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Union Presence (union + presence)

Distribution by Scientific Domains

Business, Economics, Finance and Accounting	100%

Selected Abstracts

Trade Union Presence and Employer-Provided Training in Great Britain

INDUSTRIAL RELATIONS, Issue 3 2004
RENÉ BÖHEIM
Using linked employer-employee data from the British 1998 Workplace Employee Relations Survey, we find a positive correlation between workplace union recognition and private-sector employer-provided training. We explore the avenues through which union recognition might affect training by interacting recognition with the closed shop, the level at which pay bargaining takes place, and multiunionism. For non-manual-labor men and women, only union recognition matters. The various types of collective-bargaining institutions have no separate effect. However, the male manual training probability is significantly increased by union presence only through multiple unionism with joint negotiation. In contrast, for women manual workers, union recognition at the workplace has no effect on the training probability. [source]

21st-century models of employee representation: structures, processes and outcomes

INDUSTRIAL RELATIONS JOURNAL, Issue 4 2007
Andy Charlwood
ABSTRACT The 2004 Workplace Employment Relations Survey allows further exploration of the fate or workplace-based forms of employee representation charted by earlier surveys. We describe the occurrence and diversity of representational forms, union, non-union and ,hybrid', and the structural characteristics of workplaces where they are found. We go on to analyse a number of structural and processual differences and differences in outcomes. In particular, we try to estimate the effects of different forms for outcomes such as wage dispersion, procedural ,fairness' and productivity. The data show that ,hybrid' systems of union and non-union representation are associated with the best outcomes, therefore, notwithstanding the continuing decline in the diffusion of the ,traditional' union-based model of workplace representation, union presence is still a prerequisite for effective representation, while ,pure' non-union forms serve neither employee nor employer interests. [source]

Contested Resources: Unions, Employers, and the Adoption of New Work Practices in US and UK Telecommunications

BRITISH JOURNAL OF INDUSTRIAL RELATIONS, Issue 3 2007
Matias Ramirez
The pattern of adoption of high-performance work practices has been explained in terms of strategic contingency and in terms of union presence. We compare the post-deregulation/privatization changes in work practice at AT&T, Bell Atlantic and British Telecom. On the basis of these cases, we argue that the choice of new work practices should be understood as a consequence not only of the company's resources or changes in its environment, nor of a simple union presence, but also as a consequence of the practices' effects on union power, the nature of the union's engagement, and the union's strategic choices. [source]