Extra‐Institutional Changes under Pressure from Posting

The posting of workers has become a key topic in debates about how national labour relations respond to pressures from EU market making. While most prior studies have shown that national employment relations are under pressure from above (via EU regulation) and from below (due to increasing use of posting), the question is whether these pressures will lead to erosion of employment relations or adaptation at the national level. Taking the case of posting in the Danish construction sector, the article shows that, while formal institutions stay the same through minor adaptation, the increasing use of posting has led to changes in the strategies of the social partners, shifts in predominant policy arenas and the appearance of new actors on the regulatory scene. As such, we argue that conflicts regarding posting are driving a process of extra‐institutional change.     

Political Entrepreneurs and Co‐Managers: Labour Transnationalism at Four Multinational Auto Companies

This article examines labour transnationalism within four multinational automakers. In our sample, we find different forms of labour transnationalism, including transnational collective bargaining, mobilization, information exchange and social codes of conduct. We explain the differences through the interaction between management and labour in the context of the company structure; of particular importance are transnational coercive comparisons by management and the orientations of worker representatives as political entrepreneurs or co‐managers. We conclude that, although intensified worker‐side cross‐border co‐operation has not prevented wage‐based competition in general (due to the lack of between‐firm co‐ordination), it has reshaped employment relations within these multinational corporations.     

International Differences in Wage Inequality: A New Glance with European Matched Employer–Employee Data

Using international harmonized matched employer–employee micro data from the European Structure of Earnings Survey for nine European countries, this article examines the origin of international differences in wage inequality. Wage inequality is highly correlated with the magnitude of inter‐firm wage differentials. Workplace‐ and job‐related factors generally have a more significant impact on within‐country wage inequality than individual characteristics. European countries differ significantly not only in the extent of wage inequality but also in the relative influence of factors shaping wage inequality. Although cross‐country differences in labour force composition play a part in the explanation, differences in the distribution and in labour market prices attached to workplace and job characteristics are the primary factors contributing to international differences in wage inequality.     

Union Representatives in Labour–Management Partnerships: Roles and Identities in Flux

This study examines the challenges met by union representatives (URs) who have to reconstruct their traditional role in the context of labour–management partnerships. They are innovators involved in the transition to renewed labour relations. Identity issues and role conflicts are examined through an in‐depth analysis of the process involved in assimilating this new role in unionized organizations. The results suggest that URs subordinate the partner role to the interest representation role. Interviews suggest that this enhanced union legitimacy. Some blurring of traditional social categories such as those of employee or employer is possible to the extent that the relations between the actors are founded on interpersonal relations.     

Gains from resistance: rejection of a new digital technology in a healthcare sector workplace

The issue of spaces for non-organised employee resistance has attracted renewed attention due to the diffusion of new digital technologies in the workplace. The ability of new technologies to measure and restrict employee behaviour in new ways requires explanations of resistance that account for both technology’s material characteristics and employee agency, without descending into technological determinism. This article is based on a case of effective resistance to a new data reporting technology introduced in home nursing in Denmark and explores the causes, forms and outcomes of the resistance. In this study, labour process theory is complemented with Edwards and Ramirez’s classification of dimensions of technological change. The study argues that two dimensions are important for effective employee resistance to technology: contestation of the unintended rather than the intended effects of the technology and the non-immanence of the effects in the technology, which allows the employees to reconstitute it in use.     

Managerial control and the limits to employee participation in retail work spaces: evidence from a UK IKEA store

This article contributes to labour process debates around managerial control and worker autonomy in the retail workplace. Through critical analysis of managerial strategies in the production of organisational space within an IKEA store, it explores how spatial design and practice shape managerial control and employee participation. Rather than the rhetoric of employee participation espoused by IKEA, our findings emphasise how managers use space to foster employee commitment to corporate objectives. While employees do exercise their own agency and spatial practice, their actions are moulded and constrained by dominant organisational structures and managerial strategies. As such, the article augments existing labour process research by developing new insights about how the spatial dimension shapes managerial control in retail workplaces. Although workers are far from the passive recipients of management decisions apparent in much labour process theory, their participation largely serves the strategic visions and spatial plans of their employer.     

The Impact of Wage Bargaining Regime on Firm‐Level Competitiveness and Wage Inequality: The Case of Ireland

This paper uses a linked employer‐employee dataset to analyze the impact of institutional wage bargaining regimes on average labor costs and within‐firm wage dispersion in private sector companies in Ireland. The results show that while centralized bargaining reduced labor costs within both the indigenous and foreign‐owned sectors, the relative advantage was greater among foreign‐owned firms. The analysis suggests that there are potentially large competitiveness gains to multinational companies that locate in countries implementing a centralized bargaining system. Furthermore, the results provide additional support to the view that collective bargaining reduces within‐firm wage inequality.     

The Paradox of Liberalization — Understanding Dualism and the Recovery of the German Political Economy

What do the recent trends in German economic development convey about the trajectory of change? Has liberalization prepared the German economy to deal with new challenges? What effects will liberalization have on the co‐ordinating capacities of economic institutions? This article argues that co‐ordination and liberalization are two sides of the same coin in the process of corporate restructuring in the face of economic shocks. Firms seek labour co‐operation in the face of tighter competitive pressures and exploit institutional advantages of co‐ordination. However, tighter co‐operation with core workers sharpened insider–outsider divisions and were built upon service sector cost cutting through liberalization. The combination of plant‐level restructuring and social policy change forms a trajectory of institutional adjustment of forming complementary economic segments which work under different rules. The process is driven by producer coalitions of export‐oriented firms and core workers’ representatives, rather than by firms per se.     

Job Anxiety,Work‐Related Psychological Illness and Workplace Performance

This article uses matched employee–employer data from the British Workplace Employment Relations Survey to examine the relationship between employee psychological health and workplace performance in 2004 and 2011. Using two measures of work‐related psychological health — namely employee‐reported job anxiety and manager‐reported workforce stress, depression and anxiety — we find a positive relationship between psychological ill‐health and absence, but not quits. The association between psychological ill‐health and labour productivity is less clear, with estimates sensitive to sector, time period and the measure of psychological health. The 2004–2011 panel is further used to explore the extent to which change in psychological health is related to change in performance.     

Global Labour‐Standards Advocacy by European Civil Society Organizations: Trends and Developments

In recent years, developments in intergovernmental organizations and transnational private governance organizations have created new opportunities and constraints for the promotion of global labour‐standards governance by civil society organizations (CSOs). This article describes how European CSOs (including trade union organizations and non‐governmental organizations (NGOs)) respond to these developments. It argues that European civil society is witnessing a threefold shift in priorities of labour‐standards advocacy: from pushing regulatory approaches to organizational capacity building; from corporate responsibility strategies focused on compliance to strategies focused on transparency; and from fair labour standards within the sustainable development agenda to a host of other issues. The overall result is that labour‐standards advocacy in general and private labour governance in particular are receiving less attention from European CSOs.