Strategic investment and international outsourcing in unionised oligopoly

We develop an oligopoly model in which firms facing unionised domestic labour markets choose between producing an intermediate good in-house and outsourcing it to a non-unionised foreign supplier that makes a relationship-specific investment in developing the intermediate. The paper sheds light on the issue of whether international outsourcing offers a means to ‘escape’ the power of domestic unions and on the existence of intra-industry wage dispersion. We show that outsourcing typically increases marginal costs even when it lowers union wages. Despite this, more powerful unions increase the incentive to outsource.     

Learning from past mistakes? recent reforms in Italian industrial relations

Since the early 1990s, major reform efforts aimed at reducing industrial conflict, rationalising public sector labour relations, restructuring collective bargaining arrangements, and re-establishing tripartite ‘con-certation’ have transformed Italian industrial relations. This article argues that because these new reforms have been accompanied by significant shifts in both Italy's political system and the unions’ own organisation, they stand a better chance of succeeding than previous reform projects.     

So what’s the news? Management strategies towards non–union employee representation at News International

In an environment of what would appear to be a widening ‘representation gap’ developing in many organisations, there has been considerable discussion on the effectiveness of non–union employee representation (NER) structures as communication devices and mechanisms for employee involvement, or as a substitute for unions in the collective bargaining process. The underlying debate centres on whether NER forms make trade unions unnecessary, or whether NER forms have a role different from, but complementary to, that of unions at the workplace. The findings of this study suggest that a ‘substitute’ or union avoidance strategy as used at News International Newspapers could have limitations. The implications of not recognising these limitations could result in greater indirect union influence in workplace issues and greater employee dissatisfaction at the workplace.     

Obstacles to transnational trade union cooperation in Europe—results from a European survey

This article analyses obstacles to transnational union cooperation within Europe. It is based on a survey of unions in 14 European countries and all members of the European Trade Union Confederation. The result shows that ‘hard’ industrial relations factors are generally more important obstacles to transnational cooperation than ‘softer’ factors such as cultural, linguistic, ideological and religious differences and that there are sectoral differences in experiences of obstacles to transnational union cooperation: unions in the manufacturing sector tend to emphasise differences in industrial relations and a lack of organisational resources for transnational union cooperation, whereas low organisational priorities are held to be of more importance in the services sector and for unions for professional workers.     

Reaching out for strength within? ‘Social movement unionism’ in a small country setting

Trade unions around the developed world face common challenges in terms of declining membership and influence, and ‘conventional’ union revival strategies have yielded limited success. A relatively recent innovation has been the embrace of ‘social movement unionism’ (SMU), which challenges traditional workplace conceptions of trade union roles via alliances with campaigning civil society organisations. This empirical study examines how SMU is conceived and applied in a small country context, focusing on the role of the New Zealand Council of Trade Unions. The findings suggest that SMU can appeal to trade union associations in smaller national (or regional) settings owing to a combination of institutional and size effects which concentrate networks. This has implications for unions and union federations interested in advancing both workplace and wider social justice concerns.     

Sex worker unionisation: an exploratory study of emerging collective organisation

In a number of Western economies in the last two decades, sex workers have begun to organise themselves in, and be organised by, trade unions for the first time. This article examines the salient processes and outcomes of this phenomenon. It firstly explores the influence of the prostitutes’ rights movements and the emergence of the ‘sex work’ discourse where the selling of sex and sexual services are regarded as a form of ‘emotional’ or ‘erotic’ labour. The advances in sex worker union organisation are recounted before assessing the forces leading to unionisation and those forces that act as impediments to unionisation. The conclusion of the article is that extant sex worker unionisation is a fragile and embryonic phenomenon.     

Are non‐union workers different to their union colleagues? Evidence from the public services

This article analyses workers’ attitudes to trade unions by comparing the survey responses of Unison members with public sector workers who have left or never joined a union. It examines whether differences between these groups can help to explain union‐joining behaviour and membership patterns. The findings demonstrate that there are few differences in attitudes between Unison members, ex‐unionists and never‐members on the issue of ‘union effectiveness’. However, ex‐unionists were more reluctant to re‐join unions than never‐members. The evidence concludes that if public service unions are to recruit new members, they need to adopt differentiated strategies and representatives have to target ex‐unionists and never‐members in the workplace.     

21st‐century models of employee representation: structures,processes and outcomes

The 2004 Workplace Employment Relations Survey allows further exploration of the fate or workplace‐based forms of employee representation charted by earlier surveys. We describe the occurrence and diversity of representational forms, union, non‐union and ‘hybrid’, and the structural characteristics of workplaces where they are found. We go on to analyse a number of structural and processual differences and differences in outcomes. In particular, we try to estimate the effects of different forms for outcomes such as wage dispersion, procedural ‘fairness’ and productivity. The data show that ‘hybrid’ systems of union and non‐union representation are associated with the best outcomes, therefore, notwithstanding the continuing decline in the diffusion of the ‘traditional’ union‐based model of workplace representation, union presence is still a prerequisite for effective representation, while ‘pure’ non‐union forms serve neither employee nor employer interests.     

We’re on a road to somewhere: women's groups in unions

Women's groups (WGs) provide a platform from which women can develop their strengths, advance their concerns and access empowering positions. Academic attention to WGs in British unions has recently increased, reflecting their expansion and growing union responsiveness to female members. However, the meaning of WGs for unions remains under‐researched. This article examines this using case studies of two major unions and a range of their WGs based on a typology of equality ideas and model of union organisation.     

Trade union attitudes to flexible working hours

This paper describes a study of trade union involvement with flexible working hours or ‘flexitime’. This system is now viewed far more positively but ‘blue collar’ unions have more reservations than their ‘white collar’ counterparts.     

Union suppression and union substitution strategies of multinational enterprises in Ghana

This article complements the literature by furthering the understanding of an ‘African dimension’ of multinational enterprise (MNE) union avoidance. The evidence suggests that MNEs engaged in both union suppression and union substitution strategies by (i) exploiting young employees' apathy to promote opposition and indifference for union organisation (evil stuff), (ii) implementing union member‐centred employee retrenchment (fear stuff), (iii) using enterprise‐level collective bargaining arrangement to suppress union bargaining power (fear and fatal stuff), (iv) exploiting the fragmented labour union environment to suppress union organisation (fatal and evil stuff) and (v) promoting individual employee voice and involvement mechanisms (sweet stuff). Although MNEs in Ghana engaged in both union suppression and union substitution strategies, they appear to particularly favour the adoption of ‘union suppression’ strategies and what might be termed as ‘corridor tactics’. Our article highlights four transitional issues underpinning the emerging success of ‘corridor tactics’ in union suppression in a less developed host country.     

Union organising and Full‐time Officers: acquiescence and resistance

In the mid‐1990s, the TUC relaunched itself with a strategy for renewal labelled ‘new unionism’. The strategy had two strands: partnership with employers and the promotion among affiliate unions of grassroots union organising. The latter, heavily influenced by US and Australian experience, saw possibilities for a more radical trade unionism in the UK. This article draws on a case study of Unison to analyse the organising strand of new unionism. It identifies how top‐down approaches to organising are distorted by union bureaucracy for the priority of recruitment, not only limiting the possibility of emerging union radicalisation but also restricting the ability of trade unions to represent their members. The article also identifies that the position of union Full‐time Officers is complex and not necessarily within a uniform union bureaucracy juxtaposed to and restraining a more radical union rank and file.     

Digitalisation,unions and participation: the German case of ‘industry 4.0’

This article tackles the question of how labour representatives cope with the implementation of ‘Industrie 4.0’ in German manufacturing plants. Digitalisation of manufacturing is going along with challenges for employment, work organisation and working conditions. The article analyses one of the main strategies German unions have developed, the project ‘Work 2020’, which was to raise works councils' awareness of the workplace impact of digitalisation, improve their knowledge of the changes, raise their capacity to respond and, finally, lead to the negotiation of workplace agreements on this issue with employers. The results of the analysis show that a strong interplay between unions and works councils and the activation of works councils by the unions have become indispensable preconditions for coping with the new challenges both of digitalisation and of the ongoing erosion of the German system of labour relations.     

The antecedents of union commitment and participation: evaluating moderation effects across unions

This article evaluates whether the nature of the union moderates the antecedents of union commitment and participation, based on a study of member attitudes in Voice, formerly the Professional Association of Teachers, and the National Unions of Teachers, often seen as the most ‘moderate’ and ‘militant’ teacher unions, respectively.     

The train drivers' strike in Germany 2007–2008: warnings for the future of the German trade union movement?

The authors review the strike that took place during 2007–08 that was called by the oldest existing German trade union, the professional union of train drivers Gewerkschaft Deutscher Lokführer (GDL). In so doing, the outcome of the strike is analysed, together with the dynamics of relationship between the GDL, the industrial union TRANSNET, the Gewerkschaft der Bahnbeamten und Anwärter (DBDA), the union of the civil servants employed by the German railway, and the railway company Deutsche Bahn (DB AG). These relationships are examined as paradigmatic of politics of a particularistic organisation like GDL and for politics of an encompassing organisation like TRANSNET. These relationships raise the question: would the growth of professional unions in Germany lead to an erosion of the German system of industrial relations, which currently is still relatively stable due to the predominance of encompassing industrial unions?     

The Ghent effect for whom? Mapping the variations of the Ghent effect across different trade unions in Denmark

The presence of an unemployment insurance system based on voluntary membership in unemployment insurance funds (known as the ‘Ghent system’) and a high union density has long been known and well documented, and even referred to as a special ‘Ghent effect’. However the Ghent system, especially in the three classic Ghent countries, Finland, Sweden and Denmark, has come under significant pressure in recent years, and many researchers are referring to an erosion of the Ghent system as a recruiting mechanism for trade unions. But prior research aimed at documenting the Ghent effect seems to disregard variations in how strongly trade unions benefit from the Ghent system as a recruiting mechanism. Hence, this article sets out to investigate whether all trade unions equally benefit from a Ghent effect across different sectors and occupations by studying the Danish case. Unique survey data made it possible to map Danish wage earners' reasons for joining or leaving unemployment insurance funds and trade unions. The article finds that there are great variations among Danish trade unions in terms of how strongly they are dependent on a Ghent effect as a recruiting mechanism. We may expect the same variations in the two other Ghent countries, Sweden and Finland, because the organisation of the Ghent system is similar in the three Nordic countries. In addition, the article shows that this variation might help explain why some trade unions are on the rise to the detriment of others.     

The Changing Relations of Production: Union Derecognition in the UK Magazine Industry

This article examines the motives and strategies of employers in implementing derecognition, the union response to this, and effect on wages and conditions, union-management relations and union membership and organisation. In particular the author analyses the circumstances in which a large number of employers have chosen such a ‘radical’ method to re-order the employment relationship.     

British trade unions in Ireland

This article examines various influences on the organisation of British trade unions in Ireland. The constitution of the ICTU is considered in the context of the drive towards an Irish-based and controlled trade union movement. The organisational response of British-based unions to these nationalist pressures is assessed using union rule books and interviews with trade union officials.     

Managed activism: two union organising campaigns in the not‐for‐profit sector

Two union recognition campaigns are contrasted: one focusing on developing workplace activism but with little sectoral focus (a ‘bottom‐up’ campaign), and the other with a sectoral strategy and less emphasis on workplace campaigning (a ‘top‐down’ campaign). The outcomes indicate the need for approaches, which allow both a strong workplace activism and a clear sectoral strategy as both the ‘top‐down’ and ‘bottom‐up’ strategies present difficulties. Although there are positive outcomes in both campaigns, the cases show that unions seeking to represent the interests of previously unorganised groups of workers need influence at both the sectoral and workplace levels if they are to demonstrate their effectiveness.     

‘What problems you got?’: managerialisation and union organising in the voluntary sector

This article explores how government public service modernisation policies have impacted on management practices and employment conditions in voluntary sector welfare organisations and the problems unions have encountered in responding to such impacts in the context of public service modernisation. The study finds that employees encounter problems developing workplace union organisation and unions face problems developing a coherent strategy on support for the sector and for resisting public sector reform, which hinders trade union resistance. The implications of this may be important in strengthening managerial control over the public service labour process.