Comparable Worth and Factor Point Pay Analysis in State Government

This study examines how factor point systems have treated state government jobs, which are held disproportionately by women, minorities, and union members. The findings indicate that female jobs may gain from comparable worth pay proposals, but the gains are dissipated in actual pay; unionized and minority workers tend to lose both proposed and actual pay; and the dispersion of points and pay is narrowed for jobs covered by collective bargaining agreements     

Labor Law,Economics, and Industrial Democracy: A Reconciliation.

This article analyzes the competing economic and industrial democracy/ voice views of unionism. It points out that the economic arguments vis-àvis unionism and the costs of union rent seeking depend on competitive markets. If markets vary in their competitive characteristics, however, and employers also have an incentive to rent-seek, then decentralized, NLRA-type unionism with minimal government interference in establishing bargaining outcomes may serve to restore competitive wages. The article concludes by evaluating some proposals to amend the NLRA in the context of this “symmetry of motives” framework.     

Collective Bargaining and Technological Investment: The Case of Nurses’ Unions and the Transition from Paper‐Based to Electronic Health Records

Does the presence of a unionized nursing workforce retard US hospitals’ transition from paper‐based to electronic health records (EHRs)? After tying archival data on hospitals’ structural features and health information technology (IT) investment patterns to self‐gathered data on unionism, I find that hospitals that bargain collectively with their registered nurses (RNs) appear to delay or forego the transition away from paper, consistent with existing theory and research in industrial relations and institutional economics. However, this relationship is fully mediated by a hospital's payer mix: those serving a larger share of less lucrative, elderly, disabled and indigent patients are more likely to adopt EHRs if they are unionized than if they are not, a result that holds even at the median payer mix. Indeed, this accords with research on the interplay of labour and technology as the aforementioned dynamics are driven entirely by RN‐exclusive bargaining units for whom the new IT serves as a complement rather than as a substitute in production. Given the outsized role that unions play in the US healthcare sector, the overall sluggish performance of the sector, and the expectations that policymakers have for EHRs, evidence that these unions are welfare‐enhancing should be welcome news.     

The Evolution of Enterprise Unionism in Japan: A Socio‐Political Perspective

This article proposes an alternative framework for understanding enterprise unionism by emphasizing political dynamics and the role of the state in labour relations. Our framework delineates the strategic behaviour patterns of each of the tripartite IR actors under collective bargaining. It maintains that the initial period of the collective bargaining era constituted a critical juncture for state labour policy that occurred in distinctive ways in different countries and that these differences played a central role in shaping the different union structures in the following decades. Our historical analysis shows that unlike its Western counterparts, the Japanese state was able to eradicate the horizontal union movement at the onset of the collective bargaining era because of its advantages as a late developer and Cold War politics, which resulted in enterprise unionism in Japan.     

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.     

Bargained Equality: The Strengths and Weaknesses of Workplace Gender Equality Agreements and Plans in France

‘Bargained equality’ reflects wider characteristics of French employment relations whereby state‐driven collective bargaining is a major mode of regulation but is based on weak workplace bargaining cultures outside the largest firms. This article focuses on duties on French employers to bargain on gender equality. It presents findings of a project evaluating workplace agreements and plans on gender equality, based on a sample of 186 agreements submitted in 2014–2015, in 10 sectors, and in‐depth interviews in 20 companies. Despite a rise in formal compliance due to stronger enforcement since 2012, our analysis shows that most companies submitting plans or agreements do not systematically address quantitative measurement of pay or other gender gaps. As well as sectoral differences, the analysis also identifies ‘generational effects’: processes of change which occur as collective agreements expire and are replaced are dependent on local dynamics of bargaining. Based on this analysis, we argue that attention should be paid to the resources available to local bargaining actors, in order to promote an equality agenda.     

The Effect of Unions on Productivity Growth, Investment and Employment: A Report on some Recent Work

Using two British microeconomic data sets, this paper reports the following. (1) Union firms experienced faster productivity growth during 1980–4, but there was no difference in performance in 1975–9, or 1985–6. So unions do not necessarily reduce productivity growth. It is also unlikely that the above pattern can be explained by changes in union legislation. (2) Unionism appears to have no significant effect on in vestment, once one allows for the effects of differential productivity growth. (3) Wages in union and non-union firms are equally responsive to changes in the capital–labour ratio. (4) Contrary to what is often alleged, unionism per se does not reduce employment growth. Instead, the negative correlation observed in 1980–4 probably arises from a significant reform of working practices in unionized firms during 1980–4.     

Unionization and Job Design Under Programmable Automation

New findings from an original national survey indicate that machining jobs include major computer programming responsibilities far more commonly than received labor process theory would lead us to expect or predict. In unionized plants, workers are less likely to program their machines, perhaps because of management's desire to avoid the constraints imposed by collective bargaining agreements. Among recent adopters of the technology, informal bargaining through joint labor-management problem-solving committees neutralizes this negative union effect.     

Corrigendum to “The strategic choice of union-oligopoly bargaining agenda” [Int. J. Ind. Organ. 17 (1999) 1029-1040]

Assuming Cournot competition, Bughin (1999, 'The strategic choice of union-oligopoly bargaining agenda', International Journal of Industrial Organization) states that in a unionized oligopoly with firm specific negotiations, Efficient Bargaining (EB) is always the industry equilibrium both under blockaded and non-blockaded market structures. Extending Bughin's (1999) framework to a conjectural variation model, this note shows that EB emerges as equilibrium only for entry deterrence reasons. In all other cases, conflict of interests among the bargaining parties arise due todifference in dominant strategies, whatever is the degree of competitiveness of the industry.     

The Union Response to International Corporations

The purpose of this paper has been to examine, on a pre-liminary basis, some of the implications of the international corporationunion interface for individual countries. It has been suggested that the impact of this interface will depend on the production strategy of the international corporation, the solidarity of the coalition of the unions in different countries, and the economic and political conditions prevailing in the individual countries. In order to gain a deeper understanding of the bargaining relationship between unions and international corporations, it is suggested that research will have to be conducted on the following topics: the industrial relations decision-making process of international firms, in particular the ways in which these firms react to international collective bargaining; the alternative strategies open to unions in international collective bargaining; the impact of international unionism and international firms on the industrial relations system of individual countries; the problems associated with international collective bargaining involving unions with different political ideologies; and the impact of international unionism on economic and political integration and the perception of national governments.     

Public Employee Compensation and the Efficacy of Privatization Alternatives in US State and Local Governments

This article investigates the evidence used in the debate over public‐sector collective bargaining and privatization as US states attempted to resolve their budget problems. Specifically, the article evaluates the research on whether US state and local government workers are overpaid and whether privatization provides a cost‐effective alternative to the provision of public services by public employees. All recent studies find that state and local public employees earn on average lower wages than comparable private‐sector workers and on average receive better health benefits and pensions than private‐sector employees. Most studies find that the better benefits offset lower wages on average, and there is no state and local public employee compensation premium. The research on privatization in the USA indicates that it has reached something of an equilibrium with approximately one‐quarter of municipal public services being provided by private organizations. The major costs of privatization include overhead costs of competitive bidding, monitoring, oversight, and evaluation, which if done properly can often offset any privatization cost advantage, while if privatization is done without adequate controls, it can result in corruption, poor quality services, and then demands for reverse privatization.     

The Reserve Army Effect, Unions, and Nominal Wage Growth

This paper analyzes the reserve army effect from a perspective which integrates propositions from the social structures of accumulation and regulation approaches. The magnitude of the reserve army effect on nominal wage growth ought to vary according to the subperiods 1958–1970, 1970–1980, and 1980–1987, and also according to subsectors with different unionization rates. This hypothesis is tested empirically by estimating the effect of demand pressure variables on nominal wage growth for heavily, moderately, and lightly unionized sectors. The results generally confirm the hypothesis, while at the same time showing clear differences in the impact of collective bargaining on the reserve army effect between 1958–1970 and 1980–1987.     

Do ‘dig once’ and permitting policies improve fiber availability?

State and local governments have enacted different types of legislation aimed at improving broadband availability. Two unstudied policies of interest are: (1) “dig-once” policies requiring state-funded construction projects to notify local internet providers about the opportunity to bury conduit for easier wire installation in the future, and (2) permitting policies requiring an expeditious response from local jurisdictions regarding the installation of broadband equipment. We use the example of Iowa, which passed legislation on both of these topics in 2015 and compare trends in fiber broadband availability with that of states who did not pass such legislation. We also consider the potential impact on fixed wireless availability, which largely depends upon a fiber middle mile. We use coarsened exact matching at the census tract level to construct treated and control groups with similar pre-2015 demographic characteristics and broadband availability trends in Iowa and other states. Difference-in-difference regression analysis with the matched samples then assesses the policy impact on fiber and fixed wireless availability post-implementation. The results suggest that Iowa's policies increased fiber broadband availability by 2.4%–6.6% when considering eight model specifications which account for different criteria such as geographic region, other (non-dig-once or permitting) broadband policies, and federal funding received. The policies do not appear to have any effect on fixed wireless availability.     

The Impact of Wage‐Setting Institutions on the Incidence of Public Employment in the OECD: 1960–1998

Using data on seventeen Organization for Economic Cooperation and Development (OECD) countries for 1960–1998, this paper studies the impact of unions on public employment incidence, using macro‐ and microdata. Macrodata show that greater coverage by centralized collective bargaining institutions raises the public employment share, controlling for country effects and country‐specific trends. Microdata show that this effect is more positive for outsiders: women, and younger and older men. Thus, government jobs may in effect partially counteract the employment problems these groups face in highly unionized societies.     

Union Presence and Labour Productivity in British Manufacturing Industry. A Reply to Nolan and Marginson

Evidence on the association between union presence and labour productivity in British manufacturing industry is surveyed. The weight of the evidence suggests that around 1980 highly unionized organizations had a lower level of labour productivity than corresponding less highly unionized organizations, but that during the first half of the 1980s unionized work-places, firms and industries had superior productivity growth to their less unionized counterparts. Various criticisms made by Nolan and Marginson of earlier studies on unions and productivity are evaluated.     

Do Public-Sector Strike Bans Really Prevent Conflict?

This article examines the effectiveness of strike-ban laws in reducing industrial conflict at the municipal level of government. Our central findings are that job actions were higher in states that had no law or no finality in the law, publicity campaigns were used as a pressure tactic in the bargaining process, and grievance delays were greatest under final offer arbitration. Thus dispute costs are highest in jurisdictions that provide no finality in dispute resolution whether or not an explicit framework for bargaining exists.     

Things Unions Do, Job Attributes, and Union Membership

Implications of the governance and rent-seeking models of unionism for the job characteristics-union membership relationship are developed. Specific training and membership are found to be positively related, consistent with arguments that specific training governance. Membership is less likely on jobs requiring more general education—where incumbents typically see greater returns to individual mobility. Some support is found for job characteristics associated with efficiency gains to a collectivized employment relationship.     

Employee Voice in Union and Non-union Australian Workplaces

The fall in unionism and the rise in the non-union workplace over the past two decades raises the question as to whether workers now have a reduced capacity to initiate issues and articulate grievances. For some commentators independent unions are the only source of genuine voice. Others have argued that the adoption of the HRM paradigm within an enterprise will provide workers with adequate voice mechanisms. This paper addresses the issue by comparing employee voice in non-union and unionized Australian workplaces.     

Theorising labour unrest and trade unionism in the platform economy

The article develops a novel conceptualisation of labour unrest and trade unionism in the platform economy, extending current understandings in two ways. First, we situate platform work historically, in the longue durée of paid work under capitalism. Secondly, we introduce a consideration of social structure into debates on union practices often framed in terms of agency. Building on Silver and the Webbs, we highlight the importance in platform work of associational power over structural power; legal enactment over collective bargaining; and geographical over workplace unionism. While mainly a theoretical article, we draw on empirical evidence from research into platform work over five years, comprising interviews, case study, observation and documentary analysis. We conclude that platform labour unrest and unionism bear marked similarities with 19th century forms rather than the 20th century models that often dominate industrial relations perspectives. Consequently, unions organising platform workers should consider adapting their approach accordingly.