British Managers' Attitudes and Behaviour in Industrial Relations: A Twenty-Year Study

A unique longitudinal study of Britain's managers conducted in 1980, 1990 and 2000 permits comparisons of managerial attitudes and behaviour in industrial relations over twenty years. We find clear evidence of the relationship between macro‐level political and economic movements of the period from 1980 up until the late 1990s on managerial attitudes, the impact of changes in power relations and the ‘lag effect’ of institutions. The most unexpected findings are the modest rise of managerial unionism in the 1990s and the limited evidence of the replacement of collective bargaining by either individual or group involvement or by employee financial participation.     

Economic Integration and State Responses: Change in European Industrial Relations since Maastricht

The article analyses industrial relations change in the six largest EU countries since 1992 in relation to increased internationalization pressures. Based on qualitative and quantitative analysis, it distinguishes between associational and state governance, and detects that despite a predominant, but not universal, trend of weakening trade unions and collective bargaining, no overall liberalization has occurred in the political regulation of employment (employment policies, welfare state, labour law, state support to collective bargaining, public sector). Rather than converging towards neoliberalism, industrial relations emerge as more politically contingent and dependent on multiple forms of power, which are affected by internationalization in different ways.     

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.     

Industrial Relations in Transition Economies: Emergent Industrial Relations Institutions in Bulgaria

East European societies currently in transition to market economies are creating new structures for industrial relations. Transition has ambiguous effects upon the relations between industrial relations institutions and the state. On the one hand, economic pluralism implies separation between state and economy and 'depoliticization'. On the other, economic crises and threats to social order require co-operation between state and unions. The influence of the state is greater because of the embryonic form of employer organization and enterprise-level management. This paper examines the political and economic contexts of industrial relations in Bulgaria, as an example of one type of 'constrained' collective bargaining system. The paper emphasizes continuities between the communist and post-communist period, and the central role of trade unions in the transition process.     

The Metamorphosis of Australian Industrial Relations

This article outlines the current processes of change in Australian industrial relations - processes whose ultimate direction and effects are unforeseeable. The traditional dominance of conciliation and arbitration tribunals is giving way to more devolved arrangements. Some protagonists of change envisage a move towards collective bargaining, with trade unions having a pervasive and secure role; others believe the place of unions is in question. The impulse for change comes partly from market-oriented ideology, but this is not extensively discussed, A second source is the desire of the Australian Council of Trade Unions and the Labor Government to determine wage policy jointly, with the role of the Australian Industrial Relations Commission being essentially that of implementation. Also important is a widely held view that reform of industrial relations is a path to better productivity performance. The paper discusses the justification for that view. Various questions remain to be answered. These include the possibility for enduring wages policy; the legal framework necessary for bargaining; the nature of the industrial relations system of non-union enterprises; and the congruence of enterprise bargaining with the structure of trade unionism.     

Decentralization in the NHS: Prospects for Workplace Unionism

The substantial changes that are taking place in the organization of the UK public sector are transforming traditional patterns of industrial relations based on centralized and institutionalized collective bargaining. Whether the trade unions can successfully respond to this process will be of prime importance for the future development of industrial relations in the public sector. The paper considers recent evidence of the impact of decentralization on union organization in four hospital units. The research findings suggest that there is a growth in union activity as a result of the process of decentralization, but that the effectiveness of unions is likely to vary considerably between hospitals.     

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.     

Patterns of Continuity and Change in Managerial Attitudes and Behaviour in Industrial Relations, 1980-1990

In this paper, data are reported from a longitudinal study of managers' attitudes and behaviour in industrial relations based on a sample of fellows and members of the British Institute of Management. An account of two surveys, carried out in 1980 and 1990, follows an examination of theories of the managerial role in industrial relations and the presentation of a research model. Managerial attitudes and behaviour are then analysed with respect to views on trade unions, personal commitments to collective representation, collective bargaining, employee participation and involvement and views on the role of government. The findings have an added significance because survey dates roughly correspond with the so-called ‘Thatcher years’. The conclusion is that some major changes in industrial relations have occurred during the decade in question, but there are also substantial continuities which cannot be ‘read off’ directly from the dramatic alterations in the political, economic and legal environment.     

Where Do Unions Add Value? Predominant Organizing Principle,Union Strength and Manufacturing Productivity Growth in the OECD

This article deploys comparative historical data on 14 OECD countries to examine the significance of predominant union structure for the impact of union strength on the (medium‐term) growth in hourly labour productivity in manufacturing. The analysis shows that where craft and general unionism predominates, union strength has a deleterious impact on productivity growth. Where enterprise unionism predominates, union strength is irrelevant. However, where industrial unionism predominates, union strength promotes productivity growth. These effects exist independently of established economic influences on aggregate productivity growth. The findings are interpreted as displaying the importance of the character of the governance that unions provide for their productivity impact.     

Skills and Industrial Relations in Coordinated Market Economies — Continuing Vocational Training in Denmark,the Netherlands,Austria and Switzerland

This article offers the first systematic study of the institutional and political conditions under which collective agreements finance and organize continuing vocational training (CVT). Combining Mill's methods of agreement and difference with pattern matching, it identifies proactive small and medium enterprises, proactive public policies, proactive trade unions, and links between CVT and wage bargaining as probable conditions for CVT by collective labour agreement. The most important finding is that the research on the development of political–economic institutions in coordinated market economies has to analyse more carefully how state activities and the behaviour of small and medium‐sized firms affect the coordination of economic activities in skills formation.     

The Effect of International Unions on Wage Determination in Canada

This article uses collective bargaining agreement wage data spanning 1964–92 to analyse the effect of international unions on wage determination in Canadian manufacturing. Real wage levels for international unions relative to domestic unions are estimated to decline from approximately 4 per cent higher in the 1960s to 4 per cent lower in the 1990s. International unions are also found to be more responsive to US economic conditions. Finally, affiliation with different union federations is a significant determinant of real wage outcomes with AFL–CIO affiliated unions having lower real wages, on average.     

Annual Review Article 1993: British Public Sector Industrial Relations

Abstract : Developments in public-sector industrial relations during 1993 have raised questions about unions, pay determination and conflict resolution. This review explores some of the tensions in these areas created by new restrictions on pay increases, changes in reward structures and further market-testing across services. Where the different forms of pay determination buy industrial peace, the price may be too high in terms of the productivity and efficiency requirements gains now being demanded. But co-operation is needed too, and the dilution of the Whitley system of collective bargaining may be more likely to produce the very co-operation embodied in its philosophy, but not always present in its practice. The new 'superunion' UNISON will play a role here, as single-table bargaining and even single-union deals develop. These institutional developments will also be affected by pay flexibility measures which endeavour to improve individual performance at the front line of services, while in practice increasingly giving the rewards to management.     

The relevance of political affinity for the initial acquisition premium in cross‐border acquisitions

Research summary : In the context of economic nationalism, we investigate the relevance of political affinity between countries to the initial acquisition premium offered in cross‐border acquisitions. Political affinity is defined as the similarity of national interests in global affairs. We argue that political affinity affects how foreign acquirers anticipate their bargaining position in their negotiations with domestic target firms. With decreasing political affinity, the host government becomes increasingly likely to intervene against foreign firms in an acquisition deal. Consequently, foreign acquirers need to provide a more lucrative initial offer to dissuade target firms from leveraging government intervention to oppose the acquisition. Our prediction is supported by strong evidence that political affinity, as revealed by UN general assembly voting patterns, leads to lower initial acquisition premiums. Managerial summary : Media reports suggest that politics plays an important role in international business transactions. However, we still know very little about how bilateral political relations affect corporate decision‐making. In this article, we analyze the influence of the quality of bilateral political relations on the bidding behavior of foreign acquirers in cross‐border acquisitions. We argue that the host government is more likely to intervene against the foreign acquirer during deal negotiations if the quality of bilateral political relations is poor. A lower political affinity between countries therefore decreases the bargaining power of the acquirer and pushes up the initial bid premium the acquirer has to offer to the local target. Our empirical results confirm our argument. Copyright © 2015 John Wiley & Sons, Ltd.     

Union–Member Relations and Satisfaction with Unions in South Korea

This paper uses a large sample of South Korean union members working in different industries and occupations to test a model of union satisfaction. The results suggest that union–member relations — member representation and union leader effectiveness — are more important than the economic results that unions provide to members. These findings are in line with our general argument that, where unions rely on decentralized collective bargaining as the prime method of employment regulation, they depend heavily on internal union relations for their effectiveness. We contend that, if unions are to limit the decline in their influence, assessing and changing internal union relations should be a priority.     

The Microeconomic Impacts of Employee Representatives: Evidence from Membership Thresholds

Employee representatives in firms are a potentially key but not yet studied source of the impact of unions and works councils. Their actions can shape multiple drivers of firm performance, including collective bargaining, strikes, and training. This article examines the impact of union representative mandates by exploiting legal membership thresholds present in many countries. In the case of Portugal, which we examine here, while firms employing up to forty‐nine union members are required to have one union representative; this increases to two (three) union reps for firms with fifty to ninety‐nine (100–199) union members. Drawing on matched employer–employee data on the unionized sector and regression discontinuity methods, we find that a one percentage point increase in the legal union representative/members ratio leads to an increase in firm performance of at least 7 percent. This result generally holds across multiple dimensions of firm performance and appears to be driven by increased training. However, we find no effects of union representatives on firm‐level wages, given the predominance of sectoral collective bargaining.     

The Economics of Unions and Collective Bargaining

This paper reviews recent research on the economics of unions and collective bargaining, emphasizing the implications for human resource management. Research findings on the impact of unions, strategic union avoidance behavior by management, strategic use of labor law by unions and employers, and conflict and conflict resolution in labor relations are discussed. The paper highlights unexploited connections between research on unioun impact and research on strategic behavior.     

The Foundations of Social Partnership

‘Social partnership’ between capital and labour is a distinctive characteristic of German industrial relations. Based on a survey of 142 German employers’ associations, we investigate differences in their support for partnership with unions. We find that organizational characteristics (e.g. membership density) as well as positive experiences with their union counterparts explain why employers’ associations adhere to the norms of social partnership. Building on an analysis that combines political and organizational institutionalism, we find that the positive evaluation of social partnership held by employers is associated with their positive experiences in more recent interactions with unions in collective bargaining, a more encompassing definition of an association's policy domain and a long‐term history of mutual collaboration.     

Annual Review Article 1989

This Annual Review Article 1989 considers the rising trend in inflation and earnings and indicates that in a wide variety of industries there was a marked upturn in union bargaining activity and industrial conflict. The Review considers some significant changes in employer preferences for particular unions in new or revised bargaining structures, and concludes with an examination of the debate concerning the 'juridification' of collective bargaining in the context of a possible return to 'adversarial' as opposed to 'new' industrial relations.     

Collective Bargaining and Innovation in Germany: A Case of Cooperative Industrial Relations?

At the level of theory, the effect of collective bargaining on innovation is contested. The large proponderance of the U.S. evidence clearly points to adverse effects, but other‐country experience suggests that certain industrial‐relations systems, or the wider regulatory apparatus, might even tip the balance in favor of unions. Our pooled cross‐ section and difference‐in‐differences estimates provide some weak evidence that German collective bargaining inhibits innovation. However, in conjunction with workplace representation, there is the suggestion that it might actually foster innovative activity.