What Do Unions Do to the Workplace? Union Impact on Management and HRM Policies
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منابع مشابه
Human Resource Management as a Substitute for Trade Unions in British Workplaces
The authors use British workplace data for 1980-98 to examine whether increased human resource management (HRM) practices coincided with union decline, consistent with the hypothesis that such practices act as a substitute for unionization. Two initial analyses show no important differences between union and non-union sectors or between newer workplaces (which are likelier to be non-union) and ...
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Using nationally representative workplace surveys we examine the relationship between unionization and workplace financial performance in Britain and France. We find that union bargaining is detrimental to workplace performance in Britain and that this effect is larger when unionization is endogenized. In France, union bargaining is associated with poorer workplace performance but the effect di...
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This paper considers the size of the market for unionisation in Britain and what unions can do to increase employees’ desire for membership and representation. It identifies quite high levels of union satisfaction among members, but a sizeable minority of 10-14% of members who are discontented with their union who are most at risk of leaving the union. Successful retention depends upon unions i...
متن کاملLooking for HRM/Union Substitution: Evidence from British Workplaces
In this paper we test the HRM/union substitution hypothesis that human resource management (HRM) practices act as a substitute for unionization. We use British workplace data between 1980 and 1998 which allows us to examine for the first time whether increased HRM incidence has coincided with union decline. First, we compare changes over time in the incidence of HRM practices across union and n...
متن کاملJanuary 2006 Union Free - Riding in Britain and New Zealand Alex Bryson
The percentage of workers who choose not to join the union available to them at their workplace has been rising in Britain and New Zealand. Social custom, union instrumentality, the fixed costs of joining, employee perceptions of management attitudes to unionization and employee problems at work all influence the propensity to free-ride. Ideological convictions regarding the role of unions also...
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تاریخ انتشار 2005