Continuity and change in joint regulation in Europe: Structural reforms and collective bargaining in manufacturing

Koukiadaki, Aristea; Távora, Isabel; Lucio, Miguel Martínez

doi:10.1177/0959680116643204

Cited by 28 publications

(53 citation statements)

References 17 publications

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“…Recent calls from the European Commission to reduce the supposed over-protection of workers in standard employment (or 'insiders') in relation to those in non-standard arrangements ('outsiders') have led to measures in several European countries that disproportionally harm workers in non-standard forms of employment through freezes and cuts to the minimum wage, relaxation of rules governing use of temporary work and the erosion of collective bargaining arrangements (ETUI, 2014;Koukiadaki et al, 2016;Karamessini and Grimshaw, Chapter 17 in this volume;Piasna and Myant, 2017;van Gyes and Schulten, 2015). In several cases, such reforms were implemented at the beginning of the 2008-09 economic crisis with the consequence, in the case of Spain for example, of a far higher destruction of jobs in response to falling GDP than would otherwise have been the case (Muñoz de Bustillo and Antón, 2015).…”

Section: Employment and Social Protection Regulations Against Dualismmentioning

confidence: 99%

Making work more equal

Grimshaw

Fagan²,

Hebson

et al. 2017

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This electronic version has been made freely available under a Creative Commons (CC-BY-NC-ND) licence, thanks to the support of The University of Manchester, which permits non-commercial use, distribution and reproduction provided the author(s) and Manchester University Press are fully cited and no modifications or adaptations are made. Details of the licence can be viewed at https://creativecommons.org/licenses/by-nc-nd/3.0/ PrefaceThis book is inspired by, and dedicated to, Jill Rubery. Jill is a major figure in international debates on inequalities in work and employment. Her intellectual contributions are renowned for both their critical questioning of mainstream theoretical approaches, whether in economics, management, industrial relations or comparative systems, and their attention to real-world empirical detail. Jill's intellectual roots are with the influential Cambridge economics group researching labour market segmentation in the late 1970s and 1980s during a period when Keynesian economic thought was being eclipsed by neoclassical economics modelling. The research was inter-disciplinary, grounded in data (mostly involving case studies of firms) and driven by an ambitious intellectual agenda that developed theory while also illuminating practical matters of relevance to policy-makers and practitioners. During these Cambridge years, Jill developed a very important network of international friends and colleagues who formed the backbone of the International Working Party on Labour Market Segmentation, which Jill co-founded in 1979, and who provided the impetus for Jill's intellectual interest in comparative employment systems. Collaboration was an important characteristic of Jill's work then and continued following her move to Manchester in 1989 where for nearly three decades many colleagues have benefited enormously from working with her on high-profile research projects, publications and policy advisory work. This book has therefore been a rather strange experience for many of us because we are so used to talking through ideas and our writing with Jill. Her absence, dictated by the tradition of the Festschrift, feels wrong! We would like to say thank you to the 33 friends and colleagues of Jill who have contributed to this volume. We are very conscious that we were unable to invite many others due to MUP page-length restrictions, in particular many younger colleagues and ex-PhD students. We were able to expand the numbers somewhat by suggesting to several colleagues that they co-authored chapters in order to bring a greater number of Jill's friends into the book. These suggestions were generously accepted and we believe they have in fact proven very fruitful, especially in expanding the cross-national comparative scope of chapters. 1A new labour market segmentation approach for analysing inequalities: introduction and overview Damian Grimshaw, Colette Fagan, Gail Hebson and Isabel TavoraThere is a real need for a new multi-dimensional approach to understanding inequalities in work and employment. Face...

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Section: Employment and Social Protection Regulations Against Dualismmentioning

confidence: 99%

Making work more equal

Grimshaw

Fagan²,

Hebson

et al. 2017

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“…Universally, trade union membership is in decline (Hyman, 2015;Sen and Lee, 2015), and the social and economic changes described above reduce the scope of union influence (Koukiadaki et al, 2016;Martínez-Lucio, 2016). This decline may lead workers to search for new forms of employee representation parallel to the unionised system (Haiter, 2015).…”

Section: Decline Of Trade Union Densitymentioning

confidence: 99%

“…These factors are framed by Marginson and Sisson (2004) as the Americanisation of industrial relations. A last challenge we include here refers to the contextual differences among countries sharing the same system (Koukiadaki et al, 2016). These challenges and their influence on social dialogue are introduced next.…”

Section: Social Dialogue In Europe: Changing Dynamicsmentioning

confidence: 99%

“…However, they have been losing influence in recent years, to a different degree in different countries certain countries (Koukiadaki et al, 2016;Molina and Miguelez, 2013). How much do ERs actually participate in decision making in European organisations?…”

Section: Influence On the Decision Making Processmentioning

confidence: 99%

“…The position and functioning of social dialogue in organizations is closely related to the broader context of industrial relations at national level. Thus, the role played by the system and the actors differs largely between countries (Koukiadaki et al, 2016;Pulignano et al, 2012). Therefore, we briefly explain the main structural differences between European countries.…”

Section: Differences Across Countriesmentioning

confidence: 99%

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Improving social dialogue: What employers expect from employee representatives

Pender

Elgoibar

Munduate

et al. 2018

Econ. labour relat. rev.

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The model of social dialogue in organisations between management and employees is facing unprecedented challenges, and changing rapidly. In this new context of labour relations, experiences and expectations of each other are key drivers for the primary parties within this social dialogue. There has been little systematic research investigating the conditions for constructive social dialogue, particularly when it comes to 'soft factors', such as perceived competences, trust, influence and conflict behaviours. Addressing these issues based on theories of conflict, trust and influence, this article investigates the experiences and expectations of employee representatives (ERs) by human resource (HR) managers, their counterparts in social dialogue. The results of surveys conducted in 11 European countries indicate that, overall, employers found a model of structured dialogue with elected employee representatives useful. Furthermore, competences of ERs, cooperative conflict behaviours, informal relations and trust promoted the influence of ERs on organisational decision making and the quality of these decisions. We discuss implications for different systems of industrial relations. JEL code: J50

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Employee Voice in Portugal: Exploring Alternative Trajectories and Channels of Voice

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Continuity and change in joint regulation in Europe: Structural reforms and collective bargaining in manufacturing

Cited by 28 publications

References 17 publications

Making work more equal

Making work more equal

Improving social dialogue: What employers expect from employee representatives

Employee Voice in Portugal: Exploring Alternative Trajectories and Channels of Voice

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