What Do Employee Councils Do? The Impact of Non‐Union Forms of Representation on Trade Union Organisation

The article examines how non‐union forms of employee representation impact on employee attitudes to unionisation. Through an analysis of union derecognition and the introduction of an employee council in an aerospace plant, it explores a number of factors that may be important in both sustaining and undermining support for trade unions.     

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.     

Trade union activism: The characteristics associated with becoming and remaining a shop steward

The paper investigates the motivation and experiences of shop steward office holders in a general union in the Republic of Ireland. Two approaches examining the differences between office-holders and non-office-holders are explored, one that is predominantly concerned with the variation in psychological and personal characteristics, needs, and attitudes of individuals, and a second that emphasizes the importance of social processes in the workplace. The results of the research suggest that the former approach provides only a partial explanation of the differences. Results indicate that where there are differences between office-holders and non-office-holders it is a result of union-related attitudes and values, which are in turn affected by a number of independent variables. Such salient factors as the existing shop steward organization in the workplace, the attitude of management to trade unions, the level of support from union members, and the union organization were also found to be important aspects which encourage or discourage potential candidates for the shop steward position. The level of satisfaction in the position expressed by a majority of the stewards and the stability of tenure would seem to indicate the existence of a supportive union organization and favorable management attitudes.     

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.     

Political attitudes,participation and union membership in the UK

Unionisation continues to decline in the UK. This paper examines the changes over time in the relationship between politics and union membership, and it is based on European Social Survey data from 2002 to 2018. Political attitudes have been analysed by considering the interest in politics and ideological orientation according to self-placement on the left–right scale, and behaviour looking at political participation. Political orientation (being left-wing) and political participation are determinants of union membership. However, in the UK, a centrist political orientation prevails, and political participation is low. The relationship between political attitudes, behaviour and unionisation over time has been stable.     

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.     

Collective organisation in small‐ and medium‐sized enterprises – an application of mobilisation theory

This article draws on mobilisation theory to explain the presence and absence of collective organisation in small‐ and medium‐sized enterprises (SMEs). The analysis is based upon case studies of 11 UK SMEs reflecting variation in respect of employment size, industry sector, workforce composition, ownership and product/service market characteristics. It suggests that recently introduced statutory trade union recognition legislation and increased formalisation within some larger SMEs may provide the conditions for unionisation, although the presence and role of ‘key activists’ with union histories is critical to the process of gaining recognition and sustaining organisation. The nature of social relations in micro and small firms, however, inhibits the articulation of injustice. This is not least because the framing of grievances is a high‐risk strategy with a potential to shatter the informal social relationships upon which work is based, and this inhibits the identification of collective interests.     

Unions fit for young workers?

If trade unions are to reverse the membership decline sustained since 1979, more young workers must be recruited. This paper examines the views of young workers towards trade unions by reference to survey data. It argues that there is little evidence of a ‘Thatcher’s children’ effect in which principled opposition to trade unionism is widespread. Instead the paper shows that shifts in the labour market, the effects of employer resistance to trade unionism and union inefficiencies have a marked effect on the unionisation of young workers.     

Human resource management,union voice and the use of discipline: an analysis of WIRS3

Three outcomes of personnel practice (rates of discipline, quitting and absence) are analysed. There was no firm association with measures of practices associated with Human Resource Management. By contrast, unionisation was strongly associated with the low use of discipline and low quit rates: union ‘voice’ remains influential in the 1990s.     

Trade Union Decline and the Distribution of Wages in the UK: Evidence from Kernel Density Estimation

This paper assesses the impact of changes in union density on the male structure in the UK over the 1980s. Using four separate data sets, we estimate the kernel density of hourly wages for men. Counterfactual densities are then generated to predict how the distribution of wages has changed over time because of the decline in union membership. We find that approximately 20 percent of the increase in the variance of log wages over the period can be attributed to changes in unionisation. The effect is particularly strong in the latter part of the period. We also present disaggregated estimates of the impact of declining unionisation. Our results are robuts across all the data sets we examine and similar results are obtained if union coverage is used rather than union membership.     

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.     

Earnings-related unemployment benefits and unemployment

We show that a stronger earnings relationship of unemployment compensation reduces wages and increases employment in an economy in which wages are determined by a trade union that maximises the rent from unionisation. The opposite result applies for a utilitarian union. Using manufacturing and non-manufacturing data for 16 OECD countries, estimates suggest that a 10% increase in the earnings relationship is associated with a 1.9% fall in manufacturing wages, a 0.6% reduction in non-manufacturing wages and a 7.3% reduction in unemployment.     

A trade union model with endogenous militancy: interpreting the French case

This paper aims to provide a simple trade union model which highlights some of the distinctive institutional features of French unionism. The model focuses on the determinants of militancy and membership in a frictionless economy. It brings into the picture three types of agents and their specific behaviour: firms accept to pay a premium in order to avoid strikes, individuals participate in the union in order to maximise their expected income and union leadership seeks to maximise his/her net personal gain. By adapting militancy—broadly defined as hard stance during the annual wage bargaining—the union leader may achieve a unionisation rate consistent with his/her own objectives. It is shown that a non-Walrasian labour market equilibrium exists wherein real wages, employment, union size and militancy are jointly determined. In comparative statics, the model predicts a negative relationship between militancy and membership; recent evolutions of the main French union confederations tend to support this conclusion.     

Achieving a new equilibrium? The stability of cooperative employer–union relationships

The current popularity of ‘partnership’ in workplace industrial relations raises the question of the durability of such arrangements. This article investigates the stability of cooperative employer–union relationships by means of case studies. It analyses perceptions of the experience of negotiation and consultation. Continuing net benefits are reported both by managers and by union representatives in workplaces where cooperative relationships are robust. The benefits come primarily from the informal consultative processes and levels of trust that are engendered. Nonetheless, parties to the relationship, however robust they were, faced substantial challenges to their efforts to diffuse and sustain cooperative working. It is concluded that cooperative relationships are likely to be stable where employers wish to maintain an independent employee voice, especially where workplace union density remains relatively high.     

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.     

‘Everybody's talking at me’: the dynamics of information disclosure and consultation in high‐skill workplaces in the UK

This article examines the dynamics of direct and indirect consultation processes in three high‐skill work establishments in the UK. Drawing on a mix of case study survey and interview data, it analyses the experiences and attitudes of predominantly well‐qualified professional employees. Adopting the concept of ‘embeddedness’ of employee consultation at the workplace level, we find that despite considerable breadth and depth of practice, many employees remain dissatisfied with the extent of their individual and collective influence over management decision‐making processes. Four underlying contributory factors are presented: extant hierarchical and bureaucratic management styles, the negative impact of work overload, the individualisation of consultation through computerisation, and the weakness of cooperative forms of union engagement.     

Workplace values and beliefs: an empirical study of ideology,high commitment management and unionisation

This study is unique in that it examines both managers' and workers' values and beliefs about employment relationships. It found that managers consider the employment relationship in their own workplaces unitarist rather than pluralist, but have mixed ideologies when considering society as a whole. Workers are strongly pluralist when considering society as a whole, but their workplace ideology is somewhat unitarist. A modest union impact on workers' perspectives is found, but little evidence to suggest union's effect commitment to the employing organization. Workers' commitment is to personal careers first and the organization second, while managers put the organization ahead of personal careers. Correlations exist between unitary views of the employment relationship, increased High Commitment Management (HCM) practices, and high levels of commitment. The purpose and contribution of this study is that it reports an assessment of the relation between workplace attitudes and beliefs and the efficacy and influence of management and union initiatives designed to impact them.     

Women at work: a case study of the insurance industry

This article reports the results of a survey of women employed in the Australian insurance industry. Three main issues are discussed: attitudes to work, experience at work and the role of the trade union in the workplace.     

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.     

Politics matter: changes in unionisation rates in rich countries, 1960–2010

We use the Institutional Characteristics of Trade Unions, Wage Setting, State Intervention and Social Pacts database to examine the changes in collective bargaining coverage and union density among 21 OECD countries over the past 50 years. The observed patterns suggest that national politics are a more important determinant of recent trends in unionisation than globalisation or technological change.