Estimating the Wage Premium of Collective Wage Contracts: Evidence from Longitudinal Linked Employer–Employee Data

Using a large‐scale linked employer–employee dataset from western Germany, this paper presents new evidence on the wage premium of collective bargaining contracts. In contrast to previous studies, we seek to assess the extent to which differences in wages between workers in covered and uncovered firms arise from the nonrandom selection of workers and firms into collective bargaining coverage. By measuring the relative wage changes of workers employed in firms that change contract status, we obtain estimates that depart considerably from previous results relying on cross‐sectional data. Results from analyzing separate transitions show that leaving industry‐level contracts is associated with subsequent wage losses. However, the results from a trend‐adjusted difference‐in‐difference approach indicate that particularly the transitions to no coverage appear to be associated with negative shocks. Overall, our findings provide no evidence of a “true” wage effect of leaving wage bargaining, once we account for differences in pretransition wage growth.     

We Want Them All Covered! Collective Bargaining and Firm Heterogeneity: Theory and Evidence from Germany

This article establishes a link between the degree of productivity dispersion within an industry and collective bargaining coverage of the firms in the industry. In a stylized unionized oligopoly model, we show that differences in productivity levels can affect the design of collective wage contracts a sector‐union offers to heterogeneous firms. Using German linked employer–employee data, we test a range of our theoretical hypotheses and find empirical support for them. The dispersion of sector‐level labour productivity decreases the likelihood of firms being covered by a collective bargaining agreement on the industry level, but increases the likelihood of firms being covered by firm‐level agreements. The results hold for different subsamples and (panel) estimation techniques.     

Inter‐Firm Training Co‐ordination in Britain

This paper examines employer co‐operation in the provision of training. Such collective action has a long history in Britain, but has varied over time in extent and strength. It exists in a strong form in the German‐speaking countries, where employers’ organizations and chambers of commerce are a fundamental part of the training system. On the basis of new data, we argue that this form of training is important in the UK and has a positive effect on the quantity and quality of training. Case studies are presented on several examples of collective action — a local chamber of commerce, an industry‐wide employers’ organization, a group training association, a network of firms in a large company’s supply chain and a local consortium of big employers. Although such forms of organization have much to commend them, in the UK coverage is uneven and stability is fragile.     

Competing capitalisms: capital investment in American,German, and Japanese firms

This study explains one way the home country institutional environment causes strategy differences across firms from different countries. It contrasts the investment conduct of American, German, and Japanese firms in the 10 largest manufacturing industries. We find profound national differences among these firms that are stable across industries. These differing conducts are tied to the institutional environments of the home market. The shareholder firms of the United States make investments primarily in response to expected investment returns, measured by Tobin’s Q ratio. The coalitional firms of Germany and Japan make investments primarily in response to the availability of internal finance, measured by operating cash flow. Copyright © 1999 John Wiley & Sons, Ltd.     

Initial Responses to the Statutory Recognition Provisions of the Employment Relations Act 1999

We report how trade unions and employers initially reacted to the introduction of the statutory recognition procedure in the Employment Relations Act 1999 (ERA). Interview data indicate that the ERA and the drift of EU influence have acted to shift employer attitudes towards greater approval of unions and have accelerated the rate at which employers are redesigning their relationships with unions. Although they are restricting unions’ influence over traditional issues such as pay‐setting, employers are increasingly seeking their assistance in implementing organizational changes. We explore the impact of these developments on union activity and on collective representation more broadly.     

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.     

Institutions Matter: Union Solidarity in Hungary and East Germany

This study examines the extent of union solidarity in two post-communist countries, Hungary and east Germany. It tests the hypothesis that post-communist union members are sceptical and unsupportive of their new interest representation owing to a legacy of disappointing experiences with their former communist unions. A survey of the union members, the first of its kind, in the Hungarian and east German clothing industry revealed strong differences between members' attitudes in both countries: east Germans were highly committed and supportive of their new union and works councils, whereas Hungarians lacked support for their institutions. The study points to the complexities of former and current attitudes and rejects the generic use of a communist legacy thesis. Instead, it links members' attitudes to the different institutional context of interest representation in the two countries. It argues that the dual system of interest representation in Germany facilitates members' trust in their new institutions, whereas the decentralized, overlapping institutions on Hungarian shop-floors impede union solidarity.     

Inequality and Union Membership: The Influence of Relative Earnings and Inequality Attitudes

Using surveys from the International Social Survey Programme covering the period 1985–2002 for seven European countries (West and East Germany, Sweden, Norway, Italy, the Netherlands and Great Britain), we examine the effect of relative earnings on union membership and show that union density is higher among workers in the intermediate earnings group than among low or high earners. Next, we examine the association of inequality attitudes with union membership and demonstrate that union membership is not only motivated by instrumental considerations related to relative earnings, but also by normative concerns about inequality. We interpret our findings suggesting that rising earnings inequality is in itself a source of union decline.     

Minimum Wages,Employer‐Provided Health Insurance,and the Non‐discrimination Law

This article exploits cross‐state variation in minimum wages to investigate the impact of minimum wage changes on employer‐provided health insurance. In contrast to the existing empirical literature, this article considers an environment where some firms are constrained by non‐discrimination laws that govern the provision of health insurance. For these firms, minimum wage changes do not reduce the probability that workers will receive employer‐provided health insurance. For firms not covered by the non‐discrimination law, and free to tailor their fringe benefits, low‐skilled workers experience a disproportionate reduction in the availability and generosity of health insurance after a minimum wage increase.     

Sharp Teeth or Empty Mouths? European Institutional Diversity and the Sector‐Level Minimum Wage Bite

The article explores the link between different institutional features of minimum wage systems and the minimum wage bite. We notably address the striking absence of studies on sectoral‐level minima and exploit unique data covering 17 European countries and information from more than 1,100 collective bargaining agreements. Results provide evidence for a neglected trade‐off: systems with bargained sectoral‐level minima are associated with higher Kaitz indices than systems with statutory floors, but also with more individuals actually paid below prevailing minima. Higher collective bargaining coverage can, to some extent, reduce this trade‐off between sharp teeth (high wage floors) and empty mouths (non‐compliance/non‐coverage).     

When Do Companies Train Low-Skilled Workers? The Role of Institutional Arrangements at the Company and Sectoral Level

The article investigates how institutional arrangements at the organizational and sectoral level affect the likelihood and size of employer investments in continuing training for low-skilled workers in Germany. By building on comparative political economy and organizational theory, hypotheses are derived and tested. Regression analysis based on the IAB Establishment Survey (waves 2011 and 2013) shows evidence that the training participation of low-skilled workers is related to institutional differences between sectors and organizations. At the organizational level, structures of employee representation and formalized HR policies are positively associated with higher rates of training participation among low-skilled workers. Moreover, there is evidence that low-skilled workers benefit in organizational clusters that are characterized by structures of employee representation, formalized HR practices, and bargaining coverage. At the sectoral level, this study finds evidence that low-skilled workers in the health care and manufacturing sector are more likely to receive continuing training.     

Varieties of export-oriented entrepreneurship in Asia

This paper explores differences in the proportion of export-oriented early-stage entrepreneurial activity in 12 Asian countries. Drawing on varieties of capitalism theory, we find that Asian countries with high quality institutions are more likely to have higher proportions of young export-oriented firms. However, analysis on a 51 country data set indicates that Asian countries have significantly fewer young export-oriented firms than do non-Asian countries. Furthermore, the multi-country study reveals that countries with higher proportions of export-oriented entrepreneurial activity tend to have flexible industrial relations, high quality vocational training, and confrontational labor–employer relations, however the proportion of export-oriented new ventures is not related to the quality of corporate governance and inter-firm relations.

Wage Cyclicality Under Different Regimes of Industrial Relations

We analyze the effect of collective wage agreements and of works councils on the cyclicality of real wages. Using employer–employee data for western Germany (1995–2004), we find that wage adjustments to positive and negative shocks are generally not symmetric. Wage growth increases in all industrial relations regimes when unemployment is falling, but this inverse relationship is weaker when unemployment is rising. Moreover, in plants with individual‐level bargaining, wages do not adjust at all to rising unemployment. Works councils increase wage growth only in firms covered by sectoral agreements, but they do not affect the cyclicality of wages.     

Letter From the Editor

This paper compares the United States depreciation rules, corporate income tax rates, and investment tax credits with the seven countries that have the highest direct investment from the U.S. These countries are Australia, Canada. France, Germany, Japan, the Netherlands, and the United Kingdom. For illustrative purposes, two comparative examples for computer systems and manufacturing equipment are included.     

Cross-national adoption of private food quality standards

Retailer initiated food quality standards are important elements to market food and agricultural products. However, farmers’ certification proceeds at an unequal speed worldwide with some countries representing a large number of certified producers and others representing very few, if any. This study aims at analysing the adoption of two private food standards, BRC Food Technical Standard and GlobalGAP, at an aggregated cross-country level using data of 2007. Negative binomial models are applied to quantify the determinants of standards’ spread at an aggregated level. The results of the econometric analysis reveal some (potential) barriers for farms and firms in developing countries to access this type of organisational innovation. Certificates of both standards seem to be issued more likely in countries with established trade relations with Germany, the Netherlands and the United Kingdom, home countries of the standards. Furthermore, larger countries and countries with better institutional quality host more certified firms. Finally, a country’s level of economic development displays a clear non-monotonic relationship to the number of certified enterprises. Although no evidence for a general exclusion of developing countries can be found, the main implication of this paper is that third-party certification for export purposes seems to reinforce already existing trade relations, potentially hampering new entrants.     

Pioneering advantages in manufacturing and service industries: empirical evidence from nine countries

Although one might expect differences between manufacturing and service firms in pioneering advantages, the extent of these differences has not yet been investigated. This is the first cross‐national study that compares such differences in nine countries/regions: the United States, the United Kingdom, Germany, Japan, China, Taiwan, Hong Kong, South Korea, and Singapore. We develop several hypotheses concerning the perceptions of managers of manufacturing firms and service firms regarding the benefits and post‐entry risks of pioneering, and the cost and differentiation advantages accruing to the pioneering firm. We test the hypotheses with data from 2,419 firms representing all nine countries and both industrial sectors. We find that: (1) managers from all countries perceive pioneering to be associated with higher market share and/or profitability; (2) manufacturing firm managers perceive pioneering risks to be significantly more important than do service firm managers; (3) cost and differentiation advantages of pioneering are, for the most part, more significant to manufacturing than to service firm managers; (4) Western manufacturing firm managers perceive the cost advantages to be more important than Asian Pacific manufacturing firm managers. We conclude by presenting the managerial implications of our findings. Copyright © 1999 John Wiley & Sons, Ltd.     

What Role Do Acquisitions Play in Asian Firms' Global Strategies? Evidence from the Medical Sector, 1978–1995

This study compares the use of acquisitions by Asian, European, and North American firms operating in the U.S. medical sector between 1978 and 1995. We examine the incidence of acquisitions, the relative emphasis that acquirers place on resource deepening and resource extension, and the post-acquisition retention of acquired resources. We find substantial similarity in the asset-seeking role of acquisitions for medical sector firms from different continents, coupled with intriguing differences concerning what we refer to as asset keeping. The results suggest that there are many common causal factors that underlie the strategies of firms from different regions, but that some regional differences remain.     

Firm Survival in the Netherlands

The purpose of this paper is to examine whether the dynamics of industrial organization differ in the Netherlands from what has emerged as a Stylized Fact in other countries. Because the Netherlands has pursued a unique set of institutions and policies comprising what has become known as the Polder Model, the factors leading to firm failure may systematically differ from those in other countries. We address this question using a longitudinal database from Statistics Netherlands (CBS) that identifies over two thousand firms in manufacturing and then tracks their performance over time.     

Is the Erosion Thesis Overblown? Alignment from Without in Germany

It is sometimes alleged that collective bargaining coverage in Germany is understated because uncovered firms “orient” themselves toward sectoral agreements. In fact, although orientation has grown as sectoral bargaining has declined, their joint frequency has fallen. Further, where orientation occurs at firms that leave a sectoral agreement, it provides only partial compensation. The small deficits involved, in conjunction with some indirect evidence on joiners, suggest some modest attenuation of the undoubted decline in collective bargaining.     

Gender Differences in Sorting

In this paper, we investigate gender differences in workers’ career development within and outside the firm to explain the existence of gender wage gaps. Using Danish employer–employee matched data, we find that good female workers are more likely to move to better firms than men but are less likely to be promoted. Furthermore, these differences in career advancement widen after the first child is born. Our findings suggest that career impediments in certain firms cause the most productive female workers to seek better jobs in firms in which there is less gender bias.