Alberto Bayo-Moriones, Jose E. Galdon-Sanchez, Sara Martinez-de-Morentin
Teamwork has become widely embraced in recent decades; however, its adoption carries significant implications that require thorough understanding. In this article, we study the relationship between teamwork and a number of selection procedures. The use of teams may increase the value of investing in comprehensive selection, as it facilitates the identification of workers with complementary skills. However, teamwork may also substitute intensive selection if team members engage in mutual monitoring. Using data from a representative sample of Spanish manufacturing plants, we find a significant negative association between the number of selection procedures and teamwork that is aligned with the mutual monitoring hypothesis.
{"title":"Does Team Production Rely on More or Fewer Employee Selection Procedures?","authors":"Alberto Bayo-Moriones, Jose E. Galdon-Sanchez, Sara Martinez-de-Morentin","doi":"10.1111/bjir.70002","DOIUrl":"https://doi.org/10.1111/bjir.70002","url":null,"abstract":"<p>Teamwork has become widely embraced in recent decades; however, its adoption carries significant implications that require thorough understanding. In this article, we study the relationship between teamwork and a number of selection procedures. The use of teams may increase the value of investing in comprehensive selection, as it facilitates the identification of workers with complementary skills. However, teamwork may also substitute intensive selection if team members engage in mutual monitoring. Using data from a representative sample of Spanish manufacturing plants, we find a significant negative association between the number of selection procedures and teamwork that is aligned with the mutual monitoring hypothesis.</p>","PeriodicalId":47846,"journal":{"name":"British Journal of Industrial Relations","volume":"63 4","pages":"681-695"},"PeriodicalIF":2.2,"publicationDate":"2025-06-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/bjir.70002","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145436033","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
<p>Weinberg, B. R. 2025. “A Tale of Two Centuries? Expanding Constitutional Labour Rights in Canada and Their Impact on Legislation, Conflict and Wages.” <i>British Journal of Industrial Relations</i> 63, no. 2: 268–286. https://doi.org/10.1111/bjir.12857.</p><p>The article “<i>A Tale of Two Centuries? Expanding Constitutional Labour Rights in Canada and Their Impact on Legislation, Conflict and Wages</i>” sought to investigate how the different legal regimes governing public sector dispute resolution in Canada associate with the incidence and duration of conflict, as well as wage settlements. These legal regimes included where the right to strike for union members is removed by compulsory arbitration legislation, circumscribed through essential service designation legislation, uninhibited as in the private sector, and when the union has a choice between two of the aforementioned regimes. The article contributed to the literature by (1) correcting the classification of public sector working groups by prior studies to the various legal regimes, (2) updating the analysis to the near present to incorporate further legislative and economic events, and (3) to investigate the impact of changes to the legal environment, namely the constitutionalizing of the rights to collective bargaining and to strike in Canada.</p><p>The article produced several principal findings. First, in contrast to prior studies, it found that the legal regimes that placed restrictions on the right to strike did not statistically significantly associate with a decline in the likelihood that the parties could directly negotiate a contract settlement. This was particularly noteworthy given the concern of a chilling effect that is theorized to occur when the right to strike is substituted with mandatory arbitration. The analysis of contract settlements indicated that the legal regime affects the way in which a contract is settled when an impasse occurs, but it does not significantly associate with the parties’ ability to directly settle an agreement. Second, the article found that the constitutionalizing of labour rights in Canada may have impacted the bargaining power of public sector workers. Wage settlements where the right to strike was unrestricted were significantly higher in the era affirming and expanding constitutional rights than prior to it, suggesting that perhaps those union members had greater bargaining power. However, where the right to strike was restricted (though not removed), it appears that bargaining power may have eroded as wage settlements were significantly lower for the most recent period examined.</p><p>In seeking to build upon this research, it was discovered that a coding error in the program performing the analysis resulted in the errant inclusion of numerous collective bargaining settlements that should have been excluded. The contract dataset from which the sample is drawn includes all contracts with more than 500 employees in provincial jurisdictions
{"title":"Correction to “A Tale of Two Centuries? Expanding Constitutional Labour Rights in Canada and Their Impact on Legislation, Conflict and Wages”","authors":"","doi":"10.1111/bjir.70001","DOIUrl":"https://doi.org/10.1111/bjir.70001","url":null,"abstract":"<p>Weinberg, B. R. 2025. “A Tale of Two Centuries? Expanding Constitutional Labour Rights in Canada and Their Impact on Legislation, Conflict and Wages.” <i>British Journal of Industrial Relations</i> 63, no. 2: 268–286. https://doi.org/10.1111/bjir.12857.</p><p>The article “<i>A Tale of Two Centuries? Expanding Constitutional Labour Rights in Canada and Their Impact on Legislation, Conflict and Wages</i>” sought to investigate how the different legal regimes governing public sector dispute resolution in Canada associate with the incidence and duration of conflict, as well as wage settlements. These legal regimes included where the right to strike for union members is removed by compulsory arbitration legislation, circumscribed through essential service designation legislation, uninhibited as in the private sector, and when the union has a choice between two of the aforementioned regimes. The article contributed to the literature by (1) correcting the classification of public sector working groups by prior studies to the various legal regimes, (2) updating the analysis to the near present to incorporate further legislative and economic events, and (3) to investigate the impact of changes to the legal environment, namely the constitutionalizing of the rights to collective bargaining and to strike in Canada.</p><p>The article produced several principal findings. First, in contrast to prior studies, it found that the legal regimes that placed restrictions on the right to strike did not statistically significantly associate with a decline in the likelihood that the parties could directly negotiate a contract settlement. This was particularly noteworthy given the concern of a chilling effect that is theorized to occur when the right to strike is substituted with mandatory arbitration. The analysis of contract settlements indicated that the legal regime affects the way in which a contract is settled when an impasse occurs, but it does not significantly associate with the parties’ ability to directly settle an agreement. Second, the article found that the constitutionalizing of labour rights in Canada may have impacted the bargaining power of public sector workers. Wage settlements where the right to strike was unrestricted were significantly higher in the era affirming and expanding constitutional rights than prior to it, suggesting that perhaps those union members had greater bargaining power. However, where the right to strike was restricted (though not removed), it appears that bargaining power may have eroded as wage settlements were significantly lower for the most recent period examined.</p><p>In seeking to build upon this research, it was discovered that a coding error in the program performing the analysis resulted in the errant inclusion of numerous collective bargaining settlements that should have been excluded. The contract dataset from which the sample is drawn includes all contracts with more than 500 employees in provincial jurisdictions","PeriodicalId":47846,"journal":{"name":"British Journal of Industrial Relations","volume":"63 3","pages":"561-563"},"PeriodicalIF":2.2,"publicationDate":"2025-06-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/bjir.70001","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144751458","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This paper investigates the hypothesis of neoliberal convergence in Swedish industrial relations, focusing on whether Sweden has shifted towards more liberalized economic models in the past three decades. The debate in comparative political economy is divided, with some scholars arguing that Sweden has seen increased employer discretion and income disparity, while others maintain that its industrial relations system has been stable and remains coordinated and egalitarian. The empirical evidence and reviewed literature suggest that despite growing income inequality, and although there has been some decentralization, the effects on wage inequality and employer discretion have been modest, challenging accounts of a clear neoliberal shift. This Swedish conundrum implies that egalitarian outcomes can be preserved through gradual institutional adaptation. Plausible explanations are discussed, drawing on the power resources approach and varieties of capitalism. The study contributes to a broader discourse on the resilience of coordinated market economies in the face of global neoliberal trends, by highlighting the importance of distinguishing between formal and functional stability in assessing trajectories of political-economic institutions.
{"title":"Challenging the Hypothesis of Neoliberal Convergence in Industrial Relations: The Swedish Conundrum","authors":"German Bender","doi":"10.1111/bjir.70000","DOIUrl":"https://doi.org/10.1111/bjir.70000","url":null,"abstract":"<p>This paper investigates the hypothesis of neoliberal convergence in Swedish industrial relations, focusing on whether Sweden has shifted towards more liberalized economic models in the past three decades. The debate in comparative political economy is divided, with some scholars arguing that Sweden has seen increased employer discretion and income disparity, while others maintain that its industrial relations system has been stable and remains coordinated and egalitarian. The empirical evidence and reviewed literature suggest that despite growing income inequality, and although there has been some decentralization, the effects on wage inequality and employer discretion have been modest, challenging accounts of a clear neoliberal shift. This Swedish conundrum implies that egalitarian outcomes can be preserved through gradual institutional adaptation. Plausible explanations are discussed, drawing on the power resources approach and varieties of capitalism. The study contributes to a broader discourse on the resilience of coordinated market economies in the face of global neoliberal trends, by highlighting the importance of distinguishing between formal and functional stability in assessing trajectories of political-economic institutions.</p>","PeriodicalId":47846,"journal":{"name":"British Journal of Industrial Relations","volume":"63 4","pages":"667-680"},"PeriodicalIF":2.2,"publicationDate":"2025-06-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/bjir.70000","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145436115","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Make Work Fair: Data-Driven Design for Real Results","authors":"Deepa Kylasam Iyer, Francis Kuriakose","doi":"10.1111/bjir.12892","DOIUrl":"https://doi.org/10.1111/bjir.12892","url":null,"abstract":"","PeriodicalId":47846,"journal":{"name":"British Journal of Industrial Relations","volume":"63 4","pages":"665-666"},"PeriodicalIF":2.2,"publicationDate":"2025-05-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145436060","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Christine Ablaza, Arianna Gatta, Rose Stambe, Greg Marston
Non-standard contingent employment has become a hallmark of contemporary labour markets, raising widespread concerns regarding job quality and worker well-being. Using job satisfaction as a proxy for well-being, previous studies have generally observed lower levels of satisfaction among contingent workers relative to permanent workers. Substantial heterogeneity nevertheless exists, with self-employed workers often reporting greater levels of satisfaction and casual and labour-hire workers reporting lower levels of satisfaction. We revisit these findings and examine the role of job characteristics in explaining these results. Using data on a wide range of job attributes from the Household, Income and Labour Dynamics in Australia Survey, we show that contingent employment differs from permanent employment on several dimensions including flexibility and autonomy, skill use and job security. These differences explain previously observed gaps in job satisfaction, suggesting that job characteristics play a crucial mediating role in the relationship between contingent employment and worker well-being.
{"title":"Non-Standard Contingent Employment and Job Satisfaction: The Mediating Role of Job Characteristics","authors":"Christine Ablaza, Arianna Gatta, Rose Stambe, Greg Marston","doi":"10.1111/bjir.12890","DOIUrl":"https://doi.org/10.1111/bjir.12890","url":null,"abstract":"<p>Non-standard contingent employment has become a hallmark of contemporary labour markets, raising widespread concerns regarding job quality and worker well-being. Using job satisfaction as a proxy for well-being, previous studies have generally observed lower levels of satisfaction among contingent workers relative to permanent workers. Substantial heterogeneity nevertheless exists, with self-employed workers often reporting greater levels of satisfaction and casual and labour-hire workers reporting lower levels of satisfaction. We revisit these findings and examine the role of job characteristics in explaining these results. Using data on a wide range of job attributes from the Household, Income and Labour Dynamics in Australia Survey, we show that contingent employment differs from permanent employment on several dimensions including flexibility and autonomy, skill use and job security. These differences explain previously observed gaps in job satisfaction, suggesting that job characteristics play a crucial mediating role in the relationship between contingent employment and worker well-being.</p>","PeriodicalId":47846,"journal":{"name":"British Journal of Industrial Relations","volume":"63 4","pages":"650-664"},"PeriodicalIF":2.2,"publicationDate":"2025-05-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/bjir.12890","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145436202","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Patterns of Inclusion: How Gender Matters for Automation, Artificial Intelligence and the Future of Work","authors":"Hao-Ren Liu","doi":"10.1111/bjir.12889","DOIUrl":"https://doi.org/10.1111/bjir.12889","url":null,"abstract":"","PeriodicalId":47846,"journal":{"name":"British Journal of Industrial Relations","volume":"63 4","pages":"648-649"},"PeriodicalIF":2.2,"publicationDate":"2025-05-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145436201","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Andrew B. Wolf, Fellipe Coelho-Lima, Isabel Lopes dos Santos Keppler, Mirlly de Souza Ferreira, Constanza Dall'Asta, María Eugenia Rodríguez Florez, Maria Figueroa
The proponents of app-based, algorithmically mediated employment seek to create an easily transferable uniform labour process around the world. These apps classify their workers as independent contractors coupled with the ideological pitch that they will be ‘their own boss’. This model is designed to avoid adhering to employment regulations, but it also effectively appeals to low-wage workers with historically negative experiences in the labour market. This paper explores how the worker experience and ideological pitch of app-based employment varies in different socio-cultural and political contexts. Apps, we argue, may strive for uniformity but they are shaped by local conditioning. Utilising theories of the construction of the labour process, governmentality and racial platform capitalism we explore how app work is conditioned in four cities in the global north and south, demonstrating how place shapes algorithmic management and worker resistance. We point to the role of labour market informality in the south as a primary dynamic shaping divergent responses in our cases.
{"title":"‘Be Your Own Boss?’ Explaining Variation in Worker Response to the Gig Economy's Ideology in the Global North and South","authors":"Andrew B. Wolf, Fellipe Coelho-Lima, Isabel Lopes dos Santos Keppler, Mirlly de Souza Ferreira, Constanza Dall'Asta, María Eugenia Rodríguez Florez, Maria Figueroa","doi":"10.1111/bjir.12887","DOIUrl":"https://doi.org/10.1111/bjir.12887","url":null,"abstract":"<div>\u0000 \u0000 <p>The proponents of app-based, algorithmically mediated employment seek to create an easily transferable uniform labour process around the world. These apps classify their workers as independent contractors coupled with the ideological pitch that they will be ‘their own boss’. This model is designed to avoid adhering to employment regulations, but it also effectively appeals to low-wage workers with historically negative experiences in the labour market. This paper explores how the worker experience and ideological pitch of app-based employment varies in different socio-cultural and political contexts. Apps, we argue, may strive for uniformity but they are shaped by local conditioning. Utilising theories of the construction of the labour process, governmentality and racial platform capitalism we explore how app work is conditioned in four cities in the global north and south, demonstrating how place shapes algorithmic management and worker resistance. We point to the role of labour market informality in the south as a primary dynamic shaping divergent responses in our cases.</p>\u0000 </div>","PeriodicalId":47846,"journal":{"name":"British Journal of Industrial Relations","volume":"63 4","pages":"631-645"},"PeriodicalIF":2.2,"publicationDate":"2025-05-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145436396","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Gusti Mangalik, Melawati Widyafitri, Audiya Dewi Rachmawati, Muhammad Irfan Jailani
{"title":"Taking Vulnerabilities to Labour Exploitation Seriously: A Critical Analysis of Legal and Policy Approaches and Instruments in Europe","authors":"Gusti Mangalik, Melawati Widyafitri, Audiya Dewi Rachmawati, Muhammad Irfan Jailani","doi":"10.1111/bjir.12891","DOIUrl":"https://doi.org/10.1111/bjir.12891","url":null,"abstract":"","PeriodicalId":47846,"journal":{"name":"British Journal of Industrial Relations","volume":"63 4","pages":"646-647"},"PeriodicalIF":2.2,"publicationDate":"2025-05-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145435902","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The ability to identify minimum wage employees is essential for minimum wage research. When the minimum wage is set at an hourly rate, such as in Ireland, Germany, the United States and the United Kingdom, researchers often combine monthly or weekly earnings data with self-reported hours worked to calculate an hourly wage to determine if a worker is on minimum wage. This may lead to misclassification, whereby higher paid employees are misclassified as minimum wage employees or vice versa. An alternative, but less common, approach for identifying minimum wage employees is to use a direct survey question. Ireland is the only country in Europe whose labour force survey includes both linked administrative earnings data and a direct minimum wage question, thereby facilitating a comparison of both approaches. When studying the incidence, characteristics and outcomes associated with minimum wages, we show that the choice of approach (administrative data vs. survey question) can produce different results. We discuss the limitations of each approach when it comes to implementing difference-in-differences analysis to study the impacts of a minimum wage increase. We then combine useful features from both approaches to come up with a difference-in-differences estimate that overcomes some of the limitations that exist when using either approach on its own. We argue that the addition of a standardised minimum wage question in labour force surveys across Europe would allow researchers to provide more robust estimates on the impacts of minimum wage changes, while also facilitating cross-country minimum wage research.
{"title":"A Comparison of Approaches for Identifying Minimum Wage Workers: Direct Question Versus Administrative Earnings Data","authors":"Paul Redmond, Elisa Staffa, Seamus McGuinness","doi":"10.1111/bjir.12886","DOIUrl":"https://doi.org/10.1111/bjir.12886","url":null,"abstract":"<div>\u0000 \u0000 <p>The ability to identify minimum wage employees is essential for minimum wage research. When the minimum wage is set at an hourly rate, such as in Ireland, Germany, the United States and the United Kingdom, researchers often combine monthly or weekly earnings data with self-reported hours worked to calculate an hourly wage to determine if a worker is on minimum wage. This may lead to misclassification, whereby higher paid employees are misclassified as minimum wage employees or vice versa. An alternative, but less common, approach for identifying minimum wage employees is to use a direct survey question. Ireland is the only country in Europe whose labour force survey includes both linked administrative earnings data and a direct minimum wage question, thereby facilitating a comparison of both approaches. When studying the incidence, characteristics and outcomes associated with minimum wages, we show that the choice of approach (administrative data vs. survey question) can produce different results. We discuss the limitations of each approach when it comes to implementing difference-in-differences analysis to study the impacts of a minimum wage increase. We then combine useful features from both approaches to come up with a difference-in-differences estimate that overcomes some of the limitations that exist when using either approach on its own. We argue that the addition of a standardised minimum wage question in labour force surveys across Europe would allow researchers to provide more robust estimates on the impacts of minimum wage changes, while also facilitating cross-country minimum wage research.</p>\u0000 </div>","PeriodicalId":47846,"journal":{"name":"British Journal of Industrial Relations","volume":"63 4","pages":"616-630"},"PeriodicalIF":2.2,"publicationDate":"2025-04-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145436506","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Childcare Struggles, Maternal Workers and Social Reproduction","authors":"Kate Hardy","doi":"10.1111/bjir.12884","DOIUrl":"https://doi.org/10.1111/bjir.12884","url":null,"abstract":"","PeriodicalId":47846,"journal":{"name":"British Journal of Industrial Relations","volume":"63 4","pages":"614-615"},"PeriodicalIF":2.2,"publicationDate":"2025-04-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145436479","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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