Lay officers in the German chemical workers' union: a case study

Much is heard in Britain of the success of the West German economy, with special attention being drawn to the structure and policies of its trade union movement. In this case study of workplace industrial relations, David Ebsworth examines the role of lay officers of the third largest West German trade union, the Chemical Workers' Union, in a high technology industry.     

Trade union growth,the employer and the hotel and restaurant industry: a case study

The author discusses the prospects for trade union growth in this industry in the light of a case study of the development of a branch of the Transport and General Workers’ Union within the EMI-owned Angus Steak House chain.     

Miners and militancy: a study of branch union leadership

This article examines two explanations of militancy prominent during the 1984/85 British miners' strike, both of which focused on the importance of union leadership. Here the author reports the findings of a comparative study of ‘militant’ and ‘moderate’ union leadership at two otherwise similar collieries.     

Diversity in trade union membership: a typology based on the study of a Spanish trade union

While existing literature on the changing nature of trade union membership concentrates on unidimensional differences between members, this article proposes a multidimensional typology, which considers demographic characteristics as well as labour market position and length of union membership. Our results allow the identification of different member profiles; these are significantly associated to differences in employment conditions, work participation, job satisfaction and union activism. In the last section of the article, we discuss the practical implications that these different member profiles may have for union policy and organisation.     

The gender representation gap: implications for workplace union effectiveness

This article investigates how the gender of workplace representatives has implications for three dimensions of union effectiveness: (i) responsiveness to members, (ii) opportunity to influence management and (iii) ability to bring about change. Utilising original analysis of the 2011 Workplace Employment Relations Study, we examine three core elements of workplace employment relations processes that cut across the three dimensions: (i) workplace representation processes and employer support for union activity; (ii) substantive areas of representative involvement and (iii) quality of relations between union representatives and management, and between union representatives and employees. Our analysis highlights significant gender differences embedded in all three processes. The conclusion considers the broader implications of these findings for the gender equality project of British trade unions, beyond the objective of merely seeking to increase the numbers of women representatives.     

Macroeconomic and financial stability in a monetary union: The case of Lithuania

In this paper, we study the implications of macroprudential policies in a monetary union for macroeconomic and financial stability. For this purpose, we develop a two-country monetary union new Keynesian general equilibrium model with housing and collateral constraints, to be calibrated for Lithuania and the rest of the euro area. We consider two different scenarios for macroprudential policies: one in which the ECB extends its goals to also include financial stability and a second one in which a national macroprudential authority uses the loan-to-value ratio (LTV) as an instrument. The results show that both rules are effective in making the financial system more stable in both countries, and especially in Lithuania. This is because the financial sector in this country is more sensitive to shocks. We find that an extended Taylor rule is indeed effective in reducing the volatility of credit, but comes with a cost in terms of higher inflation volatility. The simple LTV rule, on the other hand, does not compromise the objective of monetary policy. This reinforces the “Tinbergen principle”, which argues that there should be two different instruments when there are two different policy goals.     

Relational union organising in a healthcare setting: a qualitative study

This article explores the impact of a relational organising model within a local UNISON NHS branch. While initial outcomes were modest, we argue that relational approaches have the potential to increase branch engagement with organising activity and to provide a focus on the importance of community within the workplace.     

New communication systems and trade union politics: a case study of Spanish trade unions and the role of the internet

This article shows how engagement with the internet and aspects of the new economy/society require an appreciation of union difference and politics. It shows how union responses vary due to four factors: communication strategies, union identity, forms of internal democracy and a range of organisational and social contingencies. The article will study the phenomena of the internet in the context of one national case study, Spain. It is a country that allows us to view the political dimensions of the internet, and the way they link to communication strategies, due to the manner in which the labour movement has transformed and modernised itself. It is also of interest because methods of communication have been at the heart of the way in which unions have developed and differentiated themselves. This article will argue that a greater sensitivity is required in terms of union history, politics and identity if the impact and use of new forms of communication are to be fully appreciated. It also points to the need to appreciate tensions between different forms of communication.     

Health and safety and trade union workplace organization—a case study in the printing industry

Here the author looks at the implementation of the Safety Representatives and Safety Committees Regulations in the printing industry. In discussing the relationship between trade union organisation and the joint regulation of health and safety at work, he concludes that leaving health and safety to joint regulation was based on an assumption of trade union power. Wim this power diminished the Regulations have had only limited effect.     

Ethno-cultural diversity and organizational effectiveness: a field study

This paper examines the relationship between ethno-cultural diversity and attitudinal and non-attitudinal measures of organizational performance in a field setting. Data were collected from ninety-eight respondents in seven branches of a leading Canadian bank. As compared to culturally homogeneous branches, the culturally heterogeneous branches experienced lower levels of absenteeism and achieved higher productivity and financial profitability despite their lower scores on job satisfaction, organizational commitment and workplace coherence, and higher rates of turnover. These relationships were moderated by age, job tenure, organizational position, children's age, location of education and previous employment, birthplace and education level.     

Currency movements within and outside a currency union: The case of Germany and the euro area

In this paper, we analyse the volume of euro banknotes issued by Germany within the euro area with several seasonal methods. We draw a distinction between movements within Germany, circulation outside Germany but within the euro area and demand from non-euro-area countries. Our approach suggests that only about 20% of euro notes issued by Germany are used for transactions in Germany. The rest is hoarded (10%), circulates in other euro area countries (25%) or is held outside the euro area (45%).     

Comparing and explaining HR department effectiveness assessments: evidence from line managers and trade union representatives

We compare and explain effectiveness assessments of two HR stakeholders: line managers and trade union representatives. We examine whether they have the same preferences regarding the roles the HR department has to fulfil (Ulrich 1997). Next, we test which strong HRM system characteristics (Bowen and Ostroff 2004) are decisive in determining the perceived effectiveness of the HR department in the preferential roles. With these analyses we examine whether the HR roles and strong HRM system characteristics are equally important to different stakeholders. Results show that the perceived effectiveness of the HR department in its operational roles is decisive in trade union representatives' general HR effectiveness assessment. For line managers, process-oriented roles are crucial. Next, if the HR department scores high on strong HRM system characteristics, it is perceived as more effective in its HR roles. Yet, the importance of specific HRM system characteristics depends on the role and stakeholder.     

Problem-solving in collective bargaining: a comparative study of differences between union and management negotiators

Here the authors compare and contrast the findings of Peterson and Tracy's US study on differences between union and management negotiators with findings from a significant New Zealand replication of their work.     

The influence of internal union factions on union renewal strategies: the case of the Finnish Paper Workers' Union

In 2008, the collective agreement of the Finnish paper industry was significantly rewritten. This case study analyses the influence of internal factions on the capability of the Finnish Paper Workers' Union to shift to a strategy of partnership. It is shown that resistance to change was especially strong with longer‐serving shop stewards, and the strong division into factions implies limits to the extent of partnership in the Finnish paper industry.     

Strategic interdependence, governance effectiveness and supplier performance: A dyadic case study investigation and theory development

Inter-organizational exchange governance approaches are often characterized as two broad types: relational and transactional. However, in fast changing business contexts, the contextual contingencies do not present ideal conditions for practicing purely relational or transactional approach. Understanding the dynamic of key contextual factors and their effects on a firm's resource capabilities and inter-organizational power structure is crucial for identifying the appropriate governance structure over time. In this paper we explore the exchanges between an OEM and five of its strategic suppliers that operate in high-end, short product life cycle motorbike industry, to understand the key contextual factors and the relationships among business context, governance structure, and exchange practices in a dyadic context. It is observed that firms deviate from the conventional choices of either transactional or relational governance to a combination of contractual and relational aspects to make the governance structure effective. Based on case studies, a theoretical framework is proposed to explain the rationale, feasibility and effectiveness of combining contractual and relational aspects in different contexts. The framework suggests that the degree of strategic interdependence between the trading partners fundamentally drives the effectiveness of governance structure and exchange practices.