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Job demands and well-being in universities in the pandemic: A longitudinal study 大流行期间大学工作需求与幸福感:一项纵向研究
IF 1.4 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2022-07-04 DOI: 10.1111/irj.12376
Stephen Wood

Concerns about work intensification within universities have been an issue over the past decade and the Covid-19 pandemic may have accelerated any trend toward excessive job demands associated with work-related stress. This paper reports a longitudinal study conducted in two English universities based on observations at 11 time points from March 2020 to February 2021, covering academic and nonacademic workers. The results show that four measures of job demands increased during the period and that blended learning has contributed to these increases. Various measures of well-being are negatively associated with work intensity, while work–nonwork conflict is positively related to it and mediates the demands–well-being relationship. The study also shows that the use of a variety of methods of accommodating the increased demands—increasing total hours, working at weekends, extending the work day and forsaking breaks, normal holidays and exercise—are associated with increased work intensity. The policy implications of the study are that interventions aimed at employee well-being should be focused on the causes of stress and, particularly, job demands, rather than coping with stress and that future decisions about homeworking should take account of these causes and not simply the satisfaction or performance levels of homeworkers.

在过去十年中,对大学工作强度的担忧一直是一个问题,而新冠肺炎疫情可能加速了与工作压力相关的过度工作需求的趋势。本文报告了一项在英国两所大学进行的纵向研究,基于2020年3月至2021年2月11个时间点的观察,涵盖了学术和非学术工作者。结果表明,在此期间,工作需求的四项指标有所增加,而混合学习对这些增长有所贡献。各项幸福感指标与工作强度呈负相关,而工作-非工作冲突与工作强度呈正相关,并在需求-幸福感关系中起中介作用。研究还表明,使用各种方法来适应不断增加的需求——增加总工作时间、周末工作、延长工作日、放弃休息、正常假期和锻炼——与工作强度增加有关。这项研究的政策含义是,旨在员工福祉的干预措施应侧重于压力的原因,特别是工作需求,而不是应对压力,未来关于在家工作的决定应考虑到这些原因,而不仅仅是在家工作者的满意度或表现水平。
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引用次数: 4
The financial status of national unions 全国工会的财政状况
IF 1.4 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2022-06-23 DOI: 10.1111/irj.12374
Marick F. Masters, Raymond F. Gibney, Robert Albright

The longstanding concerted attacks on unions from multiple fronts in the United States have threatened to undermine labour's institutional security. Though much has been written on the nature and scope of labour's declining membership, less research exists on unions' financial state. We have addressed this void in several ways through an analysis of the finances of 53 major national unions in the United States over the years between 2006 and 2019. Our study has reported on the financial resources and performance of these 53 national unions on aggregated and disaggregated bases. Building from relevant theory, we have analysed an exploratory model to identify the determinants of variation in union financial resources and performance. We have shown that the unions' net worth over the 2006–2019 span deteriorated, though, in aggregation, their member-based income grew. The unions have maintained high levels of liquidity and resilience in their capacity to fund their operating budgets. Business Income has fallen as a share of overall net revenues. Disaggregated data have shown vast variation in financial resources and performance across unions and over time. Multivariate analyses suggest differences correlated with selected organizational and environmental factors, such as union density, earnings and membership levels.

长期以来,美国多个方面对工会的协同攻击已经威胁到劳工的制度安全。尽管关于工会成员数量下降的性质和范围的文章很多,但关于工会财务状况的研究却很少。我们通过分析2006年至2019年间美国53个主要全国性工会的财务状况,从几个方面解决了这一空白。我们的研究报告了这53个国家工会的财政资源和绩效,包括综合和分类基础。在相关理论的基础上,我们分析了一个探索性模型,以确定工会财政资源和绩效变化的决定因素。我们的研究表明,在2006年至2019年期间,工会的净资产有所恶化,但总的来说,工会的会员收入有所增长。工会在为其运营预算提供资金的能力方面保持了高水平的流动性和弹性。营业收入占整体净收入的比例有所下降。分类数据显示,不同工会和不同时期的财务资源和绩效存在巨大差异。多变量分析表明,差异与选定的组织和环境因素有关,如工会密度、收入和会员水平。
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引用次数: 1
What can analysis of 47 million job advertisements tell us about how opportunities for homeworking are evolving in the United Kingdom? 对4700万个招聘广告的分析能告诉我们英国在家工作的机会是如何演变的吗?
IF 1.4 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2022-06-05 DOI: 10.1111/irj.12375
Julia Darby, Stuart McIntyre, Graeme Roy

Using an extensive database of job adverts, we investigate the extent to which homeworking is likely to continue. We track how advertisement language has evolved to indicate homeworking opportunities and how the characteristics of jobs offering these opportunities have changed, including a greater degree of polarisation in opportunity by salary.

利用大量的招聘广告数据库,我们调查了家庭作业可能继续存在的程度。我们跟踪了广告语言如何演变为表明在家工作的机会,以及提供这些机会的工作的特征是如何变化的,包括机会与工资的更大程度的两极分化。
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引用次数: 3
Varieties of organised decentralisation across sectors in Denmark: A company perspective 丹麦跨部门有组织的权力下放:一个公司的视角
IF 1.4 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2022-05-18 DOI: 10.1111/irj.12366
Trine Pernille Larsen, Anna Ilsøe

The decentralisation of European collective bargaining has been subject to much research and IR modelling. However, these studies mainly focus on the implications for national and sectoral bargaining institutions and rarely include a company perspective. Based on cross-sectional representative survey data among managers and shop stewards in Denmark, this paper offers a fresh perspective on the recent decentralisation process. We explore if company-based bargaining structures are in place and whether local social partners have utilised these bargaining opportunities across distinct sectors after decades of decentralisation. Analytically, we seek inspiration from Visser's (2016) distinct forms of organised decentralisation and combine these with insights from the broader literature on IR and institutional change. We find that bargaining practices and institutions at company level depend on a combination of provisions for company-based wage bargaining within individual sector agreements and strong union-affiliated workplace representation.

欧洲集体谈判的权力下放一直是许多研究和IR模型的主题。然而,这些研究主要集中于对国家和部门谈判机构的影响,很少包括公司的观点。基于在丹麦的经理和商店管理员的横断面代表性调查数据,本文提供了一个新的视角,对最近的权力下放过程。我们探讨了以公司为基础的议价结构是否到位,以及在几十年的权力下放之后,当地的社会合作伙伴是否在不同的部门利用了这些议价机会。分析上,我们从Visser(2016)的不同形式的有组织的权力下放中寻求灵感,并将其与有关IR和制度变革的更广泛文献的见解结合起来。我们发现,公司层面的谈判实践和制度取决于个别部门协议中以公司为基础的工资谈判条款和强大的工会附属工作场所代表的组合。
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引用次数: 1
The global ‘hot shop’: COVID-19 as a union organising catalyst 全球“热点商店”:COVID-19作为工会组织催化剂
IF 1.4 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2022-05-09 DOI: 10.1111/irj.12367
Michael David Maffie

There is an emerging narrative that the global COVID-19 pandemic has led to a resurgence of labour activism. Despite this popular narrative, scholars lack empirical data on the relationship between workers' exposure to the pandemic and their interest in collective representation. Using original survey data from 240 ride-hail drivers, I find that greater exposure to the COVID-19 virus is associated with greater interest in joining a labour union. This article provides the first empirical evidence linking the COVID-19 pandemic to the recent wave of labour activism, giving rise to what I refer to as a ‘global hot shop’ phenomenon.

有一种新说法认为,全球COVID-19大流行导致劳工维权活动死灰复燃。尽管有这种流行的说法,但学者们缺乏关于工人接触大流行与他们对集体代表的兴趣之间关系的经验数据。通过对240名网约车司机的原始调查数据,我发现,接触COVID-19病毒越多,加入工会的兴趣就越大。本文首次提供了将COVID-19大流行与最近的劳工行动主义浪潮联系起来的经验证据,这一浪潮引发了我所说的“全球热店”现象。
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引用次数: 2
Dignity and bargaining power: Insights from struggles in strawberries 尊严与议价能力:从草莓斗争中获得的启示
IF 1.4 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2022-05-03 DOI: 10.1111/irj.12365
Matthew M. Fischer-Daly PhD

While solidarity is widely understood as key to worker capacity to improve terms and conditions of employment, the creation of solidarity has received less attention. This article advances the theory that dignity is the creative process, based on a psycho-social understanding of dignity not as an outcome but an interpersonal exchange. Mutual recognition of each other's capacities to participate in social rules creates solidarity, thereby catalysing collective action and making workplace improvements more likely. The argument is developed through comparison of three cases of worker struggles in the strawberry sector that produced varied outcomes, from steady improvements through union collective bargaining to persistence of poverty wages and gender-based violence. The proposed model of dignity-based worker power suggests both functional and psychological effects of democratic practice within worker organizations, coalitions and workplaces.

虽然团结被广泛理解为工人改善就业条件和条件的能力的关键,但建立团结受到的关注较少。本文基于对尊严不是一种结果而是一种人际交换的心理-社会理解,提出了尊严是创造过程的理论。相互承认彼此参与社会规则的能力可以创造团结,从而促进集体行动,使工作场所更有可能得到改善。这一论点是通过比较草莓行业工人斗争的三个案例而发展起来的,这些案例产生了不同的结果,从工会集体谈判的稳步改善到持续的贫困工资和基于性别的暴力。提出的基于尊严的工人权力模型表明,在工人组织、联盟和工作场所中,民主实践的功能和心理影响。
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引用次数: 3
Harder, better, faster, stronger? Work intensity and ‘good work’ in the United Kingdom 更强,更好,更快,更强?在英国,工作强度和“好工作”
IF 1.4 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2022-04-27 DOI: 10.1111/irj.12364
Tom Hunt, Harry Pickard

Work intensity in the United Kingdom has increased, yet gaps in our understanding of its causes and effects remain. It is often missing in current debates around job quality. This paper presents new evidence on the relationship between work intensity and job insecurity and on the negative effects of high work intensity for health and well-being. Its findings help to inform debates about ‘good work’.

英国的工作强度增加了,但我们对其原因和影响的理解仍然存在差距。在当前关于工作质量的争论中,这一点经常被忽略。本文提出了工作强度与工作不安全感之间关系的新证据,以及高工作强度对健康和福祉的负面影响。它的发现有助于为关于“好工作”的辩论提供信息。
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引用次数: 2
Conflict and control in the contemporary workplace: Structured antagonism revisited 当代工作场所的冲突与控制:重新审视结构性对抗
IF 1.4 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2022-04-27 DOI: 10.1111/irj.12363
Paul Edwards, Andy Hodder

The concept of a structured antagonism lying at the heart of the employment relationship is widely cited but also commonly misinterpreted. The paper firstly returns to the origin of the concept to locate its approach to workplace industrial relations. It forms part of labour process analysis, within which its distinct emphasis is two-fold: a focus on levels of analysis, such that the connections between the underlying antagonism and concrete behaviour can be interrogated; and a preference for comparative analysis, which allows the relevant processes to be identified. In this paper, we apply these themes to contemporary workplaces such as those in the gig economy. Recent research demonstrates substantial empirical and theoretical progress but can be taken further using the above two ideas. A methodological checklist emerges to guide a future programme of research.

作为雇佣关系核心的结构性对抗概念被广泛引用,但也经常被误解。本文首先回到这一概念的起源,以确定其对劳资关系的研究方法。它构成了劳动过程分析的一部分,在劳动过程分析中,其独特的重点是双重的:侧重于分析的层次,这样就可以询问潜在的对抗和具体行为之间的联系;并且偏爱比较分析,这样可以识别相关的过程。在本文中,我们将这些主题应用于当代工作场所,例如零工经济中的工作场所。最近的研究显示了大量的实证和理论进展,但可以进一步使用上述两个想法。一份方法学清单应运而生,用以指导未来的研究计划。
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引用次数: 0
The influence of ‘soft’ fair work regulation on union recovery: A case of re-recognition in the Scottish voluntary social care sector “软”公平工作法规对工会恢复的影响:苏格兰志愿社会关怀部门重新认可的案例
IF 1.4 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2022-04-23 DOI: 10.1111/irj.12362
Ian Cunningham, Philip James, Alina Baluch

This longitudinal case study contributes to debates concerning how ‘soft’ and ‘hard’ forms of regulation can interact to contribute to the advancement of worker rights. More specifically, the article explores the contribution of Scotland's soft fair work (FW) programme and the UK's hard statutory recognition procedure to union re-recognition in a voluntary sector social care provider. In combination, hard and soft regulations are found to have added breadth to the pressures for re-recognition exerted by the union, bringing reputational and financial costs associated with derecognition to the employer. Concerns nevertheless arose regarding the depth of impact from this interaction due to union compromises on key issues in the final recognition agreement. Due to the specific public service context of the study, doubts are also expressed regarding the potential for unions in other hard to organise sectors to achieve similar outcomes.

这一纵向案例研究有助于讨论“软”和“硬”形式的监管如何相互作用,以促进工人权利的进步。更具体地说,本文探讨了苏格兰的软公平工作(FW)计划和英国的硬法定承认程序对工会在自愿部门社会关怀提供者中的重新认可的贡献。研究发现,硬法规和软法规加在一起,增加了工会要求重新认可的压力,给雇主带来了与取消认可相关的声誉和财务成本。然而,由于工会在最终承认协议的关键问题上妥协,这种互动的影响深度引起了关注。由于该研究的特定公共服务背景,对其他难以组织部门的工会实现类似结果的潜力也表示怀疑。
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引用次数: 0
When do workers support executive aggrandizement? Lessons from the recent Turkish experience 什么时候员工会支持管理层的扩张?最近土耳其经历的教训
IF 1.4 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2022-03-08 DOI: 10.1111/irj.12360
Fulya Apaydin, Ferit Serkan Öngel, Jonas W. Schmid, Erol Ülker

Following the 2017 constitutional referendum under the Adalet ve Kalkinma Partisi (Justice and Development Party-AKP) rule in Turkey, the reforms granted judicial and legislative powers to the head of the executive under a presidential system. Initial observations reveal that some blue-collar workers who are members of a historically progressive union have also supported these reforms. This is surprising because the union leadership has publicly opposed these changes. What explains this discrepancy? Why did some of these workers support reforms in favour of a powerful executive? Based on a sample from a major metalworking union, this paper finds that partisan identity moderates support for AKP's push for challenging the separation of powers. Although we find that higher amount of debt may reduce worker support for stronger executive, this is conditional on the metal workers' pre-existing partisan commitments. Under these circumstances, highly indebted partisan workers do not diverge from the party line. These results also raise further questions for students of labour and regime change elsewhere in the developing world.

在土耳其正义与发展党(Adalet ve Kalkinma Partisi)统治下的2017年宪法公投之后,改革将司法权和立法权授予总统制下的行政首脑。最初的观察显示,一些蓝领工人也支持这些改革,他们是一个历史上进步的工会的成员。这是令人惊讶的,因为工会领导层公开反对这些变化。如何解释这种差异呢?为什么这些工人中有些人支持改革,支持大权在握的高管?基于一个主要金属加工工会的样本,本文发现党派认同缓和了对正义与发展党推动挑战三权分立的支持。虽然我们发现较高的债务数额可能会减少工人对更强大的高管的支持,但这是基于金属工人先前存在的党派承诺。在这种情况下,债台高筑的党派工作者不会偏离党的路线。这些结果也为研究其他发展中国家劳工和政权变化的学生提出了进一步的问题。
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引用次数: 0
期刊
INDUSTRIAL RELATIONS JOURNAL
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