 Subjects -> LABOR UNIONS (Total: 27 journals)
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- What do data rights do for workers' A critical analysis of trade union
engagement with the datafied workplace-
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Authors: Lina Dencik, Jessica Brand, Sarah Murphy
Abstract: Transfer: European Review of Labour and Research, Ahead of Print.
There has been a substantial increase in calls for so-called workers’ ‘data rights’, including amongst trade unions. Unions see them as a way of tackling some of the challenges of the datafied workplace but questions have also been asked about their relation to employment regulation and wider efforts within the labour movement. In this article we draw on a review of trade union documents along with interviews with 15 trade unions in the United Kingdom to critically engage with data rights as an avenue for protecting and advancing workers’ interests. We argue that while trade unions see possible strategic gains through the pursuit of data rights, such rights are only fully meaningful if pursued in conditions that enable wider workplace democracy. In the absence of such conditions data rights can distract from efforts to foster worker power and may even serve to legitimise what are perceived to be oppressive technologies.
Citation: Transfer: European Review of Labour and Research
PubDate: 2024-08-01T11:31:33Z
DOI: 10.1177/10242589241267006
- Editorial
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Authors: Evelyne Léonard, Laurent Taskin
Abstract: Transfer: European Review of Labour and Research, Ahead of Print.
Citation: Transfer: European Review of Labour and Research
PubDate: 2024-06-21T05:52:38Z
DOI: 10.1177/10242589241260993
- ‘Human resource management and the worker’: employee voice in
management-
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Authors: Evelyne Léonard, Laurent Taskin
Abstract: Transfer: European Review of Labour and Research, Ahead of Print.
What room is there for worker voice in management, and more precisely, in human resource management, in today’s companies' Against a backdrop of individualisation and financialisation of management, new claims arise that promise to give workers more voice, individually and collectively. In this article, we delineate the different options open to management in organising for worker voice. Going back to the influential work of Roethlisberger and Dickson, we propose three different perspectives on how employee voice is considered in human resource management. Finally, we discuss managerial and firm governance options to show that there are a variety of practices in companies, but also that worker voice is under threat.
Citation: Transfer: European Review of Labour and Research
PubDate: 2024-06-21T05:51:14Z
DOI: 10.1177/10242589241260955
- Perspective. Human labour, a capitalist challenge
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Authors: Danièle Linhart
Abstract: Transfer: European Review of Labour and Research, Ahead of Print.
Human resource departments aim to encourage employees to carry out their work in a way that meets the strict performance and efficiency criteria set by management. This gives rise to strong tensions and contradictions. On the one hand, this involves a systematic individualisation of employee management, which may weaken informal collectivities, as well as an overemphasis on employees’ personal, emotional and narcissistic propensities. Employees may be called upon to ‘find themselves’, to find fulfilment in their work. On the other hand, the organisation of work continues to be inspired largely by Taylorian principles, with imperative prescriptions in the form of procedures, reporting and best practices, all devised somewhat abstractly by consultancies. To palliate any hint of resistance, employees may be disempowered through a policy of perpetual change, which ultimately undermines their professional expertise and sense of legitimacy. This becomes a source of distress and personal insecurity. Employees may attempt to resist individually, and sporadic forms of unexpected collective action may emerge.
Citation: Transfer: European Review of Labour and Research
PubDate: 2024-06-21T05:49:38Z
DOI: 10.1177/10242589241253814
- Bridging the gap between diversity, equity and inclusion policy and
practice: the case of disability-
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Authors: Ive D Klinksiek
Abstract: Transfer: European Review of Labour and Research, Ahead of Print.
Diversity, equity and inclusion (DEI) policies have increasingly gained importance in recent years as companies have begun to recognise the importance of creating a more inclusive workplace. Research has shown, however, that working practices do not always reflect policies. This article uses the case of disability to investigate the challenges and facilitators of implementing DEI policies and putting them into practice. Based on 29 interviews with people working in the private sphere, the findings suggest that organisations face three main challenges in seeking to put disability-related DEI policies into practice: (i) getting people on board, (ii) gathering information, and (iii) meeting increased demand for knowledge work. Having said that, integrating policy and practice is facilitated by (a) engaging in partnerships, (b) garnering line managers’ support, and (c) fostering open communication.
Citation: Transfer: European Review of Labour and Research
PubDate: 2024-05-17T09:01:16Z
DOI: 10.1177/10242589241251698
- Inter-organisational human resource management and network orientation of
worker representatives: a practice-based perspective-
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Authors: Markus Helfen, Jörg Sydow, Carsten Wirth
Abstract: Transfer: European Review of Labour and Research, Ahead of Print.
We develop a practice-based framework of inter-organisational human resource management that puts multi-employer work arrangements in inter-firm networks at its centre. By reinterpreting existing knowledge on multi-employer work arrangements and how they are managed, we delineate four processes in the assemblage of inter-organisational HR management. To illustrate the usefulness of our framework, we explore the question of whether and how an inter-organisational HR management develops in four exemplary cases of multi-employer work arrangements. These cases reveal that the quality and degree of inter-organisational HR management varies considerably, also depending on whether worker representatives show network awareness and orient their activities towards inter-organisational relations.
Citation: Transfer: European Review of Labour and Research
PubDate: 2024-05-16T10:02:38Z
DOI: 10.1177/10242589241249639
- The European Participation Index (EPI) and inequality: a multi-dimensional
cross-national comparative measure of worker participation-
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Authors: Stan De Spiegelaere, Sigurt Vitols
Abstract: Transfer: European Review of Labour and Research, Ahead of Print.
Is worker participation becoming more prominent or less' Furthermore, what is the impact of worker participation on economic performance' This article introduces a tool designed by researchers at the ETUI to help answer these questions: the European Participation Index (EPI), a country-level summary measure of the strength of workers’ voice in companies. The EPI is based on (i) union density and collective bargaining coverage, (ii) workplace representation and (iii) board-level representation. This multi-level index provides an alternative to existing cross-national measures by taking into consideration two levels at which worker participation can take place: the workplace and the board. The article shows first that worker participation has become less prevalent in the EU over the past decade; and second that the EPI is robust and has superior explanatory power in relation to income inequality compared with traditional measures of collective bargaining.
Citation: Transfer: European Review of Labour and Research
PubDate: 2024-05-11T09:08:55Z
DOI: 10.1177/10242589241252412
- Trade unions anticipating alternative futures
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Authors: Rafael Peels, Aída Ponce del Castillo
Abstract: Transfer: European Review of Labour and Research, Ahead of Print.
Citation: Transfer: European Review of Labour and Research
PubDate: 2024-04-11T05:53:10Z
DOI: 10.1177/10242589241245074
- Financialisation, shareholder value orientation, and the decline of trade
union membership in the EU-
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Authors: Giorgos Gouzoulis, Giorgos Galanis, Panagiotis (Takis) Iliopoulos
Abstract: Transfer: European Review of Labour and Research, Ahead of Print.
This article shows that an orientation towards shareholder value and corporate indebtedness at non-financial firms have been negatively associated with union density in the EU over the past 21 years. We argue that the financialisation of non-financial firms makes them prioritise their ‘external (economic) balance’ at the expense of a cooperative ‘internal equilibrium’ model. In other words, corporate financialisation pushes non-financial firms to shift to non-participatory, market-based HR systems that directly undermine the role of trade unions. This study examines this corporate financialisation-induced shift within the EU in the wake of deeper economic integration since 1999 and provides panel data econometric evidence that it has significantly undermined union membership.
Citation: Transfer: European Review of Labour and Research
PubDate: 2024-04-11T05:49:41Z
DOI: 10.1177/10242589241245063
- EDITORIAL; 20 years after: perspectives on industrial relations in Central
and Eastern Europe since EU enlargement-
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Authors: Marta Kahancová, Adam Mrozowicki, Vera Šćepanović
Abstract: Transfer: European Review of Labour and Research, Ahead of Print.
Citation: Transfer: European Review of Labour and Research
PubDate: 2024-03-18T04:37:33Z
DOI: 10.1177/10242589241235572
- Weathering intermediated temporary labour mobility: social partners in
Central and Eastern Europe after EU enlargement-
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Authors: Sonila Danaj, Tibor T Meszmann
Abstract: Transfer: European Review of Labour and Research, Ahead of Print.
This article highlights the growing significance of intermediated temporary labour mobility, and how it has put further pressure on industrial relations institutions in Central and Eastern Europe since EU enlargement. The social partners’ modest regulatory role has been further challenged and reconfigured by the spread of labour market intermediaries. In their struggle to maintain a degree of regulatory influence in the face of unilateral government regulation and the dominance of intermediaries, social partners have shifted their positions between entrenched consent and antagonism and/or protagonism. Our two case studies of Hungarian temporary agency work in metal manufacturing and posted workers in Slovenian construction show similar labour market pressures on sectoral industrial relations in the two countries, but different responses by social partners, indicating different prospects for national industrial relations. The state has retained the decisive regulatory role in both cases, but the Slovenian social partners, in contrast to their Hungarian counterparts, still have some regulatory influence.
Citation: Transfer: European Review of Labour and Research
PubDate: 2024-02-24T05:36:59Z
DOI: 10.1177/10242589241228712
- One-way street to the European Union' Between national and EU-level social
dialogue 20 years after eastward EU enlargement-
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Authors: Mehtap Akgüç, Marta Kahancová, Jaan Masso
Abstract: Transfer: European Review of Labour and Research, Ahead of Print.
This article assesses perceptions among national and EU-level social partners of developments in social dialogue since the EU accession of Central and Eastern European (CEE) countries 20 years ago. The analysis evaluates the processes, structures and outcomes of interactions between social partners from CEE countries and the EU level. Social partners from CEE countries see the benefits of interaction with and exposure to EU-level social dialogue. On the other hand, their underdeveloped national structures for tripartite dialogue and sectoral bargaining pose a substantial barrier to capacity building and to voicing their interests at the EU level, undermining their legitimacy in EU-level structures. Even 20 years after enlargement, there is a perceived duality and internal competition between ‘Western’ and ‘Eastern’ social partners at the EU level, criticisms of the ability of EU-level social dialogue structures to deliver effective outcomes, and a diversity of actors’ preferences concerning binding and non-binding provisions.
Citation: Transfer: European Review of Labour and Research
PubDate: 2024-02-15T07:47:29Z
DOI: 10.1177/10242589241229070
- 20 years after. Changing perspectives on industrial relations in Central
and Eastern Europe two decades after EU enlargement: from transition to
transformation-
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Authors: Jan Czarzasty
Abstract: Transfer: European Review of Labour and Research, Ahead of Print.
This article looks at the evolution of industrial relations in Central and Eastern Europe after the so-called ‘eastern enlargement’ between 2004 and 2013. The main claim is that 20 years after EU accession the ‘European dream’ (embodied in the European Social Model) has not been fulfilled in the area of industrial relations. Furthermore, the main frame of reference (thus the goal to be reached) has become increasingly distorted over the years. The article investigates the dynamics of industrial relations in the ‘new’ Member States of Central and Eastern Europe in order to show that what had been expected to become a transition – that is, a move from one defined point to another – eventually turned into a transformation without convergence on a clear model and characterised by widespread weakness and fragmentation of industrial relations.
Citation: Transfer: European Review of Labour and Research
PubDate: 2024-02-14T11:03:04Z
DOI: 10.1177/10242589241229184
- Perspective: The mirage of Europeanising industrial relations. What
possibilities for East-West trade union cooperation'-
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Authors: Sławomir Adamczyk, Barbara Surdykowska
Abstract: Transfer: European Review of Labour and Research, Ahead of Print.
This article outlines possibilities for deepening relationships between trade unions from the so-called old EU Member States and those from Central and Eastern Europe. We set out the possibilities for what we describe as enhanced multi-union transnational cooperation. By this we mean multilateral rather than bilateral cooperation that is deep enough to include the joint definition of goals and strategies, and willingness to build a transnational dimension to industrial relations, including, ultimately, conducting collective bargaining on some topics. A critical analysis of the so-called Europeanisation of industrial relations is the background to our discussion. We find the participation of trade unions in this process to be limited to responses to external impulses which results in the degree of enhanced multi-union transnational cooperation in areas of core trade union activity being low. We present the thesis that in-depth cooperation may be possible in relation to new challenges for the world of work, where the transnational dimension is of key importance and where trade unions are less bound by their own national traditions and industrial relations practices.
Citation: Transfer: European Review of Labour and Research
PubDate: 2024-02-05T12:09:42Z
DOI: 10.1177/10242589231221914
- Governing neo-nationalism, trade unions and industrial relations: the
cases of Hungary and Poland-
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Authors: Joachim Becker
Abstract: Transfer: European Review of Labour and Research, Ahead of Print.
Neo-nationalist parties emerged victorious in Hungary and Poland after the financial crisis as a political consequence of disenchantment with the neoliberal approaches ushered in by EU accession and subordinate economic integration. This article analyses, in a comparative perspective, the strategies adopted by the governing neo-nationalist parties in Hungary and Poland with regard to trade unions and industrial relations as part of their broader political-economic projects.
Citation: Transfer: European Review of Labour and Research
PubDate: 2023-12-31T03:30:55Z
DOI: 10.1177/10242589231221518
- From a handful of activists towards an organising subculture:
institutionalisation of transnational union organising in Central and
Eastern Europe-
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Authors: Kairit Kall
Abstract: Transfer: European Review of Labour and Research, Ahead of Print.
In this article the question of how transnational organising has become institutionalised in some trade unions in Central and Eastern Europe (CEE) is examined by studying three prominent organising initiatives in the region. It is argued that international union networks, facilitated by European integration, and the meagre resources of unions in the region have affected the development of organising with a transnational dimension. Originally initiated by a few activists, by the early 2020s organising has shown some promising results and has become an accepted strategy for strengthening unions. But local unions still lack sufficient resources of their own to organise properly. This has encouraged the institutionalisation of transnational organising. Although this has provided CEE unions with more resources, it also gives rise to problems of its own, notably the need for CEE unions to adjust their operations in accordance with the funding process and funders’ preferences.
Citation: Transfer: European Review of Labour and Research
PubDate: 2023-12-28T09:57:44Z
DOI: 10.1177/10242589231219749
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