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.     

Trade union mergers and competition in British banking

This article examines union merger discussions in the clearing banks in relation to the model developed by Undy et al. ‘Emphasising the importance of ideological differences and the proposed distribution of power in the negotiations, it argues more stress be placed on internal political factors in explaining merger patterns.     

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.     

The measurement of trade union membership in Ireland and the UK

The interwoven history and development of unions in the UK and Ireland has produced statistics which cause acute problems of comparability. Here the author attempts to clarify the situation with discussion of information sources available on unions and their membership in the two countries.     

Sources of variation in trade union membership across the UK: the case of Wales

This article deals with issues relating to trade union density and the fact that while over the past 30 years, union densities have followed a declining path in all regions, this retreat was not uniform across space. Analysis of the Labour Force Survey reveals that Wales exhibits among the highest levels of union density in the UK. The reasons for this are examined through statistical analysis, historical analysis and interview data. These analyses reveal that there appear to be intrinsic differences in the nature of workplace representation in Wales; one linked to a particular style of trade unionism supported by the authority of a devolved state that continue to contribute to higher levels of membership.     

Trade union membership trends in seven Western European countries 1950—1968

Post-War trade union membership developments have received relatively little academic attention, in view of the importance attributed to trades union organization in the collective bargaining system, in the social, political and economic fields, in the relationships between organized labour and governments and, in particular, in the efforts to devise institutional arrangements suitable for dealing with wage-price inflation. Union membership levels, the effective power of central federations and some of their individual affiliates, shifts in membership and the often concomitant changes in the political status of a union or unions and the degree of organization of a nation's labour force—are all important aspects of the potential role of trade union movements within the socio-economic and political life of a nation. The objects of this paper are to examine membership levels and changes, density of organization, membership concentration and the membership experiences of the six largest unions within the trades union movements of Austria, Denmark, Germany (Federal Republic), Norway, Sweden, Switzerland and the United Kingdom over the postwar period.     

The importance of national institutional arrangements: the case of trade union membership and unemployment

In some EU countries the trade unions are centrally involved in the administration and distribution of unemployment benefits. This institutional relationship is held to play an important role in accounting for the relatively high level of union density in the countries concerned. However, there has been very little systematic, empirical research designed to demonstrate this alleged effect. This paper analyses a large-scale body of survey data for all the EU countries in 1993 to test for this effect, with the results strongly confirming the role and strength of this institutional relationship.     

Wage bargaining,union membership,and the organization of unemployment insurance

The paper offers a theoretical analysis of a labor market institution known as the Gent system, which is a system where unions run unemployment insurance (UI) through government-subsidized UI funds. This system is practiced in four Nordic countries with comparatively very high unionization rates. The analysis shows that the Gent system is more conducive to unionization than a compulsory UI system if the Gent system is heavily subsidized by the government or if workers are strongly risk averse. Moreover, a rise in the share of benefits financed by union members is likely to reduce wages as well as union membership.     

British trade union membership,density and decline in the 1980s: a research note

This article is concerned with British trade union membership statistics. It provides three different estimates of trade union density and considers their meaning and significance. It also assesses the reliability of union membership figures, and finally it provides fresh data on the unemployed membership of trade unions.     

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.     

Job regulation and the managerial challenge to trade unions: evidence from two union membership surveys

Data from a survey of union activists in twelve unions, and from a survey of members of the Communication Workers Union, are used to argue that changes in labour management and work organisation do not provide scope for social partnership at work, but do represent new difficulties for collective representation.     

Explaining union membership of temporary workers in Spain: the role of local representatives and workers’ participative potential

It has been widely assumed that type-of-contract segmentation represents a strong structural constraint on trade union growth. The analysis of a sample of the Spanish workforce shows, however, that the effect of contract type on union membership is not statistically significant once the availability and performance of local union representatives are introduced in the explanatory model. Additionally, the worker’s participative potential, as indicated by his/her social and political capital, is also found to be a major explanatory factor. These findings are placed in comparative perspective and discussed in relation to possible union revitalisation strategies.     

Non‐union employee representation: exploring the riddle of managerial strategy

Utilising case‐study research in two organisations this article considers the strategy underpinning managerially imposed systems of non‐union employee representation. Drawing on Dundon and Gollan's ‘sensitising framework’, an interplay of external factors and internal dynamics is seen to prompt objectives that are both defensive (union avoidance) and proactive in nature (e.g. the legitimisation of change). The article suggests that such goals represent ‘rival logics of action’, the tensions unleashed being ultimately reflected in the ineffective functioning of the institutions under review.     

Organising non‐standard workers: union recruitment in the Irish care sector

In 2004, Ireland's largest union initiated its most comprehensive organising campaign to date, resulting in 12,000 care workers being organised. This article explores how unions can sustain campaigns among a dispersed workforce, and how public support and worker commitment can be leveraged to achieve structural changes in an emerging sector.     

The role of leadership in successful international mergers and acquisitions: Why Renault‐Nissan succeeded and DaimlerChrysler‐Mitsubishi failed

This article compares and contrasts the Renault‐Nissan and DaimlerChrysler‐Mitsubishi mergers to consider the relative and combined effects of national and organizational culture on the performance of Nissan and Mitsubishi. It also examines the reasons why the Renault‐Nissan merger was successful and the DaimlerChrysler‐Mitsubishi merger failed. It finds that Japanese national culture influenced organizational culture and HRM practices, which created organizations that had no sense of urgency, profit orientation, or accountability and led to poor market and financial performance. It also finds that leadership was a major factor impacting on the success of the turnaround efforts of these two organizations. These findings have implications for leaders and human resource management practitioners engaged in international business and are of particular relevance to Western organizations working with organizations in high‐context countries with a collectivist rather than individualist orientation. © 2012 Wiley Periodicals, Inc.     

The resurgence of national‐level bargaining: union strategies in Spain

Spain has witnessed an oscillating pattern of bargaining in which national‐level agreements were first present, then declined, and have since resurfaced. While economic pressures may have motivated changing union responses, the specifics of the bargaining patterns can be better understood if domestic institutions are included in an explanation of union strategies.     

Trade union cross‐border alliances within MNCs: disentangling union dynamics at the local,national and international levels

This study identifies three types of workplace union strategy in the development of cross‐border relations within North American and European multinational companies: defensive isolation, risk reduction and proactive solidarity. Qualitative case studies of MNCs with operations in Canada and Mexico indicate that the nature and intensity of participation in cross‐border trade union alliances are shaped by the union dynamic at the local, national and international levels. A combination of greater workplace union power resources, notably discursive capacity, and of strong supportive approach of the national union, notably dedicated resources and space for bottom‐up initiatives, contributes to proactive solidarity strategies towards international union networks. The absence of these factors is associated with risk reduction and defensive isolation strategies.     

Employee representation and partnership in the non‐union sector: a paradox of intention?

Non‐union forms of employee representation have become increasingly prominent in UK workplaces in the last 15 years. In addition, partnership working has been encouraged by New Labour, the Chartered Institute of Personnel and Development, the Confederation of British Industry and the TUC as a route to higher commitment and higher individual and organisational performance. These trends have been further encouraged by recent European Union legislation. This article seeks to examine the implied linkages between non‐union employee representative mechanisms and partnership working and their influence on the effectiveness of employee voice as a conduit of high performance. The article is based on a case study organisation from within the UK finance sector, and data are drawn from semi‐structured interviews with managers and staff and a survey of employee attitudes. The article concludes that employers’ attempts to utilise a non‐union partnership framework for organisational gain are severely constrained by structural limitations on effective employee voice.