Bargaining Process Research Articles

THE IMPACT OF COLLECTIVE BARGAINING ON ACADEMIC STAFF WELFARE IN FEDERAL UNIVERSITIES IN SOUTH WEST, NIGERIA

Objective: This study aims to investigate the impact of collective bargaining on the welfare of academic staff in federal universities located in South West Nigeria, focusing on six selected institutions. Theoretical Framework: The research is framed within the context of labour relations theory, exploring how collective bargaining as a mechanism influences various welfare dimensions of academic staff. Method: A quantitative research approach was adopted, utilizing a descriptive research design. The study's population comprised academic staff from the six universities, with a sample size of 377 participants determined through the Taro Yamane formula. Data were collected using structured questionnaires and analysed using statistical techniques to assess the relationship between collective bargaining and staff welfare. Results and Discussion: The results indicate a significant negative impact of collective bargaining on academic staff welfare (β=-0.494, p<0.05). Contrary to its purpose, collective bargaining has not adequately addressed welfare issues, potentially worsening existing challenges faced by academic staff in the studied universities. The discussion emphasizes the need for improved bargaining strategies to promote staff well-being. Research Implications: The study's findings highlight the importance of developing more effective and collaborative collective bargaining processes. These are critical for enhancing welfare outcomes and addressing systemic challenges within federal universities. Originality/Value: This research contributes to the literature on collective bargaining by providing empirical evidence from the Nigerian higher education sector, revealing its counterproductive effects on academic staff welfare. It offers practical insights for policymakers and unions in designing more strategic negotiation frameworks.

Evaluating the Effectiveness of Managing Workplace Conflict Management in Nigerian Universities

This study assesses the effectiveness of managing workplace conflicts in Kogi State University, Anyigba, Nigeria. A mixed-methods approach and survey design was employed, combining quantitative and qualitative data collection and analysis methods. The main objective of the study is to assess the effect of collective bargaining on workplace conflict management in Nigeria Universities, focusing on Kogi State University Anyigba The population considered for this study is the Academic Staff Union of Universities (ASUU) members, the Non-academic staff union (NASU), and the Senior Staff Association of Nigerian Universities (SSANU) from the Kogi State University Anyigba. Summing them up therefore the total number of these individuals is 4013. Hence 4013 constituted the total population of this study. This study employed the “Modern Management Theory," theory propounded by Mary Parker Follet who believed that management was "the art of getting things done through people. The result of hypothesis one shows that the p-value is 0.000 at 5% significance level; this means that the Null Hypothesis is rejected and the study concludes that Collective bargaining has a significant effect on conflict management in Kogi State University Anyigba. The result of hypothesis two shows that the p-value is 0.000 at 5% significance level this means that the Null Hypothesis is accepted and the study concludes that the collective bargaining strategy is not effective in workplace conflict management at Kogi State University Anyigba. The study recommends that the University should re-evaluate its current collective bargaining strategies to ensure they are more effective in managing workplace conflicts. This might include involving more diverse stakeholder groups in the bargaining process to improve effectiveness. The University should implement conflict resolution training programs for both academic and non-academic staff to enhance their capacity to engage in constructive bargaining and negotiations.

Can threats improve payoffs from bargaining in markets with retaliations? Evidence from a field experiment

Evidence on the combined effects of threats and retaliations on bargainers' payoffs from actual marketplaces is scarce. We conduct a natural field experiment in a marketplace where buyers employ verbal threats to negotiate discounts, while sellers can covertly retaliate with fraudulent actions that may negatively affect buyers' payoffs. By varying the threat levels, we find that seller retaliations intensify as the threat level escalates, which more than offset any gains buyers make from negotiating discounts. Our finding highlights that in marketplaces where covert retaliations are feasible, the party employing threats in the bargaining process receives lower financial payoffs than in the absence of any threat, and the payoff declines with an increase in threat intensity. Our finding is particularly relevant for credence goods markets, where sellers may be inclined to intensify undertreatment in response to threats from buyers.

Optimization of Operation Strategy of Multi-Islanding Microgrid Based on Double-Layer Objective

The shared energy storage device acts as an energy hub between multiple microgrids to better play the complementary characteristics of the microgrid power cycle. In this paper, the cooperative operation process of shared energy storage participating in multiple island microgrid systems is researched, and the two-stage research on multi-microgrid operation mode and shared energy storage optimization service cost is focused on. In the first stage, the output of each subject is determined with the goal of profit optimization and optimal energy storage capacity, and the modified grey wolf algorithm is used to solve the problem. In the second stage, the income distribution problem is transformed into a negotiation bargaining process. The island microgrid and the shared energy storage are the two sides of the game. Combined with the non-cooperative game theory, the alternating direction multiplier method is used to reduce the shared energy storage service cost. The simulation results show that shared energy storage can optimize the allocation of multi-party resources by flexibly adjusting the control mode, improving the efficiency of resource utilization while improving the consumption of renewable energy, meeting the power demand of all parties, and realizing the sharing of energy storage resources. Simulation results show that compared with the traditional PSO algorithm, the iterative times of the GWO algorithm proposed in this paper are reduced by 35.62%, and the calculation time is shortened by 34.34%. Compared with the common GWO algorithm, the number of iterations is reduced by 18.97%, and the calculation time is shortened by 22.31%.

Revisiting liberal intergovernmentalism in CFSP: preference formation and the EEAS

ABSTRACT Liberal intergovernmentalism (LI) posits that member states’ preferences are domestically shaped and align with the positions of the largest states. However, during EEAS negotiations, major states had divergent views on Common Foreign and Security Policy (CFSP) integration, risking nonagreement. Despite the inability to counter external threats effectively, states prioritised sovereignty and national interests. This paper, based on interviews with member states and EU institution representatives involved in the bargaining process, evaluates LI’s applicability to CFSP integration. It examines the preference formation of France, Germany, and Spain during the creation (2002–2003) and design (2010) of the EEAS, the last revolution in the institutional framework of the CFSP and the most innovative body established by the Treaty of Lisbon (2009). The study contributes theoretically and empirically to understanding LI. Since member states follow an exogenous but not liberal preference formation process, it concludes that LI should be revised.

Kindness or Intelligence? Angry Men are Perceived as Less Intelligent by Their Female Romantic Partners.

We were interested in how people in a romantic relationship would perceive the intelligence of their partners who have high or low trait anger. Specifically, we referred to the tension between compassion (low anger) and competence (high intelligence) in mate choice. Some evolutionary theories suggest that mating might be considered a bargaining process between these two higher-order attributes. Our study involved 148 heterosexual couples in romantic relationships. We measured the relationship between relationship satisfaction, trait anger, objective intelligence, self-assessed intelligence, and subjectively assessed partners' intelligence. We found that angrier men were less satisfied in their romantic relationship than those men who were less angry, and their partners were also less satisfied in the relationship. Additionally, women perceived angrier men as less intelligent, an effect that remained after controlling for men's objective intelligence. Lastly, we found that women's perception of their partner's intelligence mediated the link between men's anger and relationship satisfaction for both sexes. Our findings suggest that both anger and intelligence play important roles in romantic relationship functioning, consistent with evolutionary theories that emphasize the value of competence (i.e., intelligence) and compassion (i.e., low anger) in romantic partners. Furthermore, our study highlights the importance of women's perception of their partner's intelligence in determining the quality of the relationship.

The collective bargaining process in the restructuring of CaixaBank

El plan de despidos colectivos de CaixaBank en 2021 llegó como el mayor del sector bancario español y el tercero en la historia del sector privado a nivel nacional. Esta reestructuración es ilustrativa de la última década de reestructuraciones del sector financiero. El proceso de negociación con los representantes de los trabajadores provocó la primera huelga general en la historia de la entidad, resultando en un acuerdo que redujo el número de trabajadores afectados, reubicó trabajadores y propuso compensaciones económicas por encima del mínimo legal. De ese modo, este artículo utiliza elementos centrales asentados en la literatura para examinar el sistema de relaciones laborales establecido en la reestructuración de CaixaBank a la vez que se analiza el uso de otros recursos de poder sindical en este proceso de negociación.

Do Resident Unions Improve Graduate Medical Education Training? Benefits and Potential Pitfalls.

The last 10 years have seen an increase in union representation for residents and fellows across the United States. It is estimated that 15% of residents and fellows are represented by unions. With increasing numbers of U.S. residents and fellows in graduate medical education (GME) programs being represented by unions, the authors contend that it is worthwhile to consider the benefits and potential drawbacks of resident unions and how GME and health system leaders can best work to ensure that the educational needs of residents continue to be emphasized in an era of resident unionization. Union bargaining can be a method to secure salary increases and other benefits for residents. Unionization can also provide a mechanism for more rapidly addressing worker protection issues and allows residents to advocate on behalf of patients. Residents participating as union leaders may develop important leadership and negotiation skills as well as gain beneficial knowledge about health system structure, financing, and priorities. However, with all the possible benefits that may come with resident unionization, there are also potential pitfalls. The collective bargaining process may create an adversarial relationship between program and institution leaders and trainees. Additionally, while residents are considered employees and able to collectively bargain, the National Labor Relations Board has also acknowledged that residents are "students learning their chosen medical craft." Program and institution leaders have an obligation to prioritize resident education and adhere to accreditation requirements even when these requirements conflict with union demands. Furthermore, because of the obligation to protect the public, program leaders should maintain control of resident academic due process issues. Program and institutional leaders must continue to prioritize resident education. Furthermore, GME leaders have a joint responsibility to create clinical learning environments that are conducive to quality patient care and promote resident learning and well-being.

Marital Bargaining and Assortative Matching on Fertility Preference : Evidence based on Cross-sectional Data in China

Background Despite the relaxation of fertility restrictions, China’s birth rate continues to decline. The Universal Two-Child Policy encourages couples to consider having a second child, often leading to a bargaining process between spouses with differing preferences. Additionally, the skewed sex ratio has increased Chinese women’s bargaining power, highlighting the importance of analyzing fertility decisions through marital bargaining. Methods This paper investigates second-child fertility decisions using data from the 2018 China Family Panel Studies and employs Ordinary Least Squares regression. The study examines assortative matching based on fertility preferences and uses the 2020 provincial-level sex ratio for individuals aged 20–39 as a proxy for women’s bargaining power in the marriage market. Results The study shows that achieving consensus on having a second child requires cooperation between spouses, particularly when their fertility preferences differ. The study also reveals that marriage matching is not random; individuals are more likely to partner with those who share the same second-child preference. Additionally, women with greater bargaining power positively influence their husbands’ desired family size, a correlation not observed in males. Conclusion The study concludes that second-child fertility decisions in China are significantly influenced by marital bargaining and the increased bargaining power of women due to the skewed sex ratio. Cooperation between spouses with differing fertility preferences is crucial for reaching a consensus on having a second child.

The Effects of Trade Unions on Labour Market Outcomes

This paper explored the effects of trade unions on labour market outcomes. A trade union is any organisation of employees established to improve the conditions of employment of its members through the process of collective bargaining. The findings of the study revealed trade unions therefore attempt to improve the terms and conditions of employment of their members by the employer through the process of collective bargaining. Collective bargaining has become a determinant of production and labour costs. Between employers and employees in the competitive market, it aids in the distribution of added value. For employees, collective bargaining is a key factor for their income and sustainability on a dynamic labour market. Among employees, collective bargaining aids expressing solidarity through the ‘wage floors’ applying to different groups of workers at a given bargaining level. Hence, the ability of countries, especially developing countries like Nigeria, to be able to compete in the global marketplace depends to a reasonable extent, on their ability to transform industrial relations policies involving trade unions and collective bargaining so that they not only promote flexibility in the workplace but equally encourage the formation and effective use of human resources.

Beware the puppeteers: the role of geopolitics in the bargaining dynamics between a Russian politically connected MNC and the country of Montenegro

PurposeThis paper aims to use the obsolescing bargaining power (OBP) Model (Vernon, 1977, 1998) to analyze the case of United Company Rusal, a Russian politically connected multinational companies (MNCs) that was one of the world’s largest aluminum companies between 2005 and 2014, having acquired and, ultimately, sold the Montenegrin aluminum smelter company Kombinat aluminijuma Podgorica.The authors did so with the aim of answering the following question: How do geopolitics affect the bargaining balance of power between a Russian MNC and a host country? Design/methodology/approachThe authors used the discourse analysis methodology to identify the key players in the bargaining process and illustrate the evolving bargaining process.FindingsThe authors demonstrated that, over time, the shift in power from the Russian MNC to the host government had not merely been the result of the increase in committed MNC assets in the host country but, rather, of a geopolitical chess game involving the Russian Government, North Atlantic treaty organization (NATO) and the European Union (EU). By extending the OBP model with geopolitics, the authors found that a political agenda can influence the outcome of a bargaining process.Originality/valueThe authors extended the OBP model to illustrate the complex interaction between an emerging market MNC and an emerging host country government, indirectly influenced by two supranational organizations – the EU and NATO.

I Would Like to but I Cannot: What Influences the Involuntariness of Part-Time Employment in Italy

Over the last two decades, involuntary part-time (IPT) employment has become a more and more pressing issue in Europe, especially in the southern countries, where IPT today constitutes most part-time employment. Using INAPP-PLUS data and different discrete choice model estimations, this paper aims to shed light on the factors that explain the IPT growth in Italy, focusing on what influences the IPT status at the individual, household and labour market levels. The main hypothesis is that what influences the IPT work derive from a combination of workers’ individual, household, and job characteristics which may engender limited power during the bargaining process. The empirical results, based on gender-specific models, highlight that characteristics associated with the IPT status significantly changed over time, reporting a convergent path between the gender profiles of IPT employment. However, IPT employment for women still appears to be mainly originated from the gendered division of domestic and care tasks, while this phenomenon seems to be mainly driven by the labour demand side for men.

Competitive balance in professional sports: A multi-dimensional perspective

What constitutes competitive balance is a contentious issue in professional sports. We contribute to this debate with a simple framework encapsulating multiple viewpoints of competitive balance and highlight how this framework suggests that there could be an inherent tradeoff along two common dimensions. Using the framework as a lens for comparing North American professional sports leagues, we then demonstrate how important changes over time in the collective bargaining process have influenced the competitive balance of these leagues in different ways. Finally, we discuss and provide descriptive evidence for the influence of differences in non-gate revenue growth across leagues and how it might have affected their competitive balance in recent years. (JEL L83, D63, C23).

Confidence and Outcome Expectations in Bilateral Negotiations–A Dynamic Model

This work proposes and studies a dynamic model of two bargaining parties exchanging offers over time, considering their confidence about the share of the “pie” they obtain, which translates into expectations regarding the outcome of the bargaining process. The model predicts the sequence of offers as well as the final agreement for given confidence parameters. A mathematical analysis of the model shows the outcome is an Asymmetric Nash Bargaining Solution with exponents determined by the bargainers’ confidence. Moreover, a compensation effect can be found between confidence and risk aversion. This work also considers that confidence levels of bargainers might change during the negotiation, and we conduct a comprehensive simulation study to analyze the effect of such changes. Through Monte-Carlo simulation, we show that a bargainer is better off if its confidence increases, but the advantage is lost if the other party’s confidence increases in a similar way. In that case, concessions are smaller and negotiations last longer. Changing confidence parameters make the outcome harder to predict, as it will depend more on the final confidence than the initial one. The simulations also show that the average size of concessions, and therefore the final agreement, depend not only on whether confidence increases or decreases, but also on the change rate, with stronger effects observed when change accelerates towards the end of the process.

Employer vs government parental leave: Labour market effects

A relatively large number of firms in Australia and in the US offer employer-funded parental leave to their employees. We introduce employer-funded parental leave in a theoretical labour search and matching model. Firms choose the duration of paid parental leave offered to prospective employees. Matched firms and workers then negotiate wages through a Nash bargaining process. We show that employer-funded leave allows firms to pay lower wages. In this context, extending government-funded parental leave reduces the benefits of employer-funded leave to firms, reducing total leave duration. It also affects equilibrium wages and employment. We calibrate the model using Australian data. We show that increases in both government-funded leave duration and replacement rate can be welfare improving and, in particular, the welfare effects of government leave duration display an inverted U-shape.

Optimised operation of integrated community energy system considering integrated energy pricing strategy: A two-layer Stackelberg game approach

Aiming at the problems of new energy absorption and inter-subject interest conflict in the integrated community energy system, this study proposed an integrated energy pricing strategy that considered the interconversion of various energy sources and built a two-layer optimisation model of the electric-gas-heat‑hydrogen interconnection integrated community energy system. The upper-layer operator model maximises the revenue by setting energy price and selling energy to users. The lower-layer users model minimises the energy cost by actively adjusting energy usage strategy according to energy price. The two sides rationally pursue the maximisation of their respective interests, and the process of bargaining can be described by Stackelberg game. The model is also considered for combining the characteristics of elastic load and vehicle-to-grid on the demand side and operates jointly with the bus battery swapping station and two-stage power-to-gas for optimizing system operation. Through theoretical derivation, it is proved that there is a unique Stackelberg equilibrium solution for the proposed game model. Further, the two-layer optimisation model is transformed into a mixed integer quadratic programming problem by applying the Karush-Kuhn-Tucher optimal condition, linear relaxation technique, and duality theorem. Finally, the global optimal energy price is obtained by solving the converted model. The optimisation results in different scenarios show that the proposed model and method not only protect the interests of the operator and users but also improve the wind power absorption capacity of the community and reduce the load fluctuation.

Mengukur Citra Carrefour BG Junction Surabaya

A retail business is a business selling products and services that have been added to meet the needs of individuals, families or other end users. Retail business in Indonesia is divided into 2 groups, namely traditional retail and modern retail. Modern retail is basically a development of traditional retail. Retail business does not always have to be done in a shop, but can also be done via telephone or internet, also called retail or non-shop retail. The characteristics of a traditional retail business are simple, the place is not too large, the goods sold are not too many type, the management or management system is still simple, does not offer shopping convenience and there is still a process of haggling over prices with traders, and the products sold are not displayed openly, so customers do not know whether the retailer has the goods they are looking for or not. Meanwhile, modern retail businesses On the contrary, it offers a spacious place, there are many types of goods sold, the management system is well managed, offers shopping convenience, the selling price is fixed (fixed price), so there is no bargaining process and there is a self-service or self-service system, as well as displays products on open shelves, so customers can see, choose, and even try products first before deciding to buy. Of all the retail companies, there is one large company that also dominates the retail business currently, namely Carrefour. Carrefour is an international supermarket group, headquartered in France. Carrefour is the second largest retail group after Wal-Mart. The first Carrefour store opened on June 3, 1957, in Annecy near an intersection

Wage Bargaining Power of Internal Migrant Workers: Evidence from Urban Labor Market in China

This study analyses the wage bargaining power of employers and internal migrant workers in the urban labor market in China using a two-tiered SFA model. The findings indicate that bargaining power decreases the observed wage relative to the benchmark wage which is associated with worker’s actual productivity. The availability of migrant labor is identified to be a key variable in the wage bargaining process. This study reveals that the migrant workers who obtain jobs via informal job search methods stand in a weak bargaining position relative to those using formal search methods which is consistent with limited choices hypothesis. Additionally, the migrant workers in the manufacturing and construction industries or producing and processing occupations extract surplus nearly identical to other groups.

A Critical Exploration of Bargaining in Purchasing and Supply Management: A Systematic Literature Review

Bargaining with suppliers is a key Purchasing and Supply Management (PSM) activity but there is considerable ambiguity over what bargaining entails and the concept currently lacks a systematic treatment, despite its significant interest to PSM professionals. The literature shows that bargaining can be seen as an adversarial approach to negotiation (in contrast to more integrative/collaborative ones) and also the back-and-forth discussion over price and other variables between buying and supplying organisations to reach an agreement. In addition, many will move between fundamentally distributive and integrative approaches as the discussions play out. A systematic literature review of the Scopus, ProQuest, ScienceDirect, JSTOR and Web of Science databases was undertaken to address this gap, identifying 427 relevant journal papers that were systematically analysed. First, descriptive techniques identified the trajectory of published papers, methods, theories and their industrial context. Second, content analysis identified the key constructs and associated operational measures/variables of bargaining. Third, the constructs have then been ordered temporally and by areas of location (organisational/departmental and individual levels) to generate a model and inform a series of practice-based recommendations at different stages of the bargaining process. The findings will allow future researchers to use the constructs either directly in developing focused hypotheses to test relationships or as a basis for refinement and extension in cumulative theory building and testing. In addition, a series of focused research gaps have been identified, such as addressing the current contradictory findings of the effect of purchasing volume or organisational size on bargaining power.

A bilateral negotiation mechanism by dynamic harmony threshold for group consensus decision making

This article proposes a framework for bilateral negotiation mechanism to deal the case the concordant decision-makers (DMs) coalition cannot be constructed, which resolves the limitations of the existing group decision making methods. Bilateral negotiation means a process in which any two involved DMs change their own opinions based on each other’s opinions, avoiding the formation of group coalitions and the coercion of individual DMs. It can not only improve group consensus by interaction between individual DMs, but also considers the limited compromise behavior of DMs in the consensus bargaining process. The key contributions of this article contain: (1) It investigates the concept of ‘harmony threshold’ by combining the consensus levels of individual DMs and the number of group members to explain the limited compromise behavior of DMs. (2) it proposes a novel bilateral negotiation consensus mechanism with personalized compromise behavior with the group consensus threshold as the objective function and personalized harmony thresholds as constraints to help any two discording DMs partly to adopt each other’s opinions. And (3) It develops the ranking difference level (RDL) to measure the deviation degree between the final ranking of alternatives and all the DMs’ original rankings of alternatives. The research found that the proposed mechanism can reduce consensus cost by 40% and ranking difference by 5%.