Is this workplace bullying? How ideas about conflict shape conflict management strategies

The adoption of specific conflict management strategies has usually been linked to various factors, such as litigation avoidance, union substitution and the pursuit of strategic benefits. This study advances the hypothesis that actors’ different frames of reference impact how workplace conflicts are interpreted and managed by unions and employers. Drawing on original data from the Brazilian banking sector, this article shows that companies and unions have different interpretations of workplace bullying. Unions understand workplace bullying as an organizational or sectoral problem inherent to labour relations in the banking sector. In contrast, employers see workplace bullying as a problem caused by individual managers. These different understandings of the same type of conflict are shaped by each actor's frame of reference and influence their responses to workplace bullying. With a pluralist or critical frame of reference, unions favour conflict management tools that try to promote structural changes in the sector. With a unitarist frame of reference, employers try to transform individual behaviour or simply remove individual managers from the workplace. Therefore, organizations with a unitarist frame interpret and respond to conflicts in notably different ways from organizations holding a pluralist or critical frame of reference.     

Buying into Capitalism? Employee Ownership in a Disconnected Era

This article considers whether employee ownership mitigates the negative workplace outcomes identified by the Disconnected Capitalism Thesis (DCT). Drawing on a programme of in‐depth interviews with workers and managers in employee‐owned businesses (EOBs), the article reveals how they are partially insulated from the vicissitudes endemic within contemporary capitalism. In contrast to the workplace outcomes envisaged within the DCT, these firms are characterized by strong workforce participation, high levels of employment security, active employee engagement and strong levels of employee creativity. Not only are these features beneficial for productivity and firm performance, they generate a form of ‘connected’ capitalism, partially offsetting wider negative systemic forces at play in the economy.     

The collective voice of unions and workplace training in Italy: New insights from mixed methods

Using a three-phase approach that combines quantitative (pooled OLS, fixed effects and IV) with qualitative (semi-structured interviews) analyses, we find that in Italy, workplace unions are more likely to enhance training when they sign a firm-level agreement and when they can get access to external funds for financing. We also identify three channels: what we call a ‘maturation effect’, double-track communication and watch-dog function. We argue that these results are consistent with the idea that the impact of workplace unions on training depends on the empowerment of its collective voice within an institutional framework that does not fit either of the standard models provided by collective and liberal market economies.     

Fighting for Life: South African HIV/AIDS Peer Educators as a New Industrial Relations Actor?

This article examines HIV/AIDS peer educators in South African workplaces, drawing on research in five companies with large peer educator programmes. The research indicates that peer educators are primarily focused on reducing new HIV infections and ‘normalizing’ the epidemic by promoting change in the behaviour of individuals — a feature that is not accounted for by theories of workplace mobilization based on collective action. Similarly, their role is inadequately explained by theories on the emergence of new workplace actors based on the changing nature of work, shifting identity salience in society, and the nexus between workplace and communities as opportunities for union regeneration. After outlining the profile and activities of workplace HIV/AIDS peer educators, attention is paid to their motivations and methods of action, their relationship to management and unions, and the way in which they straddle workplace and community. The implications of this and the possible trajectory of workplace peer educators as a new industrial relations actor are discussed.     

Hybrid social media: employees’ use of a boundary‐spanning technology

Improved employee collaboration and communication can be facilitated by social technologies that extend within and beyond organisations. These social technologies have increasingly come to be represented by social media sites, which are used to extend workplace relationships across personal and professional boundaries in a hybrid role. This presents opportunities and risks as those boundaries are collapsed. Using boundary management as a theoretical lens, we evaluate the associations of relationship initiation between colleagues at different levels of organisations with employees’ strategies and their well‐being. We also investigate relationships with social media usage, age and propensity to self‐monitor and group employees using cluster analysis. We consider implications of our findings for developing more sophisticated policies, training and guidance for employees on the use of social media as a workplace tool.     

The Bases of Compromise in the Workplace: A Theoretical Framework

Schemes for workplace participation have long been promoted and vilified. Such conflicting views have been brought into sharp focus by the highly variable results of such practices as teamwork. Yet a theoretical framework to grasp workplace co‐operation is lacking. This paper develops a framework on the basis of theory and a review of a wide range of empirical studies. Capital and labour each have two sets of ‘concerns’: over ‘control’ of the workplace and the longer term ‘development’ of the productive forces. Cross‐classifying these concerns produces a matrix of patterns of workplace relations. Each cell of the matrix represents a different combination of the interests of capital and labour. The matrix can be used to map participation schemes so as to capture their varying features. The next task, pursued elsewhere, is to identify the conditions leading to locations in different cells of the matrix.     

Do Unions Benefit from Working in Partnership with Employers? Evidence from Ireland

Advocates and critics of voluntary workplace partnership have presented a series of theoretical arguments as to the potential consequences for unions working under partnership arrangements. A survey of Irish employees’ views is used to assess these competing claims. The study is timely on two counts: first, empirical investigations of the effects of partnership on union influence and members’ commitment to unions are rare; and, second, it is 11 years since employers, unions, and government in Ireland first signed a national framework agreement to promote the diffusion of partnership as a means for the handling of workplace change. The evidence provides support for the arguments as advanced by advocates.     

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.     

False Self‐Employment,Autonomy and Regulating for Decent Work: Improving Working Conditions in the UK Stripping Industry

A large‐scale study of working conditions in UK‐based strip dancing clubs reveals that dancers are against de facto self‐employment as it is defined and practised by management, but in favour of de jure self‐employment that ensures sufficient levels of autonomy and control in the workplace. While dancers could potentially seek ‘worker’ or ‘employee’ status within the existing legal framework, their strong identification with the label ‘self‐employed’ and their desire for autonomy will likely inhibit these labour rights claims. We propose an alternative avenue for improving dancers’ working conditions, whereby self‐employed dancers articulate their grievances as a demand for decent work, pursued through licensing agreements between clubs and local authorities and facilitated by collective organization.     

An Analysis of Workplace Representatives, Union Power and Democracy in Australia

The purpose of this article is to illuminate the views and experiences of workplace representatives in Australia in the context of falling union density, and to analyse factors that are most strongly associated with subjective union power at the workplace level, as perceived by delegates. The analysis relies on a large random survey of workplace delegates in eight significant Australian unions. The article describes the situation broadly facing delegates as shown by the survey and analyses a set of factors associated with the power of workers as perceived by delegates. We find that higher levels of reported activism among delegates are strongly associated with greater subjective union power. We also find that self-reported delegate confidence is also strongly associated with perceptions of higher union power, as is delegate's clarity about their roles. The data also show a strong association between perceptions of democracy within the union and union power. Support for delegates from the union office and organizers is also associated with higher levels of union power at the local level. The analysis provides some support for union renewal strategies associated with the 'organizing model' as applied in Australia and some other Anglo-Saxon countries that aim to increase the activism of workplace delegates through education, the provision of support for workplace delegates and more democratic union structures.     

Why am I ostracized and how would I react? — A review of workplace ostracism research

Ostracism is an important issue in the workplace and studies on this issue are diverse and large. This paper comprehensively reviews the literature related to workplace ostracism in five aspects. First, in discussing why ostracism occurs, it outlines that individuals are ostracized due to their dispositions, ability and skills, behavioral features, and perpetrators’ ostracism motives. Second, in investigating the consequences of ostracism, it outlines that victims would respond with affective and attitudinal, physical, and behavioral tendencies, and these reactions can be either positive or negative. Third, in describing specific mechanisms for ostracism to take effect, it summarizes that threat-to-needs as well as affective and cognitive responses play important roles. Fourth, regarding the mixed findings of ostracism’s impact, it points out that extant inconsistencies lie in individual differences, temporal effects, and situational cues. Last, in recommending future research areas, it suggests several promising directions, particularly the role of culture in shaping victims’ responses to ostracism. We hope this article will be a good foundation for management researchers in Asia Pacific regions to conduct indigenous studies of workplace ostracism relevant to their own contexts.     

Path Dependency and Comparative Industrial Relations: The Case of Conflict Resolution Systems in Ireland and Sweden

This article uses the theory of path dependency to explain the evolution of employment conflict resolution systems in Ireland and Sweden. It argues that the traditional ‘voluntarist’ conflict management path followed in Ireland has fragmented as a result of a series of internal developments that have reduced trade union density, increased the importance of employment law in the settlement of workplace disputes and established social partnership as the main wage‐setting mechanism. By contrast, the Swedish system has experienced reform within the boundaries of the established conflict management path, which is largely attributable to the still powerful role played by trade unions within the country. Thus, while the operating rules of the system have changed, its core underlying principles — collectivism and self‐regulation — remain intact.     

Partnership,high performance work systems and quality of working life

The paper measures the effects of workplace partnership and selected high performance work practices on four different dimensions of employee experience. Whilst the partnership– high performance work systems nexus seems to have little impact on employees’ job satisfaction or sense of attachment, it does, however, have a negative impact on both workplace stress and employee evaluations of union performance. The analysis thus questions common assumptions about the inevitability of ‘mutual gain’ and the necessity of employer/union partnership.     

What Sort of Collective Bargaining Is Emerging in China?

China is experiencing a rapid expansion of what is termed ‘collective bargaining’. The article draws on workplace and sectoral examples to assess what underlies this. Recent changes in labour policy are outlined. Four studies at establishment level describe the use of hybrid representation in response to growing worker activism and internal union reform. Two studies of sectoral bargaining shed light on decentralized decision‐making on pay. Attention is drawn to the growth of employer organizations and increased articulation within the trade union. A form of collective bargaining is emerging where the union draws on state power to improve conditions of employment.     

Union Presence, Union Service and Membership Participation

Much 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.     

‘Get paid,get out’: online resistance to call centre labour in Canada

This qualitative content analysis of 503 anonymous online reviews of 52 Canadian call centres posted on RateMyEmployer.ca explores how forms of resistance, alienation and emotional labour are expressed outside of the workplace. Our study finds that digital publics are producing emotive insurgencies and networks of support within marginalised communities that undermine employers’ attempts at deadening the workforce. The reviews exemplify worker awareness of exploitation as some connect these issues to broader socio‐economic factors that are beyond their control. While many offer tactics to challenge and destabilise their working conditions and culture as well as heartfelt and sarcastic warnings of what one might expect if they pursue call centre employment, others use the online space as a means of venting frustrations, eliciting empathies and expressing sentiments of hope(lessness).     

Negotiating ‘Difference’: Representing Disabled Employees in the British Workplace

Drawing on qualitative interviews with disabled employees, union officers and disability‐related organizations, this article examines employee attempts to negotiate workplace adjustments and associated issues of workplace representation. UK employment law utilizes an individual medical model of disability, which conflicts with traditional collective approaches favoured by trade unions, which has implications for disabled employees and union representation. We explore the different strategies available to unions and conclude that, despite the role played by disability‐related organizations in supporting employees, unions are the only workplace actors who are capable of reconfiguring the ‘personal as political’ and integrating disability concerns into wider organizational agendas.     

A Tale of Two Deltas: Labour Politics in Jiangsu and Guangdong

This article examines the sources of variation in Chinese workplace governance between otherwise similar parts of the country. Jiangsu's portion of the Yangtze River Delta (YRD) and Guangdong's portion of the Pearl River Delta (PRD) are both booming export hubs with large numbers of migrant workers. Yet, in the former region, authorities manage conflict with orthodoxy and coaxing; in the latter, with experimentation and coercion. Using interviews and government yearbooks, the article conceives of the YRD and PRD as ‘regional fields’ within the broader ‘field’ of Chinese labour politics. Greater worker militancy and organization is pushing the PRD field off‐balance, yielding more innovative but brutal policies. Although it has become common to explain governance in China from an elite perspective, grassroots contention is thus key. Bottom‐up pressures generate top‐down policy. This, the author contends, is true even under Xi Jinping.     

Trust and Workplace Performance

Using European Company Survey data, this article explores the relationship between trust and establishment performance under works councils, on the one hand, and union bodies on the other. Trust is initially measured using the individual survey respondent's assessment of the ‘contribution’ of the other side. Although the rating of the employee representative is favoured over that of management as less subject to feedback from performance, the potential endogeneity of employee trust in management is also modelled. Next, a preferred inverse measure of trust (or dissonance) is constructed from the discrepancy between the assessments of the two sides of the quality of workplace industrial relations. Employee trust is associated throughout with improved establishment performance, and conversely for the dissonance counterpart. In their presence, neither type of workplace representation is superior to the other.     

Telling tales: online comic and gripe story‐sharing by service workers about difficult customers

The article extends previous research on the storying practices of service workers, workplace humour as resistance, and workers’ autonomous use of social media. Discussion strings from two hairstylist forum storylines, exemplifying comic and tragic story‐sharing about difficult customers, were analysed using Gabriel's notion of story‐work. Processes of coping, entertainment, identity‐construction and learning are clearly evident in the discussion strings and social media is confirmed as a ‘new’ terrain for the enactment of employee agency. Findings emphasize that service workers are engaged in contradictory and ambiguous relations of resistance and accommodation as they learn how to deal with difficult customers. The article's contribution is to show how service workers share their fears and anxieties about difficult customers through storying and humour in generative dialogical poietic processes in social media. Further research is suggested.