ABSTRACTSince the initial studies of derecognition, many articles have focused on the issue, by and large pointing to a slow increase in derecognition. However, a small number have indicated it is actually much larger. This paper shows that derecognition is even greater than these suggest and that its nature has changed. The paper looks at the contexts of this rise but argues that derecognition should not yet be seen as a major problem facing the unions.
Raising Trade Union Membership Concentration, 1892–1987: The Relative Effects of Mergers and Membership Change
Authors: Waddington Jeremy 
Published: January 2009

ABSTRACTA number of recent studies measure trade union membership concentration using the Herfindahl index. This study uses the same measure to examine the relative effects of the different factors that influenced the level of British union membership concentration between 1892 and 1987. Five factors are identified as influencing this development: mergers, formations, dissolutions, breakaways, and membership change. Marked occupational differences in the relative effect of these factors are shown. In aggregate terms, mergers and membership change tend to be complementary in effect until 1946 and counteractive thereafter.
The Impact of European Integration and German Unification on Industrial Relations in Germany
Authors: Sadowski Dieter , Schneider Martin , Wagner Karin 
Published: January 2009

AbstractCan the present turmoil in German industrial relations be attributed to the effects of the Single Market, or to unification, or to other factors? European regulation or legislation may intervene in the German industrial relations system, may remove responsibilities from national actors, or may, by deregulation, induce stronger interdependence between national regimes. Various instances are considered to evaluate the actual and potential EU impact on German industrial relations. The evidence suggests that fears of ‘social dumping’ in the richer member‐states are largely unfounded, and that the effects of unification and the recession on German industrial relations are currently more significant than the impact of European integration.
Plant Closures and Unionization in British Establishments
Authors: Machin Stephen 
Published: January 2009

AbstractThis paper examines whether there is a link between establishment closure and union presence using data from the 1984–90 panel sample of establishments of the Workplace Industrial Relations Survey. It considers whether the notion that unions damage long term performance and ultimately force uncompetitive establishments to shut down is a reasonable one.I can find no evidence whatsoever for this hypothesis. There is no evidence that establishment closure and union presence are positively correlated. The relationship is usually negative and sometimes significantly so.These results are important for at least two reasons: (i) it does not seem that unions have detrimental effects that force establishments to close down in the long run; (ii) the idea that union establishments have been dying at a faster rate forms no part of the explanation of the sharp union decline observed in the 1980s.
The Coverage of Collective Pay‐setting Institutions in Britain, 1895–1990
Authors: Milner Simon 
Published: January 2009

AbstractFewer than 50% of British employees now have their pay and conditions affected by collective pay‐setting institutions — collective bargaining or wages councils. This paper charts the historical context for the current picture of a decollectivized Britain, constructing a time series on coverage from 1895 to 1990. Extant estimates and sources of coverage data are presented and discussed alongside estimates drawn from a source used only sparingly before now — the number of workers affected by changes in wage rates of national agreements or wage orders. The recent decline in collective bargaining coverage is the most prolonged ever recorded and has been noticeably steeper than the fall in union density, such that the proportion of British workers covered is lower now than in the 1940s. With the abolition of wages councils in 1993, collective pay‐setting machinery now affects the pay and conditions of fewer workers than it did in the 1930s.
Comparative Industrial Relations Research: Towards Reversing the Gender Bias
Authors: Rubery Jill , Fagan Colette 
Published: January 2009

AbstractThis paper seeks to begin the reversal of the gender bias in comparative industrial relations research which is still focused on comparing and contrasting the regimes that cover mainly male manual workers. There is little systematic evidence on industrial relations practices in private or even public services, for non‐manual workers or for atypical workers. These employment areas are central for women's employment and are of increasing importance in the labour market, but few attempts have been made to compare industrial relations regimes by reference to the protection they afford to women. Taking into account industrial relations practice in these areas can change significantly the classification and estimated coverage of collective bargaining systems. By ‘mainstrearning’ gender issues it also becomes clear that current macroeconomic policy proposals have major gender implications that are ignored in current debates
Pay Determination in the Republic of Ireland: Towards Social Corporatism?
Authors: Teague Paul 
Published: January 2009

AbstractIn Ireland there is a widespread belief that the country is moving towards a ‘European model’ of industrial relations. One claim is that the industrial relations system can be now described as social corporatist. Advocates of this view invariably point to the substance and the durability of the latest round of centralized wage agreements in support of this claim. This paper assesses the validity of the argument. Because discussions about social corporatism are so diffuse, the first part of the paper develops a framework that sheds light on what the concept means in economic and institutional terms. In the second part of the paper this framework is used to assess the functioning of the recent national pay deals. The conclusion is that these agreements should not be regarded as social corporatist.
Unions, Safety Committees and Workplace Injuries
Authors: Reilly Barry , Paci Pierella , Holl Peter 
Published: January 2009

AbstractThis paper exploits the Workplace Industrial Relations Survey from 1990 (WIRS3) to examine the determinants of workplace injuries for a sample of manufacturing establishments in the UK. A key focus of this paper is an assessment of the role played by union‐appointed safety representatives and joint health and safety consultative committees in reducing the frequency of workplace accidents. We find that joint consultative committees, with all employee representatives appointed by unions, significantly reduce workplace injuries relative to those establishments where the management alone determine health and safety arrangements. However, an important role is also found for those joint consultative commitees where no employee representatives are appointed by unions.
Job Training, New Technology and Labour Turnover
Authors: Greenhalgh Christine , Mavrotas George 
Published: January 2009

AbstractVocational training incidence for those at work is frequently financed partly or wholly by employers, who then lose part of their investment return if workers migrate to other firms. We investigate the incidence of training and the incidence of job‐to‐job mobility for a large sample of British workers in 1984 and 1989. We also analyse the role of sectoral technology characteristics in influencing patterns of both training and inter‐firm mobility.Our results demonstrate that job‐to‐job mobility is highest for the young and higher for those with formal educational qualifications than for the unskilled. These are also characteristics which engender a higher training propensity; so, unavoidably, private gains to training for employers are below social gains for these young people. Public‐sector workers have high training rates but low mobility; this perhaps explains the lack of perception of the poaching problem by successive governments. Sectoral R&D activity is associated with more training and less mobility for men; in contrast, women are more likely to train and are less mobile if the rate of adoption of innovation is rapid.
Desperately Seeking Differences: Is Management Style Gendered?
Authors: Wajcman Judy 
Published: January 2009

AbstractThe increase in the number of women occupying managerial positions has led to a debate about whether women are bringing a distinct style of management to organizations in the 1990s. It has also prompted a reassessment of the traditional negative stereotype of women managers. This paper examines whether there are sex differences in how women and men manage. It also reports on managers' motivation to work and their attitudes towards women managers. The data are drawn from a large study of men and women senior managers in five multinational companies. My argument is that there is no such thing as a ‘female’ management style and that the similarities between women and men far outweigh the differences between women and men as groups. Powerful organizational imperatives allow for few substantial modifications in management approach.
A Formula for Success? Training, Reward and Commitment in a Chemicals Plant
Authors: Heyes Jason 
Published: January 2009

AbstractManagerial strategies designed to elicit greater employee commitment in production have received much attention in recent industrial relations reseach. Training is seen to form a core component of such strategies, yielding such beneficial outcomes as improved efficiency and employee motivation. Yet the connections between training strategy and performance outcomes have been treated in an overly simplistic fashion. This in turn reflects a lack of empirical inquiry at the level of the shop‐floor currently to be found in the subject area. By integrating an investigation of the workplace into the analysis of management strategy and performance outcomes, it is possible to develop a deeper understanding of the linkages between training provision, commitment and systems of reward.
Union Presence, Union Service and Membership Participation
Authors: Flood Patrick C. , Turner Thomas , Willman Paul 
Published: January 2009

AbstractMuch of the literature on the determinants of union activism has focused on biographical and attitudinal precursors or correlates of several measures of union participation. Although interactionist theory emphasizes the importance of social context, little attention has been paid to union presence. The argument of this paper is that union presence, defined by certain structural arrangements, and the quality of union service, influences measures of workplace and non‐workplace union participation through the mediating influence of union orientation. The paper begins by reviewing the literature on union presence and participation, before presenting a model of the joint impact of union service and union presence on both on‐ and off‐the job union participation. Data are drawn from a study of membership involvement within the Irish‐based Services, Industrial, Professional and Technical Union (SIPTU). The main findings are that there are significant relationships between presence and service level variables and measures of union participation. In particular, service variables appear to affect workplace union participation largely through the mediating influence of union orientation. Presence variables, by contrast, have both direct and indirect influence on participation in union activities within and outside the workplace.
Trade Union Concentration and the Determination of Wages: The Case of Teachers in England and Wales
Authors: Dolton Peter , Robson Martin 
Published: January 2009

AbstractMulti‐unionism is a common feature of the industrial relations scene, yet to date there has been relatively little economic analysis of its effects, in particular on the outcome of wage negotiations. In this paper, we examine the impact of multi‐unionism—specifically, the degree of union membership concentration—on the determination of the relative pay of a particular occupational group, namely that of schoolteachers in England and Wales. We measure teacher trade union concentration using the Herfindahl index of concentration, and find that, after controlling for other possible influences, changes in the value of this index have a positive impact on schoolteachers' relative pay. In addition, we find union membership concentration to be a better indicator of ‘union pushfulness’ effects in wage determination than the traditional measure, union density. These findings are potentially of wider significance for the analysis of wage determination in multi‐union environments.
Job Satisfaction in Britain
Authors: Clark Andrew E. 
Published: January 2009

AbstractLittle recent empirical work in economics or industrial relations has examined job satisfaction, despite its demonstrated correlation with labour market behaviour such as quits, absenteeism and productivity. This paper uses information from a study of 5000 British employees to investigate the relationship between three measures of job satisfaction and a wide range of individual and job characteristics. Notably, men, workers in their thirties, the well‐educated, those working longer hours and workers in larger establishments have lower levels of job satisfaction. The estimated job satisfaction equations are used to calculate a measure of the shadow wage and to provide some evidence that is consistent with the existence of non‐compensating differentials in the industry and occupational wage structure.