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Covid-19 and the work of trade unions: Adaptation, transition and renewal 新冠肺炎-19与工会工作:适应、过渡和复兴
IF 1.4 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2023-02-18 DOI: 10.1111/irj.12395
Tom Hunt, Heather Connolly

Trade unions face long-term challenges including declining memberships that threaten their influence. COVID-19 created new challenges and possibilities for renewal. This article presents findings from a study conducted during the pandemic, comprising a large survey and interviews that investigated how unions adapted to the changes to working life they and their members faced. Evidence from UK unions shows unions rapidly changing how they worked, particularly in adopting and investing in new technologies. COVID-19 became a trigger for adaptation for unions which helped to meet the challenges created by the pandemic and demonstrated unions' creative ability to adapt and maintain relevance. The article contributes new insights about union renewal and argues that renewal should be understood as a continuous and evolving process of adaptation and transition, shaped as much by internal strategy as external shocks. It argues that confidence within unions about their ability to reform is important for understanding renewal.

工会面临着长期的挑战,包括会员人数下降,这威胁到工会的影响力。新冠肺炎疫情为振兴创造了新的挑战和可能性。本文介绍了大流行期间进行的一项研究的结果,该研究包括一项大型调查和访谈,调查了工会如何适应其及其成员面临的工作生活变化。来自英国工会的证据表明,工会正在迅速改变其工作方式,尤其是在采用和投资新技术方面。COVID-19成为工会适应的触发器,这有助于应对大流行带来的挑战,并展示了工会适应和保持相关性的创造性能力。本文对联盟更新提出了新的见解,并认为更新应被理解为一个持续不断的适应和过渡过程,既受内部战略影响,也受外部冲击影响。它认为,工会内部对自身改革能力的信心对于理解复兴至关重要。
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引用次数: 2
‘You see similarities more than differences after a while’. Communities of Practice in European industrial relations. The case of the hospital European Sectoral Social Dialogue “一段时间后,你会看到更多的相似之处而不是不同之处。”欧洲劳资关系实践共同体。欧洲部门社会对话医院的案例
IF 1.4 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2023-02-18 DOI: 10.1111/irj.12396
Manuela Galetto, Sabrina Weber, Bengt Larsson, Barbara Bechter, Thomas Prosser

This article looks at the hospital European Sectoral Social Dialogue Committee (SSDC) through a Community of Practice (CoP) theoretical lens. Based on a 2-year project, qualitative in-depth interviews at the European level and in five Member states, and participant observation of the hospital SSDC, we propose a shift from traditional institutional and resource-based accounts and provide a learning and knowledge-focused understanding of this specific area of European industrial relations. Interpreting the SSDCs as a CoP sheds new light on the role of power relations, participation and informal activities among members and on how they work together; this, we find, can alert those interested in more effective functioning of the European Sectoral Social Dialogue on how to strengthen this supra-national level of industrial relations.

本文通过实践共同体(CoP)的理论视角来审视医院欧洲部门社会对话委员会(SSDC)。基于一个为期两年的项目,在欧洲层面和五个成员国进行的定性深入访谈,以及对医院SSDC的参与者观察,我们建议从传统的机构和资源为基础的账户转变,并提供对欧洲工业关系这一特定领域的学习和知识为重点的理解。将可持续发展委员会解读为缔约方会议,有助于了解成员国之间的权力关系、参与和非正式活动的作用,以及它们如何协同工作;我们发现,这可以提醒那些对如何加强这种超国家工业关系的欧洲部门社会对话更有效运作感兴趣的人
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引用次数: 0
The union default: Effects and implications of regulated opting-out 工会违约:管制选择退出的影响和影响
IF 1.4 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2023-01-23 DOI: 10.1111/irj.12394
Mark Harcourt, Gregor Gall, Margaret Wilson

A union default would automatically enrol workers in a union with bargaining coverage over their work. Though there would be a right to opt-out, it would facilitate recruitment and retention of members, especially in sectors with small employers and high staff turnover. Research indicates it would receive majority support and, where available, induce most workers to membership of unions. This study looks at whether two potential features of a union default would influence the intention to remain a union member if defaulted or support for a union default. The first is a mandatory 30-day waiting period until opt-out is permitted. The second is a standardised, online process to facilitate opting out.

工会违约会自动将工人纳入工会,对他们的工作有讨价还价的权利。虽然有选择退出的权利,但这将有助于招募和留住成员,特别是在雇主规模小、员工流动率高的部门。研究表明,它将得到大多数人的支持,并在可能的情况下,促使大多数工人加入工会。本研究着眼于工会违约的两个潜在特征是否会影响如果工会违约或支持工会违约时保留工会成员的意愿。首先是强制性的30天等待期,直到允许选择退出。第二种是标准化的在线流程,以方便选择退出。
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引用次数: 0
Civil society organisations in and against the state: Advice, advocacy and activism on the margins of the labour market 公民社会组织在国家内部和反对国家:劳动力市场边缘的建议、倡导和行动主义
IF 1.4 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2023-01-09 DOI: 10.1111/irj.12393
Stephen Mustchin, Mathew Johnson, Marti Lopez-Andreu

This article contributes to our understanding of the complex role of civil society organisations (CSOs) in tackling precariousness through advice, advocacy and activism. It draws on qualitative data gathered primarily from two local CSOs in the north of England that help clients navigate a highly flexible labour market and an increasingly punitive welfare system. The findings reveal that in marginalised communities, CSOs compensate for retreating state services by providing clients with individual advice and advocacy, but there is little evidence of the grassroots activism observed in labour CSOs in North America. We argue that the uneven tradition of community organising across cities in the UK combined with the complex dependencies of service-oriented CSOs on state resources has restricted their role to that of labour market intermediaries that serve primarily to integrate clients into low-wage jobs.

这篇文章有助于我们理解公民社会组织(cso)在通过建议、倡导和行动主义解决不稳定问题方面的复杂作用。它利用了主要从英格兰北部两家当地民间社会组织收集的定性数据,这两家民间社会组织帮助客户应对高度灵活的劳动力市场和日益严苛的福利制度。研究结果显示,在边缘化社区,公民社会组织通过向客户提供个人建议和倡导来弥补国家服务的减少,但在北美劳工公民社会组织中几乎没有观察到的基层行动主义的证据。我们认为,英国各城市社区组织的传统参差不齐,再加上服务型民间社会组织对国家资源的复杂依赖,限制了它们的角色,使它们只能扮演劳动力市场中介的角色,主要是帮助客户找到低薪工作。
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引用次数: 0
What do indebted employees do? Financialisation and the decline of industrial action 负债员工会做什么?金融化和劳工行动的减少
IF 1.4 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2023-01-02 DOI: 10.1111/irj.12391
Giorgos Gouzoulis

While isolated episodes of work stoppages keep occurring, aggregate industrial action rates have been on the decline over the last five decades. Attempts to explain this trend centre on the short-term effects of the business cycle and the long-term impacts of labour market liberalisation, deindustrialisation and globalisation. This paper argues that household indebtedness is a missing piece of the puzzle. Since indebted employees tend to become self-disciplined at the workplace on the fear of losing their job and defaulting, this paper argues that the post-1970 rise of household financialisation is associated with the decline of strike activity. The econometric evidence reported provides strong support to this argument for the cases of Japan, Korea, Sweden, the United States and the United Kingdom over the period 1970–2018.

虽然个别的停工事件不断发生,但在过去50年里,总体工业行动率一直在下降。解释这一趋势的尝试集中在商业周期的短期影响和劳动力市场自由化、去工业化和全球化的长期影响上。本文认为,家庭负债是拼图中缺失的一块。由于负债的员工往往会因为担心失去工作和违约而在工作场所变得自律,本文认为,1970年后家庭金融化的兴起与罢工活动的减少有关。报告的计量经济学证据为1970年至2018年期间日本、韩国、瑞典、美国和英国的情况提供了强有力的支持。
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引用次数: 2
Can group identity explain the gender gap in the recruitment process? 群体认同能否解释招聘过程中的性别差异?
IF 1.4 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2022-12-27 DOI: 10.1111/irj.12392
Igor Asanov, Maria Mavlikeeva

Despite evidence that the gender gap in the labour market favours men, aggregate findings from correspondence studies show that women are more likely than men to be invited for a job interview. We hypothesize that the predominance of women among recruiters may explain this somewhat puzzling finding; recruiters may favour applicants of their own gender. We use the data from a large-scale correspondence study to test this hypothesis. As expected, we find that female applicants are more likely to receive callbacks for interview. We also see that in our sample the majority of contact persons responsible for the recruitment process are female. More importantly, we find that if recruiter and applicant are of the same gender, then the likelihood that the applicant will be invited for an interview increases. These findings reveal the gender favouritism at the selection stage in the labour market.

尽管有证据表明劳动力市场的性别差距有利于男性,但通信研究的总体结果表明,女性比男性更有可能被邀请参加面试。我们假设女性在招聘人员中的优势可以解释这一令人困惑的发现;招聘人员可能更青睐与自己性别相同的求职者。我们使用大规模通信研究的数据来检验这一假设。不出所料,我们发现女性求职者更有可能收到面试通知。我们还看到,在我们的样本中,负责招聘过程的大多数联系人都是女性。更重要的是,我们发现如果招聘人员和申请人是同性别的,那么申请人被邀请参加面试的可能性就会增加。这些发现揭示了劳动力市场在选择阶段的性别偏爱。
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引用次数: 2
‘They tell us after they've decided things’: A cross-country analysis of unions and digitalisation in retail “他们在做出决定后会告诉我们”:对工会和零售业数字化的跨国分析
IF 1.4 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2022-12-19 DOI: 10.1111/irj.12390
Jonathan Payne, Caroline Lloyd, Secki P. Jose

The role of trade unions in the social shaping of digital technologies is a vital question for research, public policy and social justice. This article draws on interviews with two unions in the grocery retail sector in the United Kingdom and Norway, and examines their involvement in technology decisions, and whether they can shape better outcomes for workers. By comparing a ‘neo-liberal’ economy and a ‘Nordic welfare state’, the article considers whether stronger institutional power and regulatory supports in Norway provide for greater influence in a sector regarded as challenging for unions. The findings indicate relatively few country differences and help shed light on the factors that enable and constrain unions’ role in digitalisation.

工会在数字技术的社会塑造中的作用是研究、公共政策和社会正义的一个重要问题。本文引用了对英国和挪威食品杂货零售行业的两个工会的采访,并研究了他们在技术决策中的参与情况,以及他们是否能为工人带来更好的结果。通过比较“新自由主义”经济和“北欧福利国家”,本文考虑了挪威更强大的制度权力和监管支持是否在一个被认为对工会具有挑战性的部门提供了更大的影响力。调查结果表明,各国之间的差异相对较小,有助于揭示推动和限制工会在数字化中的作用的因素。
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引用次数: 2
Technological changes in the era of digitalization: What do collective agreements tell us? 数字化时代的技术变革:集体协议告诉我们什么?
IF 1.4 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2022-12-13 DOI: 10.1111/irj.12389
Véra-Line Montreuil, Roland Foucher

Unionized organizations are implementing more than ever technological changes to cope with an increasingly changing and highly digital environment. Despite the extensive literature on union responses to changes, there is not much evidence on how unions and employers draft provisions pertaining to technological changes in collective agreements. Therefore, this paper aims to conduct an in-depth analysis of these provisions in over 500 collective agreements signed between 2000 and 2020. Specifically, this study focuses on office workers in two of the most important Canadian industries, namely, the healthcare and manufacturing sectors. The findings indicate that within the examined provisions, the regulation of technological change varies along a continuum that extends from no obligations to stringent obligations on the part of the employer. Moreover, the results show that these provisions have remained stable over the past two decades.

工会组织正在实施比以往更多的技术变革,以应对日益变化和高度数字化的环境。尽管有大量关于工会对变化的反应的文献,但关于工会和雇主如何起草与集体协议中的技术变化有关的条款的证据并不多。因此,本文旨在对2000年至2020年间签署的500多份集体协议中的这些条款进行深入分析。具体来说,这项研究的重点是两个最重要的加拿大行业,即医疗保健和制造业的办公室工作人员。调查结果表明,在所审查的条款中,对技术变革的管制沿着一个连续体变化,从雇主没有义务到雇主有严格的义务。此外,结果表明,这些规定在过去二十年中保持稳定。
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引用次数: 2
Mutual interests management with a purposive approach: Evidence from the Turkish shipyards for an amorphous impact model between (subjective) well-being and performance 共同利益管理与目的的方法:来自土耳其造船厂的证据(主观)幸福感和绩效之间的无定形影响模型
IF 1.4 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2022-11-29 DOI: 10.1111/irj.12388
Surhan Cam, Serap Palaz

To enhance the academic endeavours confronting the globalisation of managerial orthodoxy (predicated on antagonising the interests of companies and employees), we will investigate the relationship between institutional performance and employees' (subjective) wellbeing in Turkish shipyards by undertaking an extensive survey. We will argue that there is a positive association between the two covariates that lends itself to a conceptual frame of Mutual Interests Management (MIM). The MIM refers to the managerial impacts that result in cross-fertilisations between the interests of companies and employees. However, we will also argue that MIM has a dynamic and amorphous character in the sense that no correlation whether it be positive, negative or the lack of thereof necessarily survives through our purposive analyses with the trial of various interaction models among the specific types and combinations of variables considered. Accordingly, the conclusion stresses that the amorphous nature of MIM can be adapted by the managers at company-level to tailor or innovate feasible MIM strategies.

为了加强面对管理正统全球化(基于对抗公司和员工利益)的学术努力,我们将通过进行广泛的调查来调查土耳其造船厂的机构绩效与员工(主观)幸福感之间的关系。我们将认为,这两个协变量之间存在正相关,这有助于建立共同利益管理(MIM)的概念框架。MIM指的是导致公司和员工利益交叉融合的管理影响。然而,我们也会认为,MIM具有动态和无定形的特征,即通过我们对所考虑变量的特定类型和组合之间的各种相互作用模型的有目的的分析,无论是正相关、负相关还是缺乏相关,都不一定存在。因此,结论强调,公司层面的管理者可以调整MIM的无定形性质,以调整或创新可行的MIM战略。
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引用次数: 1
What sort of workplace democracy can democratic management achieve in China? 在中国,民主管理能实现什么样的职场民主?
IF 1.4 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2022-11-17 DOI: 10.1111/irj.12387
Dr. Wei Huang

The year 2022 marks the 10th anniversary of the adoption of democratic management (DM) provisions in China. DM, once predominant in state-owned enterprises, has now been extended to all enterprises. Democratising workplaces in China represents institutional experimentation. Both DM-related research and practice thus require updating. Ten years on, a social consensus on DM's orientation and legitimacy remains elusive. Can expanding DM inspire industrial democracy or strengthen Party control over market-oriented workplaces? Or is DM merely window dressing as previous studies suggest? This article aims to uncover the type of workplace democracy that DM can achieve in China. A triangle of DM is established and integrated with institutional theory as an analytical framework to explore the causes and characteristics of DM in six case companies.

2022年是中国实行民主管理十周年。DM曾经在国有企业中占主导地位,现在已经扩展到所有企业。在中国,工作场所的民主化代表着制度上的实验。因此,dm相关的研究和实践都需要更新。十年过去了,社会对DM的取向和合法性仍然难以达成共识。扩大直销能激发工业民主或加强党对市场导向工作场所的控制吗?还是像之前的研究表明的那样,DM仅仅是粉饰门面?本文旨在揭示DM在中国可以实现的职场民主类型。本文建立了DM的三角关系,并结合制度理论作为分析框架,探讨了6家案例公司DM的成因和特征。
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引用次数: 1
期刊
INDUSTRIAL RELATIONS JOURNAL
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