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Trade-union engendered employee trust in senior management: A case study of digitalisation 工会促成员工对高级管理层的信任:数字化案例研究
IF 1.6 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-08-31 DOI: 10.1111/irj.12445
Wen Wang, Roger Seifert

Trade unions can shape employees' positive perceptions of digital technology introduction, and thus help achieve desirable outcomes. Our understanding of why and how remains limited. This article develops the argument that employees' trust in senior management's digital competency is a central issue, and a power-sharing trade union can play an important role in mediating that relationship. We propose that workplace trade-union power enables workers to ‘trust’ the process when they know the union can collectively bargain with senior management. This reduces digitalisation-induced job insecurity, thereby engendering an engaged workforce to remain in post. This leads to our hypothesis that trade-union voice has both a stronger direct and indirect effect in reducing employees' intention to exit than direct voice (direct communication with senior leaders). Our sequential mediating model supports the hypotheses on both direct and indirect pathways using 520 valid responses to a staff survey during digitalisation from a major UK public service organisation.

工会可以塑造员工对数字技术引进的积极看法,从而帮助实现理想的结果。但我们对原因和方法的理解仍然有限。本文提出的论点是,员工对高级管理层数字能力的信任是一个核心问题,而权力共享的工会可以在调解这种关系方面发挥重要作用。我们提出,当工人知道工会可以与高级管理层进行集体谈判时,工作场所工会的力量就能使他们 "信任 "这一过程。这就减少了由数字化引发的工作不安全感,从而促使员工继续留在岗位上。由此,我们提出了这样的假设:在减少员工离职意愿方面,工会声音比直接声音(与高层领导的直接沟通)具有更强的直接和间接效果。我们的顺序中介模型利用英国一家大型公共服务机构在数字化过程中对员工调查的 520 份有效回复,支持了直接和间接途径的假设。
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引用次数: 0
Introducing sectoral bargaining in the United Kingdom: Why it makes sense and how it might be done 在英国引入部门谈判:为什么有意义以及如何实现
IF 1.6 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-08-28 DOI: 10.1111/irj.12444
Keith Sisson

This study argues that sectoral bargaining offers a flexible alternative to legal regulation in setting terms and conditions of employment, encourages participation and involvement, brings benefits to employers and improves productivity and performance. It also provides a platform for sector and cross-sector social dialogue leading to improved policymaking and better macroeconomic outcomes. A statutory framework based on Wages Council-type arrangements and Advisory, Conciliation and Arbitration Service Codes of Practice is recommended for the United Kingdom, with sectors in the ‘foundational economy’ being prioritised. Sector agreements need to be about much more than pay, though, if they are to realise their potential.

本研究认为,在确定就业条款和条件方面,部门谈判为法律监管提供了一个灵活的替代方案,鼓励参与和介入,为雇主带来利益,并提高生产力和绩效。它还为部门和跨部门的社会对话提供了一个平台,从而改善决策和宏观经济成果。建议在英国建立一个以工资委员会类型的安排和咨询、调解和仲裁服务业务守则为基础的法定框架,优先考虑 "基础经济 "部门。不过,部门协议要想实现其潜力,需要考虑的远不止薪酬问题。
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引用次数: 0
Creating a local managerial regime in global context: The case of the Bangladesh ready-made garment sector 在全球背景下创建本地管理制度:孟加拉国成衣业案例
IF 1.6 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-08-16 DOI: 10.1111/irj.12443
Sawlat Zaman, Jean Jenkins

This article analyses the strategic construction of a factory management regime as an instrument of local value extraction, set against an intensely competitive global value chain in the apparel sector. The article focuses on Bangladesh where, as elsewhere, work in ready-made garment factories is characterised by long hours, poor pay, hostility to freedom of association and the suppression of independent collective bargaining. This article presents a long-term study of the ways that managers who preside over such environments are identified, recruited and deployed. In the context of the global value chain in garments, this article shines a light on managerial regimes which squeeze labour and perpetuate inequality as part of extracting value at workplace level, in the context of a broader, internationally dispersed, industrial regime of exploitation.

本文分析了在服装行业竞争激烈的全球价值链背景下,工厂管理制度作为当地价值榨取工具的战略构建。文章以孟加拉国为研究对象,与其他地方一样,孟加拉国成衣厂的工作特点是工时长、工资低、敌视结社自由、压制独立的集体谈判。本文对在这种环境下工作的管理人员的甄选、招聘和部署方式进行了长期研究。在全球服装价值链的背景下,这篇文章揭示了在更广泛的、国际性的、分散的工业剥削制度下,作为在工作场所榨取价值的一部分,压榨劳动力和延续不平等的管理制度。
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引用次数: 0
Use it or lose it: The problem of labour underutilization among immigrant workers in Canada 要么使用,要么失去:加拿大移民工人劳动力利用不足的问题
IF 1.6 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-08-01 DOI: 10.1111/irj.12441
Rupa Banerjee, Danielle Lamb, Laura Lam

Canada is widely recognized as a desirable destination for new immigrants and all levels of governments are generally supportive of ambitious immigration targets set to help meet labour demand. Canada's immigration system is based primarily on human capital, selecting the world's most highly skilled newcomers. However, immigrants to Canada have often faced difficulty in attaining labour market outcomes commensurate with their knowledge and experience. In this analysis, we examine the paradox apparent in the Canadian immigration system—the selection criteria attract highly educated and skilled workers, yet many are not able to find employment opportunities that match their abilities—through the lens of the Labour Utilization Framework. Using data from the Canadian Labour Force Survey for the years 2006–2019 inclusive, we explore five different dimensions of skill underutilization or brain waste: involuntary part-time work, minimum wage work, unemployment, over-education (i.e., underemployment), and worker discouragement. Our results suggest that on all dimensions of labour underutilization measured in the study, immigrants are overwhelmingly at a disadvantage relative to their Canadian-born, non-Indigenous counterparts. We discuss the ethical implications of immigrant brain waste for both individuals and society and conclude by suggesting some possible policy responses to improve the utilization of immigrant talent in Canada.

加拿大被公认为新移民的理想目的地,各级政府普遍支持为帮助满足劳动力需求而制定的雄心勃勃的移民目标。加拿大的移民制度主要以人力资本为基础,选择世界上技能最高的新移民。然而,移民到加拿大后往往难以在劳动力市场上获得与其知识和经验相称的成果。在本分析中,我们通过劳动力利用框架的视角,研究了加拿大移民制度中明显存在的悖论--甄选标准吸引了高学历、高技能的工人,但许多人却无法找到与其能力相匹配的就业机会。利用 2006-2019 年加拿大劳动力调查的数据,我们探讨了技能利用不足或人才浪费的五个不同方面:非自愿兼职工作、最低工资工作、失业、过度教育(即就业不足)和工人气馁。我们的研究结果表明,在本研究测量的劳动力利用不足的所有方面,与加拿大出生的非土著同行相比,移民处于绝对劣势。我们讨论了移民人才浪费对个人和社会的道德影响,最后提出了一些可能的政策应对措施,以提高加拿大对移民人才的利用率。
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引用次数: 0
Vocational education and training: A pathway for refugees' integration in the labour market? Lessons from Syrian refugees in Tarsus, Turkey 职业教育和培训:难民融入劳动力市场的途径?土耳其塔尔苏斯叙利亚难民的经验教训
IF 1.6 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-08-01 DOI: 10.1111/irj.12442
Vildan Tasli-Karabulut, Merve Sancak

Vocational education and training (VET) has been promoted as a key strategy for refugees' integration into the labour markets of their host societies, with the expectation that it would provide refugees the skills that are necessary to access better employment in their host countries. Nevertheless, evidence from both high-income and middle-income countries (MICs) shows that refugees predominantly work in labour-intensive jobs under precarious conditions, and, VET has not always been an effective instrument to improve refugees' employment conditions. This article aims to understand the reasons behind this situation. It studies the multiplicity of factors influencing the viability of VET for refugees' labour market integration, focusing on Syrian refugees in Tarsus, Turkey, a MIC currently hosting the largest number of refugees worldwide. It shows that the top-down, supply focused VET programmes may have limited effectiveness in promoting better employment for refugees if the designers and implementers of these programmes do not fully consider the local context and the refugees' specific realities.

职业教育与培训(VET)一直被作为难民融入东道国社会劳动力市场的一项重要战略加以推广,期望它能为难民提供在东道国获得更好就业所需的技能。然而,来自高收入国家和中等收入国家(MICs)的证据表明,难民主要从事劳动密集型工作,工作条件不稳定,而且职业教育与培训并不总是改善难民就业条件的有效工具。本文旨在了解这种情况背后的原因。文章以土耳其塔尔苏斯的叙利亚难民为研究对象,研究了影响职业教育与培训对难民融入劳动力市场的可行性的多种因素。研究表明,如果职业教育与培训计划的设计者和实施者没有充分考虑当地情况和难民的具体现实,那么自上而下、以供应为重点的职业教育与培训计划在促进难民更好就业方面的效果可能有限。
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引用次数: 0
Did employers abandon collective bargaining? A comparative analysis of the weakening of collective bargaining in the OECD 雇主放弃集体谈判了吗?经合组织集体谈判削弱的比较分析
IF 1.6 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-06-27 DOI: 10.1111/irj.12439
Jelle Visser

The paper takes up two questions. Do we observe, universally in the advanced capitalist world, the weakening of collective bargaining? Have employers everywhere and always tried to achieve this outcome and abandoned structures and policies that sustain collective bargaining? For answering the first question, the paper proposes three indicators—bargaining coverage, centralisation and control, measuring the incidence of collective agreements across workers and workplaces, the degree to which these agreements are bound by rules set by agents at higher levels, and whether these rules are enforced. For answering the second question the paper proposes a model that considers the relative strength of organised labour versus capital, the coordinating capacities of employers and the inheritance of past investments in collective bargaining. The analysis covers 32 Member States of the OECD with annual data on unions, employers and collective bargaining from 1980 to 2019.

本文探讨了两个问题。在发达资本主义世界,我们是否普遍看到集体谈判正在削弱?各地的雇主是否总是试图实现这一结果,并放弃维持集体谈判的结构和政策?为回答第一个问题,本文提出了三个指标--谈判的覆盖面、集中化和控制力,用以衡量集体协议在工人和工作场所中的发生率、这些协议受上级机构制定的规则约束的程度以及这些规则是否得到执行。为回答第二个问题,本文提出了一个模型,该模型考虑了有组织劳工与资本的相对实力、雇主的协调能力以及过去在集体谈判方面的投资的继承性。分析涵盖经合组织的 32 个成员国,并提供了 1980 年至 2019 年有关工会、雇主和集体谈判的年度数据。
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引用次数: 0
The fallible manager: The critique of management within pluralist industrial relations 容易犯错的管理者:多元劳资关系中的管理批判
IF 1.6 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-06-06 DOI: 10.1111/irj.12438
Edmund Heery

This article uses the work of Willy Brown, John Purcell, Linda Dickens, and Keith Sisson to identify the critique of management within pluralist industrial relations. The notion of the ‘fallible manager’ captures the essence of this critique. Within the pluralist tradition, fallible managers are identified as the source of industrial relations problems and are also deemed incapable of reversing the harms they cause in the absence of supportive state intervention. While managers are deemed fallible in the pluralist tradition, however, management typically is not regarded as illegitimate and in a reformed institutional context is capable of managing for the common good, to generate ‘shared value.’

本文利用威利-布朗(Willy Brown)、约翰-珀塞尔(John Purcell)、琳达-狄更斯(Linda Dickens)和基思-西森(Keith Sisson)的研究成果来确定多元化劳资关系中的管理批判。易犯错误的管理者 "这一概念抓住了这一批判的本质。在多元主义传统中,易犯错误的管理者被认为是劳资关系问题的根源,并且在没有国家支持性干预的情况下,也被认为没有能力扭转他们造成的伤害。虽然在多元主义传统中,管理者被认为是不可靠的,但管理者通常并不被认为是非法的,在改革后的制度背景下,管理者有能力为共同利益而管理,以创造 "共享价值"。
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引用次数: 0
A multi-organ map of the human immune system across age, sex and ethnicity. 跨年龄、性别和种族的人体免疫系统多器官图谱。
Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-04-29 DOI: 10.1101/2023.06.08.542671
S Mangiola, M Milton, N Ranathunga, Csn Li-Wai-Suen, A Odainic, E Yang, W Hutchison, A Garnham, J Iskander, B Pal, V Yadav, Jfj Rossello, V J Carey, M Morgan, S Bedoui, A Kallies, A T Papenfuss

Understanding tissue biology's heterogeneity is crucial for advancing precision medicine. Despite the centrality of the immune system in tissue homeostasis, a detailed and comprehensive map of immune cell distribution and interactions across human tissues and demographics remains elusive. To fill this gap, we harmonised data from 12,981 single-cell RNA sequencing samples and curated 29 million cells from 45 anatomical sites to create a comprehensive compositional and transcriptional healthy map of the healthy immune system. We used this resource and a novel multilevel modelling approach to track immune ageing and test differences across sex and ethnicity. We uncovered conserved and tissue-specific immune-ageing programs, resolved sex-dependent differential ageing and identified ethnic diversity in clinically critical immune checkpoints. This study provides a quantitative baseline of the immune system, facilitating advances in precision medicine. By sharing our immune map, we hope to catalyse further breakthroughs in cancer, infectious disease, immunology and precision medicine.

了解组织生物学的异质性对于推进精准医疗至关重要。尽管免疫系统在组织稳态中起着核心作用,但关于免疫细胞在人体组织和人口统计学中的分布和相互作用的详细而全面的图谱仍未出现。为了填补这一空白,我们协调了来自 12981 个单细胞 RNA 测序样本的数据,并对来自 45 个解剖部位的 2900 万个细胞进行了整理,从而绘制出了健康免疫系统的全面组成和转录健康图谱。我们利用这一资源和新颖的多层次建模方法来跟踪免疫老化,并测试不同性别和种族的差异。我们发现了保守和组织特异性免疫老化程序,解决了性别依赖性差异老化问题,并确定了临床关键免疫检查点的种族多样性。这项研究提供了免疫系统的定量基线,促进了精准医学的发展。通过分享我们的免疫图谱,我们希望在癌症、传染病、免疫学和精准医学领域取得更多突破。
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引用次数: 0
Dancing at the crossroads: Lessons from Ireland on collective labour law reform 在十字路口起舞:爱尔兰集体劳动法改革的经验教训
IF 1.6 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-03-25 DOI: 10.1111/irj.12430
Alan Eustace

The past 20 years were convulsive for industrial relations in Ireland: from boom to bust and back again, with the Financial Crisis killing off national bargaining; the Supreme Court first undermining sectoral bargaining, then shifting back in favour of it; and of course, the Covid-19 pandemic generating an overhaul of working conditions across society. All along, widespread industrial unrest has been notable by its absence. Long-term decline in Irish trade union density continues, despite recent research showing significant popular support for trade unions, particularly among young workers. Now, the obligation to transpose the Directive on Adequate Minimum Wages has brought Ireland to a crossroads in collective labour law and industrial relations reform. How Ireland has responded to these pressures, internal and external, holds lessons for other jurisdictions, of which this article highlights three: a commitment to pragmatic adaptation over principled coherence makes measuring the success of any reform project difficult; different methods of reform enjoy varying levels of legitimacy; and disjunction between different levels of bargaining generates pressure on the system, including risks to the legitimacy of the system itself and the actors within it—particularly beleaguered trade unions.

过去 20 年对爱尔兰的劳资关系来说是惊心动魄的 20 年:从繁荣到萧条,再从萧条到繁荣,金融危机扼杀了全国性的谈判;最高法院先是破坏了部门谈判,然后又转而支持部门谈判;当然,科维德-19 大流行病引发了全社会对工作条件的彻底改革。一直以来,爱尔兰都没有发生过大规模的工业骚乱。尽管最近的研究表明工会深受民众支持,特别是在年轻工人中,但爱尔兰工会密度的长期下降仍在继续。现在,转换《适当最低工资指令》的义务将爱尔兰带到了集体劳动法和劳资关系改革的十字路口。爱尔兰是如何应对这些内部和外部压力的,这为其他司法管辖区提供了经验教训,本文重点介绍了其中的三点:致力于务实的适应性而非原则性的一致性,使得衡量任何改革项目的成功与否变得困难;不同的改革方法享有不同程度的合法性;不同层次的谈判之间的脱节对系统产生了压力,包括对系统本身和系统内行为者--尤其是陷入困境的工会--的合法性的风险。
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引用次数: 0
Differing industrial relations: The public and the private sector in Germany 不同的劳资关系:德国的公共部门和私营部门
IF 1.6 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-03-14 DOI: 10.1111/irj.12429
Werner Schmidt, Andrea Müller

This article argues that industrial relations (IR) in the German public sector are not just a replica of private sector IR. It suggests that neither the structures, nor the outcomes can be sufficiently explained by derivation from private sector IR processes. Primarily, the specifics and developments of the public sector explain public sector IR. It is of fundamental importance whether trade unions operate in a profit-driven market environment or a publicly financed environment that is under public control. Differences between the public and the private sector result not least in the distinct relevance and meanings of trade union power resources. This influences the ways in which industrial action in the private and the public sector works and is relevant for trade union strategies.

本文认为,德国公共部门的劳资关系并不仅仅是私营部门劳资关系的翻版。文章认为,无论是其结构还是其结果,都不能从私营部门的劳资关系过程中得到充分的解释。公共部门的具体情况和发展情况才是公共部门内部关系的主要原因。工会是在利润驱动的市场环境中运作,还是在公共控制下的公共财政环境中运作,这一点至关重要。公共部门与私营部门之间的差异主要体现在工会权力资源的不同相关性和意义上。这影响了私营和公共部门工业行动的运作方式,并与工会战略相关。
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引用次数: 0
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INDUSTRIAL RELATIONS JOURNAL
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