Trade Union Membership Research Articles

Challenges of Establishing Trade Unions in Chinese Private Enterprises

Trade unions serve as a bridge and bond between the Communist Party of China and the working masses, and the construction of grassroots trade unions is crucial for the welfare of workers and social stability. In a survey conducted in Beijing, it was found that an increase in the number of private enterprises does not necessarily lead to a corresponding increase in the number of trade unions within these enterprises. Similarly, an increase in the total number of employees in private enterprises does not guarantee an increase in the total membership of trade unions in these enterprises. The difficulty in establishing trade union organizations is influenced by multiple factors: enterprises need to control costs under the “uncertainty” of risks, employees lack understanding of trade unions, and the trade unions themselves lack professionalism and effective measures to participate in social governance. In the future, the issue of the difficulty in establishing trade unions should be addressed by developing social work in trade unions, effectively utilizing media platforms of trade unions, and further improving laws and regulations.

Employee Trust in Management: Evidence from the Greek Private and Public Sectors

In contrast to the vast literature on trust in management, the aspect of employee trust towards managers in Greece is still under researched. This paper aims to fill this gap by exploring the factors which determine employee trust towards managers in the case of the Greek dual labor market. Primary data collected through a questionnaire survey of employees are explored in a model where employee and workplace characteristics and employee’s experiences of economic depression are predictors of employee trust towards managers. The analysis of two different samples "public sector with workplace representation" and "private sector without workplace representation" allow for inferences and conclusions about the effects of the duality of the Greek labor market on employee trust towards managers. The results indicate differences in the effects of age, workplace tenure and hours worked on employee trust in management between public sector employees (trade union members) and private sector employees (not being members).

Effect of trade unions on the mental health of UK workers before and during the COVID-19 pandemic: a longitudinal analysis using Understanding Society data

BackgroundAlthough trade union membership rates have continuously decreased over the past 30 years, about 50% of UK employees are still represented by a union. Yet, studies on the association between collective bargaining and workers' mental health are sparse, especially in the pandemic context. This study examines differences on UK workers' mental health due to trade union presence and membership between pre-pandemic and pandemic periods. MethodsIn this longitudinal study, we analysed Understanding Society panel data in which the same participants are followed over time. The data concerned individuals aged 16 years and older and were collected biannually before COVID-19 pandemic (Waves 8–10: 2017–2020) and on a more frequent basis during pandemic (all COVID-19 surveys from 2020 [April, May, June, July, September, November] to 2021 [January, March, September] periods). The primary outcome was General Health Questionnaire-12 (GHQ-12) caseness (GHQ-12 score ≥4: probability of caseness). Two exposures were used separately: trade union presence and trade union membership, interacting with a binary variable splitting time periods between before and during the pandemic. Our analytical sample included 49 915 observations from 5988 individuals. 3341 (56%) individuals worked in unionised workplaces. We fitted mixed–effects logistic regression models adjusting for age, gender, ethnicity, UK residence, educational level, financial situation, workplace size, and survey interview date. We then replicated the analyses including a 3-way interaction with industry. All Understanding Society participants gave written informed consent. Ethics approval was not required. FindingsIn our sample, approximately 41% were male and 59% were female, and the mean age was 47·2 years (SD 11·4). Comparing pre-pandemic and pandemic periods, we found that the odds of GHQ-12 caseness for those in non-unionised workplaces increased by 45% (odds ratio 1·45, 95% CI 1·17–1·80), whereas in unionised workplaces odds increased by 28% (1·28, 1·05–1·57). When analysis was confined to unionised workplaces, the odds of GHQ-12 caseness for non-union members increased more (1·40, 1·07–1·83) compared with members (1·18, 0·91–1·53); however, with wide CIs. Overall, industry had no modification effect in both exposures. Sensitivity analysis using GHQ-36 as a continuous outcome demonstrated no real change in the patterns of the results. InterpretationThe mental health of workers in unionised workplaces appears to have worsened less than the mental health of those in non-unionised workplaces; however, there is insufficient evidence of effect differential by type of industrial sector. Designing policies that encourage and facilitate trade union presence in workplaces should be promoted, as they are likely to mitigate adverse mental health effects in times of extreme uncertainty. FundingMedical Research Council, Chief Scientist Office, Belgian National Scientific Fund.

Immigrants and trade union membership: Does integration into society and workplace play a moderating role?

AbstractWe hypothesize that incomplete integration into the workplace and society implies that immigrants are less likely to be union members than natives. Incomplete integration makes the usual mechanism for overcoming the collective action problem less effective. Our empirical analysis with data from the Socio‐Economic Panel confirms a unionization gap for first‐generation immigrants in Germany. Importantly, using the presence of a works council as an indicator of workplace integration and contacts with Germans as an indicator of integration into society, the analysis shows that the immigrant‐native gap in union membership is heterogeneous. The gap is smaller for immigrants working in firms with a works council and having social contacts with Germans. Our analysis also confirms that the gap is decreasing in the years since arrival in Germany.

George Bain and Memories of the Bullock Committee on Industrial Democracy

George Bain was interviewed on 26 January 2023, using the format of a life-course interview to frame his memories of the Committee of Inquiry on Industrial Democracy, 1975–77, chaired by Alan Bullock, which explored how industrial democracy could be advanced through proposals made by the Trades Union Congress in 1972–73 for board-level workers’ representation, which it saw as a means to locate workers’ interests more centrally within corporate strategy. Two issues emerged in the workings of the committee: the macro division of class and ideology, chiefly between union and unionsympathizing advocates of worker directors on the one hand, and business and business-sympathizing opponents on the other hand; and the micro division within the trade-union movement over worker directors. Two reports were published. The Majority Report recommended that one-third of company directors be elected by trade-union members employed in the company. This was not supported by the Labour government, which proposed a diluted version of the Minority Report. The government made no attempt to legislate.

Wages Divergence and Malfeasance with Tea Garden Workers in Bangladesh: A Comparative Analysis with Suggestion for the Policymakers

The research "Wages Divergence and Malfeasance with Tea Garden Workers in Bangladesh: A Comparative Analysis with Suggestions for Policymakers" aims to explore the wage disparity and malpractice issues among tea garden workers in Bangladesh. Using a comparative analysis, the study examines the differences in wages among tea garden workers and identifies malfeasance in the sector. The study finds that wage disparity exists among tea garden workers, with women workers receiving lower wages compared to their male counterparts. Moreover, the study identifies malpractices such as bribery, illegal wage deductions, and the use of child labor in the tea garden sector. It provides policy suggestions such as increasing the minimum wage rate, ensuring transparency in wage payment, and enforcing laws to eradicate malfeasance in the sector. It also highlights the need for policymakers to address the wage disparity and malpractices in the tea garden sector to ensure the welfare of tea garden workers in Bangladesh. Study finds that tea garden workers who are members of trade unions receive higher wages compared to non-unionized workers. It further identifies the impact of climate change on the tea garden sector in Bangladesh. The research highlights the need for a gender-sensitive approach to address the wage disparity among tea garden workers. It recommends that policymakers adopt measures to promote gender equity in the sector, such as providing training and education opportunities for women workers.

Disability and trade union membership in the UK

AbstractUsing data from two national surveys, the Quarterly Labour Force Survey and the Workplace Employment Relations Survey, we establish evidence of a robust disability‐related trade union membership differential in the UK. After controlling for differences in other personal and work‐related characteristics, disabled employees are found to be 3.6 percentage points (12–14 per cent) more likely to be union members than non‐disabled employees. While the differential is consistent with evidence that disabled employees have stronger preferences for union representation, we do not find evidence that union membership is associated with disproportionate benefits for disabled employees in terms of a reduction in disability‐related labour market inequality.

Stig Sjödin och minnets politik

The aim of this article is to analyse the attitudes to history and memory expressed in the working-class poetry of Stig Sjödin (1917–1993) – both in Sotfratgment (Fragments of Soot) from 1949, which marked his breakthrough as a poet, and in the poetry he wrote for the labour movement (mainly poems published in tradeunion membership magazines or read at meetings and congresses) – and to discuss how he and his poetry are today viewed as reminders of political ideals and experiences threatened by oblivion. There are certain differences between how memory and remembering is treated in Sotfragment and in Sjödin’s labour-movement poetry respectively. In Sotfragment, focus is more often on individual memories and existential problems, whereas in the labour-movement poetry, Sjödin is sometimes more explicitly political and writes about collective memories from a proletarian perspective. These differences are conditioned by differences between the spheres to which the poems belong: that of literature and that of the labour movement. In connection with the rise of left-wing radicalism in Sweden during the 1960s and 1970s, Sjödin argued that older working-class literature contained important political experiences and perspectives. This is also how his works are sometimes viewed today, both by working-class writers and by political commentators. Thereby, it is emphasized that literature is not a passive medium for the preservation of memories, but that it can also transform them and make them politically relevant.

Корпоративная культура университета: роль профсоюза

One of the important functions of personnel management at present is the management of corporate culture. The culturological approach in management allows you to combine all forces (resources) to achieve the goals of the organization, solving its tasks. This approach allows us to take into account the uniqueness of a particular company, to focus on the integration of all personnel in achieving the goals of the organization, the formation of loyalty, competencies, solidarity. Among the functions of the trade union noted in the documents of the organization, the organizational function, the organization of cultural mass, sports events, traditional professional holidays are presented. The role of management in the development of corporate culture is undeniable, at the same time, bipartisanship at the local level, as well as tripartism at other levels of social partnership presupposes the participation of employees (their trade union representatives) in the development of labor and other relations, in the improvement of corporate culture in the organization. The formation of values and norms, certain stereotypes of behavior occurs within the framework of the concept of social partnership in the organization. The role of the trade union as an organization uniting employees, as a participant in social partnership is in demand. This role is noted in the conducted research through the participation of the trade union in supporting traditions in the organization, participating in negotiations, discussing a Collective agreement, supporting staff in difficult situations (providing material, informational and legal assistance to trade union members and all employees of the organization) and other areas. The trade union participates in the management of corporate culture, which includes not only the management of the internal environment of the organization, but also the management of the image of the organization, its business reputation.

Beyond density: Improving European trade unions’ representativeness through gender quotas

Trade unions’ legitimacy is rooted in membership, since unions result from the organization of workers who found they were stronger through a collective voice. Accordingly, union representativeness has been assessed primarily through ‘density’ – the ratio of union members to the total workforce. We argue that density is crucial but insufficient. First, the decline in trade union membership jeopardizes internal legitimacy; second, unions have developed external legitimacy when acting beyond their members. Inspired by the multifaceted concept of ‘political representation’, we suggest a fairer approach which adds the composition of unions’ boards – beginning with gender – to density whenever unions act on behalf of all workers. Specifically, we contend that trade unions willing to take part in the European negotiations should adopt gender quotas on their boards. This approach is likely to stimulate equality in the labour market, while contributing to unions’ revitalization, thus fostering the quality of democratic institutions.

Prediktori prekarnog položaja radno aktivnog stanovništva Srbije, Hrvatske i Nemačke

Precarious employment is a growing phenomenon in many countries, and it has significant economic, social, and political implications. The article examines the predictors of precarious employment in Serbia, Germany, and Croatia using data from the IX round European Social Survey. The study employs a comparative analysis approach, drawing on the world-systems theory, to identify the underlying factors that contribute to the precarious position of the working population in these three countries. While certain predictors, such as age, appear to be important determinants of precariousness in all three countries, there are also differences that reflect the historical development of capitalist social relations in peripheral positions. Additionally, the organizational dimension of precariousness was found to be an important predictor of precarious employment in all three countries. On the other hand, while the absence of trade union membership, the size of the work organization, and citizenship are identified as statistically significant predictors of precarious employment, these factors do not consistently predict precariousness across all observed countries.

Seeking shelter in times of crisis? unemployment, perceived job insecurity and trade union membership

AbstractDo trade unions benefit from economic crises by attracting new members among workers concerned about job security? To address this question, we provide a comprehensive empirical investigation based on panel data from Germany, where workers decide individually on their membership. We analyse whether exogenously manipulated perceptions of job insecurity encourage individuals to join a trade union. Firm‐level workforce reductions serve as the first trigger of perceived job insecurity. Regional unemployment rates represent a second source of exogenous variation. Third, we propose a novel identification approach based on plant‐closure‐induced job losses of other workers in the same region. In each case, we exploit the longitudinal nature of the data to analyse the implications of changes in labour market conditions for changes in union membership using an instrumental variable approach. We find consistently that perceived job insecurity, as triggered by labour market turmoil, increases the likelihood of individual union membership. Analysing data on media coverage about downsizing in a complementary investigation, we add further evidence to the notion of trade unions as beneficiaries of labour market crises. Finally, we consider workers who lose their jobs and find no evidence of adverse effects on union membership among those affected directly by unemployment.

Unions, Strikes, Shaw (Unions, Strikes, Shaw: “The Capitalism of the Proletariat.”)

Unions, Strikes, Shaw (Unions, Strikes, Shaw: “The Capitalism of the Proletariat.”)

Shift work characteristics and burnout among nurses: cross-sectional survey.

Nurses working long shifts (≥12 h) experience higher levels of burnout. Yet other shift characteristics, including fixed versus rotating night work, weekly hours and breaks have not been considered. Choice over shift length may moderate the relationship; however, this has not been tested. To examine the association between shift work characteristics and burnout and exhaustion, and whether choice over shift length influences burnout and exhaustion. Cross-sectional online survey of nursing staff working in the UK and Ireland. We recruited two large National Health Service Trusts, through trade union membership, online/print nursing magazines and social media. We assessed associations using both univariable and multivariable generalized linear models. We had 873 valid responses. Reports of inadequate staffing levels (odds ratio [OR] = 2.84; 95% confidence interval [CI] 2.08-3.90) and less choice over shift length (OR = 0.20; 95% CI 0.06-0.54) were associated with higher burnout in multivariable models. Similar associations were found for exhaustion, where rarely or never taking breaks was also a predictor (OR = 1.61; 95% CI 1.05-2.52). Nurses who worked long shifts had less choice than those working shifts of 8 h or less (66% of 12-h shift nurses versus 44% 8-h shift nurses reporting having no choice), but choice did not moderate the relationship between shift length and burnout and exhaustion. The relationship between long shifts and increased burnout reported previously might have arisen from a lack of choice for those staff working long shifts. Whether limited choice for staff is intrinsically linked to long shifts is unclear.

Market-Engaging Institutions: The Rule of Law, Resilience and Responsiveness in an Era of Institutional Flux

This article analyses the institutional conditions required to support a strategic state in being responsive to the changing demands of a market-economy, whilst maintaining a credible commitment to long-term policy goals. This article identifies a key pillar of a market economy that we believe is crucial to promoting inclusive economic growth; we term these institutions market-engaging institutions. We propose that market-engaging institutions may form a bridge between the flexibility required by a dynamic market economy and the stability demanded by the rule of law. We define market-engaging institutions as those institutions that facilitate greater political participation for marginalized groups, manage technological disruptions, and support human capital formation. Examples include social partnership agreements, collective bargaining coverage, trade union membership, education and training services, and research and development programmes. We suggest that mobilizing these institutions necessitates credible commitment. Further, we argue that through its commitment to the non-arbitrary administration of general rules the rule of law is an essential condition for signalling the state’s credible commitment. However, at times the requirement for the state to be flexible to the changing needs of market actors may conflict with the rule of law’s demand for constancy and stability. This article examines the delicate balancing act required to sustain a strategic, responsive, and credible state in an era of institutional flux.

Workplace democracy and democratic legitimacy in Europe

This study investigates the political spillover and stealth democracy hypotheses as complementary mechanisms to account for any relationship between workplace democracy and democratic legitimacy in Europe from micro (employee-level) and macro (country-level) perspectives. The results from the micro-level analyses reveal that neither workplace democracy nor self-reported membership in trade unions has any direct impact on democratic legitimacy; rather, past union membership produces a negative impact. However, the effect of workplace democracy on democratic legitimacy becomes salient only when mediated by job satisfaction and political interest. On the other hand, the macro-level analysis demonstrates that union density, a measure of workplace democracy at the country level, plays a significant role in explaining democratic legitimacy. The relevance of union density may indicate that employees wish to keep democratic institutions in check by recruiting into the trade unions and applying legal and mobilizational pressure on the mainstream political institutions.

Contentious Millennials and generational dimensions in contemporary social movements in Greece

ABSTRACT Although there has been much talk about the new generation and its key role in the post-2010 anti-austerity and anti-authoritarian movements across the world, only recently has the generational component of social movements been constituted as a research topic, and despite a few notable exceptions, the issue of intergenerational relationships within social movements is but rarely addressed. In this article, I attempt to demonstrate the role of the Millennial Generation in recent developments within the social movement field in Greece, where research into these areas is still particularly scarce, while testing the hypothesis of generational discontinuity. In this context, I examine Millennials’ perceptions and practices in comparison with the older generations of the Greek progressive movement community. The analysis focuses on the intergenerational differences with respect to a) biographical availability and type of political engagement, b) organizational practices and coalitional patterns, c) forms of action and digital communication, and d) claims, frames, and discourse. Original data come from 58 interviews and 44 questionnaires. My sample includes members of SMOs, trade unions, leftist parties, local collectivities, prefigurative projects, and unaffiliated activists, representing the entire spectrum of progressive movements and covering a wide range of ideological and political tendencies. The Millennial Generation has substantially changed the social movement landscape in Greece, but data suggest intergenerational differences should not be overemphasized, while pointing to a simultaneous change for all generations on some topics and an intergenerational agreement with regard to others.

Literature Review: Peran Serikat Pekerja Dalam Menyelesaikan Perselisihan Hubungan Industrial Pada Beberapa Studi Kasus Perusahaan

The presence of workers in the company is dominated by executives. They often have conflicting interests for the company's activities. In order to help workers' positions remain relevant and recognized, workers need a Labor Union. In an industrial environment, it is normal for disputes to occur and the role of trade unions is needed to mediate the interests of both. Therefore, the expected goals are to explain the role of trade unions to address industrial relations disputes and the efforts that they attempt. This study determines literature review as the method by accumulating journals and collecting eight articles that meet the criteria. After having reference materials, the researcher will analyze the data based on a collection of these studies which the researcher will generalize into a literature review paper. The results of this research are that trade unions act as assistants, bodyguards, representatives, supervisors, and mediators and prioritize the settlement of disputes internally and amicably. Efforts made by trade unions include carrying out bipartite and tripartite negotiations consisting of mediation, arbitration and conciliation, as well as the industrial relations court, submitting a letter of application for Judicial Review to the Constitutional Court, and honing the skills of trade union members.

Individual-level determinants of current trade union membership and previous trade union membership in European countries

AbstractThis article aimed to explore the individual-level determinants of current and previous trade union memberships and to question if certain patterns are prevalent among European countries. Accordingly, repeated logit models across 15 European countries are applied drawing on the ninth round of the European Social Survey data. Variables are selected primarily considering the supply–demand theory, which explains the union membership based on the idea that employees are seeking to maximise the utility through cost and benefit analysis. In this context, this article offers a comprehensive analysis of the determinants of trade union membership with findings suggesting that personal, occupational and workplace characteristics affect current membership while occupational and workplace characteristics have effects with inverse directions on current membership and previous membership.

Double Poverty: Class, Employment Type, Gender and Time Poor Precarious Workers in the South Korean Service Economy

Double poverty refers to the lack of both time and income. This study analyses precarious workers’ double poverty, focusing on the case of South Korea, where the characteristics of its labour market perpetuate the risk of double poverty. This study set less than two-thirds of the median free time and less than two-thirds of the median income as poverty lines. Using Korean Labour & Income Panel Study data, this article identifies the double poor, experiencing both time and income poverty in the Korean labour market. It then examines the effects of occupational class, employment type, company size, social wage, trade union membership, and gender on double poverty. It is found that double poverty impacts women workers, low-skilled service workers, and non-regular workers. This study contributes to the discussion of precarious work by analysing the double poverty of time and income of precarious workers. Time poverty limits workers’ capacity to escape income poverty as they are unable to work longer and invest in household production or human capital. Consequently, the workers’ lack of time deepens their precarity.