Shaping the future of industrial relations in the EU: Ideas, paradoxes and drivers of change

Keune, Maarten

doi:10.1111/j.1564-913x.2015.00225.x

Cited by 9 publications

(5 citation statements)

References 20 publications

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“…Additionally, it would be essential to assess whether the cultural differences between groups of employees would reveal differences in the relationships between the variables presented in our study. Finally, some studies maintain that unionisation rates differ between stronger and weaker employees, with the latter being less unionised (Keune, 2015). Future studies should account for employees' differential status when investigating the impact of unionisation on additional variables.…”

Section: Discussionmentioning

confidence: 99%

“…Still, at the same time, practices such as extensive monitoring, digitalisation and elimination of jobs introduce new layers of possible inner-organisational conflicts between managers and workers (Richardson, 2010). Accordingly, workplace structure evolutions triggered two contradictive trends: unionisation of employees who are inclined to protect their investments and increase their bargaining capabilities within the organisation (Davis, 2013) and non-unionisation (Keune, 2015), reflecting the unstable and neoliberal organisational world.…”

Section: Introductionmentioning

confidence: 99%

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Drivers of intrapreneurship: an affective events theory viewpoint

Itzkovich¹,

Heilbrunn²,

Dolev³

2021

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PurposeIn the current study framework, the authors test the underlying assumptions of affective events theory concerning the impact of job satisfaction and job insecurity driven by incivility on intrapreneurial behaviour.Design/methodology/approachData were collected with a sample of 510 employees from five organisations. All hypotheses were tested via SmartPLS3. Additionally, a distinction between formative and reflective measures was performed.FindingsFindings revealed that incivility decreases intrapreneurial behaviour, mediated by job satisfaction and job insecurity. Additionally, this study’s results show that the relationship between job satisfaction and job insecurity and intrapreneurial behaviour distinguishes unionised employees from employees who are not unionised.Research limitations/implicationsThe cross-sectional nature of the present data precluded definitive statements about causality. Additionally, further studies should increase the sample size and include an international perspective to ensure the overall generalisability of the results.Practical implicationsPractically, this study’s findings point to the need for organisational management to understand better underlying employees' perceptions and their antecedents and consequences.Originality/valueThe study results contribute to the literature by testing the core assumptions of affective events theory and by extending the affective events theory model, incorporating contextual influences on the relationship between attitudes and behaviours. The authors also show for the first time that incivility can be directly (compared to indirectly) linked to emotional-based responses, but not to those responses driven by cognitive appraisals. Thus, the study also contributes to the incivility literature and the understanding of various antecedents and consequences of incivility. Additionally, this study addressed the notion of formative versus reflective measurement models for the first time relating to incivility and intrapreneurial behaviour, allowing for more sensitive and less biased results. Herein lies an additional methodological contribution.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Drivers of intrapreneurship: an affective events theory viewpoint

Itzkovich¹,

Heilbrunn²,

Dolev³

2021

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“…Nevertheless, they convey a potent message about the advantages experienced by people living in the developed states". (UNHCR, 1995) It is a fact the most migrant workers are not registered with trade unions as Keune (2015) argues, contradicting the fact that they could benefit most from strong collective representation. Becker (2014: 28) lists some of these benefits as regularised work schedules, greater access to health, promotions based on justice, rulings without jeopardizing job security, etc.…”

Section: Globalisation and The Immigrant Workersmentioning

confidence: 99%

Impacts of Globalisation on Global Labour Movement: Challenges and Responses

Kolawole

2018

LJERHRM

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Across the globe labour formations have generally been experiencing insurmountable challenges related to globalisation these challenges, though differs in the levels of impact, the issues raised are universally applicable. Studies show that trade unions are trying to combat these challenges by adopting organising model elements which involves social unionism movement. Unfortunately, this has not been adopted by all unions. This paper has as its main objective of situating the trade unions within the context of globalisation era with a view to assessing the effects of globalisation on the roles of labour movement. It is believed more than ever before, that the challenges facing the labour unions are daunting and this has changed the traditional roles of the trade union to be more dynamic and versatile. Attempts are made to define trade union and globalisation in its multi-faceted dimension. It looks at these challenges faced by trade unions due to globalisation and how they have responded to these challenges. The author review various areas that globalisation have been perceives to have adverse effects on trade unions and its members and their responses, recommending measures to be adopted by unions to overcome these challenges

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“…The decentralization of collective bargaining in Europe is well documented (Schulten, 2005; Traxler, 1995). The EU has pushed member states, particularly in Southern Europe, to decentralize further the processes for setting pay and working conditions since the 2008 financial crisis to encourage workplace flexibility and job growth (Bechter and Brandl, 2015; Keune, 2015). This has resulted in increasing legislative or regulatory control over both the process of agreement making and the substantive outcomes (Voss et al, 2015).…”

Section: Collective Bargaining Decentralization: European Debatesmentioning

confidence: 99%

Partnership under pressure: A process perspective on decentralized bargaining in Danish and Australian manufacturing

Ilsøe

Pekarek

Fells

2017

European Journal of Industrial Relations

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Decentralization of collective bargaining has become widespread in developed economies, and EU policies have pushed this trend further. We use process-tracing methodology to explore the consequences of decentralization for the reproduction of partnership bargaining relations at company level. We compare two cases of decentralized bargaining in manufacturing, one in Denmark and one in Australia. Agreement-based decentralization seems to offer better process conditions for reproduction of local partnership compared to decentralization regulated by law. This implies that future decentralization measures should be negotiated rather than imposed.

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Shaping the future of industrial relations in the EU: Ideas, paradoxes and drivers of change

Cited by 9 publications

References 20 publications

Drivers of intrapreneurship: an affective events theory viewpoint

Drivers of intrapreneurship: an affective events theory viewpoint

Impacts of Globalisation on Global Labour Movement: Challenges and Responses

Partnership under pressure: A process perspective on decentralized bargaining in Danish and Australian manufacturing

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