Research on the performance effects of bargaining remains inconclusive. One reason for this is neglect of heterogeneity of the bargainers, namely differences in exposure to world markets and their ...implications for international competitiveness. Since the effects of bargaining on competitiveness depend on coping with productivity differentials between the exposed and sheltered sector, we discuss how distinct bargaining structures interact with these differentials. Exposed‐sector pattern setting is predicted to be the only bargaining structure that is sensitive to productivity differentials. The findings from time series cross‐sectional analysis corroborate the expected impact on labour costs and the current balance, whereas no employment effects are discernible.
//ABSTRACT IN FRENCH: Larry Savage et Dennis Soron nous dévoilent dans cet article que la question du nucléaire n'est pas spécifiquement française. Il se produit autour de cet outil un attachement ...assez particulier, qu'on trouve dans peu d'autres domaines, mis à part peut-être la terre. Les auteurs montrent aussi que les réserves sont ancrées dans la perspective bien concrète de pouvoir perdre son emploi. Reproduced by permission of Bibliothèque de Sciences Po
There is now an abundant and rich literature on gender and leadership in the corporate context, where concepts of masculine and feminine leadership are widely debated. This article provides a bridge ...between this literature and the women and unions literature, where women’s leadership is under-researched but where feminist strategies are widely discussed. The article uses the relatively novel lens of masculine, feminine and feminist leadership for interpreting the leadership talk of an ethnically diverse group of American and British union women. We argue that when women lead in heavily masculinized settings, their leadership discourses and orientations are almost bound to reflect the dominant culture. The study reveals that while there is a discursive space within unions for alternative (feminine and feminist) visions of leadership, in practice women union leaders also engage in different combinations (often simultaneously) of (masculine) status quo and (feminine and feminist) transformative leadership talk.
Whilst many teleworkers are increasingly working beyond home and office, these mobile teleworkers are neglected in the telework literature. This neglect is addressed through reviewing relevant ...literature, developing a conceptual locational framework that accounts for mobile teleworkers and the presentation of an illustrative example which links to the theme of work–life balance in the telework literature.
Цель. Основной целью данного исследования стало изучение российского работника малого и среднего бизнеса как субъекта современных социально-трудовых отношений в контексте имеющихся у него ресурсов.
...Методология. Исследование проводилось на материалах Российского мониторинга экономического положения и здоровья населения (RLMS) последней доступной на момент исследования 22-й волны (индивидуальный блок). Методом пятиступенчатой фильтрации было выявлено 1629 подходящих для целей исследования наблюдений.
Результаты. Опираясь на ресурсный подход к анализу социально-трудовых отношений, был определен перечень основных ресурсов, наличие или отсутствие которых способно оказать влияние на поведение работника как субъекта рынка труда: квалификационный, экономический, биологический, информационно-инновационный и социальный.
По результатам исследования делается вывод о низком уровне наличия у современных работников малого и среднего бизнеса ресурса квалификационного и экономического, на «нормальном», среднем уровне – ресурсов социального и инновационного, и на уровне ближе к высокому – ресурса биологического (ресурса здоровья).
Область применения результатов. Результаты данного исследования могут быть интересны не только исследователям, занимающимся социологией труда и трудовыми отношениями, но и практическому бизнесу, так как знание и понимание ресурсообеспеченности работников даст возможность работодателям принимать более взвешенные кадровые решения, а также представителям государственных органов, занимающихся вопросами труда, занятости и в целом социальной политики.
Le communautarisme dans les relations de travail. Voilà un beau sujet, qui comporte bien des énigmes. L'une des plus essentielles peut-être est de savoir en quoi cette question du communautarisme, à ...supposer qu'elle se laisse saisir, interpelle, comme on dit, le droit du travail. Et, le cas échéant, si elle le regarde. Reproduced by permission of Bibliothèque de Sciences Po
The effects of the change from a collective performance evaluation to an individual one, or vice versa, on work teams and their effectiveness are studied in a real work setting in which two work ...teams recently experienced a change in evaluation procedures, from a collective one to an individual one for the first work team and from an individual one to a collective one for the other. When evaluation criteria made the identification of individual contributions impossible without individual evaluation, collective evaluation was associated with increased suspicion between team members and reduced performance, when compared with individual evaluation. This study helps to identify these two elements: 1. When one or the other evaluation procedure is associated with positive outcomes. 2. Which evaluation criteria should be selected in order to enhance the positive effects of collective evaluation on performance generated by cooperation and collective regulation.
This article presents a study that aimed to test, over an extended period, the hypothesis that there has been a convergence in industrial relations in developed countries. Taking into account the ...enduring debate on this point, in particular in relation to the current crisis and the diversity of underlying conceptions, it aimed to start with an object of comparison that was not predetermined by any prior orientation, namely, "social dialogue." However, this concept, used in particular within the International Labour Office (ILO), remains quite vague and needs to be developed further. In addition to information, consultation and collective bargaining practices, practices that are less often considered were also explored, relating to joint management, codetermination, and state intervention, with the latter potentially strengthening or, on the contrary, constraining social dialogue. Empirically dealing only with collective bargaining, codetermination and state intervention practices, this study examined the development in 19 OECD countries of six indicators from 1985 to 2011. The importance of each indicator was not weighted beforehand and the data were analyzed based on the main components, followed by a classification by dynamic groups. The result yielded five fairly stable groups of countries, in which the transformations over time were studied. Lastly, the social and economic performance of the groups of countries was examined based on their GDP growth and evolving unemployment rates. Unconstrained by any a priori orientation, the following groups--traditionally brought out by comparative analyses--were found: "Anglo-Saxon," "Continental," "Nordic" and "Mediterranean" groups, as well as a last group formed by Switzerland and Japan. Our study concluded that diversity regarding "social dialogue" has been persistent, including for the recent period marked by the crisis.
Field studies linking workforce age to performance treat performance as one-dimensional and often focus on individual not organizational performance. To analyze the effects of workforce age on ...organizational performance, we suggest treating performance as multi-dimensional with at least two output dimensions: quantity and quality. We provide a novel conceptual framework that borrows insights from multiple disciplines to better understand ageing phenomena in organizations. In particular, we build on psychological and medical studies showing that individual age has different effects on different cognitive capabilities. As a result, we argue that workforce ageing may affect various performance dimensions, such as quantity and quality, in different, often opposite ways. In our empirical part we examine a unique dataset containing detailed court data over a time span of 19 years. We find that average workforce age is linked negatively to quantitative organizational performance but positively to qualitative organizational performance. Our findings suggest that future organizational studies should decompose performance at least along the quantity–quality dimension. Our theoretical framework helps to understand the different types of ageing effects and to derive itemized implications for changes in organizational performance. It also helps to reconcile contradictory findings of previous studies and to derive important managerial implications for task assignments, career policies and company strategies in view of upcoming demographic changes in many developed countries.
Two studies are reported that investigate the relationships among commitment and motivation mindsets and their contribution to work outcomes. Study 1 involved 487 nurses from a hospital in the center ...of Italy. Results showed that commitment's facets were related to parallel dimensions of work motivation. Study 2 involved 593 nurses from a hospital in the north of Italy. Analyses indicated that commitment and motivation were important antecedents of working attitudes and behaviors. Moreover, self-determined motivation played a critical mediating role in positive behaviors. Findings are discussed in terms of their practical implications for organizations and employees.
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