Unions and Job Quality

Bryson, Alex; Green, George F

doi:10.1093/acprof:oso/9780198712848.003.0007

Cited by 12 publications

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“…In his Table .1 he shows that collective bargaining reduced work intensification in the 1990s, and long hours are likely to be a component of work intensity. Similar findings have been extended to 2012 by Bryson and Green (). However, Francesconi and Garcia‐Serrano (), in a comparative study of Britain and Spain, showed that union recognition in both countries was associated with a lower use of part‐time employment contracts, which suggests that the union effect has sometimes been to raise rather than reduce hours.…”

Section: Some Previous Evidencesupporting

confidence: 83%

“…Machin () analysed six years in the 1990s using the BHPS and concluded that the mark‐up for male employees fell from 10 per cent in 1991 to zero in 1999, while it fell for female employees from 16 per cent to 10 per cent. Recent estimates using repeat cross‐sectional data indicate that a positive mark‐up (pooled over female and male employees) persisted during the 2000s and indeed up to 2012 (Bryson and Green, ).…”

Section: Some Previous Evidencementioning

confidence: 99%

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Unions and the economic basis of attitudes

Bryson

White

2016

Industrial Relations Journal

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent nonprofit organization supported by Deutsche Post Foundation. The center is associated with the University of Bonn and offers a stimulating research environment through its international network, workshops and conferences, data service, project support, research visits and doctoral program. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E S Unions and the Economic Basis of AttitudesIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author.IZA Discussion Paper No. 9876 April 2016 ABSTRACT Unions and the Economic Basis of AttitudesUnions make differences to employee satisfaction that correspond to their effects on individual economic advantage. Panel data reveal how changes in economic circumstance and changes in job satisfaction are linked to changes in union coverage. When individuals move into a union covered job they receive a wage mark-up and express enhanced pay satisfaction. Conversely, those moving from a union covered job on average lose any markup and have significantly reduced satisfaction. Similar findings emerge for working hours. On average individuals prefer shorter hours, something they tend to (not to) achieve on moving into (out of) a unionized job, resulting in higher (lower) satisfaction. Switching into union coverage lowers satisfaction with job security, even though coverage has no effect on the risk of unemployment. This is because covered employees suffer greater costs of re-employment for a given level of unemployment risk, partly due to loss of the union mark-up.JEL Classification: J28, J51

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Section: Some Previous Evidencesupporting

confidence: 83%

Section: Some Previous Evidencementioning

confidence: 99%

Unions and the economic basis of attitudes

Bryson

White

2016

Industrial Relations Journal

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“…Overall, these findings echo the effect of unionization on task discretion and task demands (e.g. Bryson and Green, 2015) and raise doubts as to the extent to which forms of closure can enable occupations to achieve positive outcomes with regards to the more intrinsic aspects of job quality associated with autonomy and workload.…”

Section: Discussionmentioning

confidence: 64%

“…Such an offset is likely to be sought (among other things) in productivity enhancements driven by higher performance expectations and intensified pressures to meet performance standards, all resulting in the work effort being subject to higher intensification. Indeed, research on unionization has shown the union wage premium often results in employers being more demanding of hard work (Bryson and Green, 2015; Metcalf, 1990). Overall, these findings echo the effect of unionization on task discretion and task demands (e.g.…”

Section: Discussionmentioning

confidence: 99%

“…Specifically, if closure theorists are correct, then it is possible that licensing enables occupations to advance other aspects of job quality. Such an effect is not uncommon in studies of non-licensing types of closure, for example unionization (Bryson and Green, 2015;Hoque et al, 2017). It is also not uncommon for professional associations of licensed occupations to take an active role in dictating skill requirements and exercising control over the nature of work activities such as learning and development, task discretion, and job demands -either directly or through their representative functions in state-appointed regulatory bodies.…”

Section: Theoretical Expectationsmentioning

confidence: 99%

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Occupational closure and job quality: The case of occupational licensing in Britain

Williams

Koumenta

2019

Human Relations

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The notion of job quality has been at the forefront of academic and policy-debates, best crystallized in the pursuit to create more but also better jobs as a route to economic prosperity. Motivated by the need to better understand how occupational-level structures shape job quality, we derive predictions from the occupational closure literature to explore how occupational licensing – the strongest and fastest growing form of closure – shapes job quality in Britain. Using nationally-representative data over several decades, we find that the effects of licensing tend to be confined to jobs in the most stringently-licensed occupations, with such jobs having higher pay, lower job insecurity, greater opportunities for skill-use, and higher continuous learning requirements – relative to jobs in similarly-skilled unlicensed occupations. Of particular concern, however, is the finding that jobs in stringently-licensed occupations are also characterized by significantly lower task discretion and significantly higher job demands. Overall, our study adds a new dimension to job quality debates by highlighting the role of emergent occupational-level institutional structures in shaping job quality, and further, that despite the overall positive effects closure strategies have, they may come at a cost to certain critical intrinsic dimensions of job quality.

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Employee voice in times of crisis: A conceptual framework exploring the role of Human Resource practices and Human Resource system strength

Nyfoudi,

Kwon,

Wilkinson

2024

Human Resource Management

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Despite extensive developments in the field of Human Resource Management, we still have limited and fragmented knowledge of how the external and internal environment of an organization influences direct employee voice. In this conceptual paper, we draw on signaling theory and theorize on whether and, if so, how direct employee voice and organizational voice climate are shaped at times of macro and organizational turbulence. Specifically, we introduce the concepts of solidary, utilitarian, and opportunistic crisis‐related Human Resource (HR) practices and propose that they send different signals to employees, influencing their voice perceptions in distinctive ways. We also theorize that employees interpret these signals vis‐à‐vis the experienced meso‐ and macroturbulence, a process that affects HR system strength and the subsequent formulation of voice perceptions and voice climate emergence. With this work, we contribute to the voice and strategic HR literature by offering an integrated and multilayered understanding of how top‐down processes at turbulent times such as crisis‐related HR practices can influence bottom‐up emergent phenomena.

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Unions and Job Quality

Cited by 12 publications

References 0 publications

Unions and the economic basis of attitudes

Unions and the economic basis of attitudes

Occupational closure and job quality: The case of occupational licensing in Britain

Employee voice in times of crisis: A conceptual framework exploring the role of Human Resource practices and Human Resource system strength

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