Employee Unions Research Articles

Revealing the New Nexus in Urban Unemployment Dynamics: The Relationship between Institutional Variables and Long-Term Unemployment in Colombia

Abstract The aim of this study is to assess the impact of various institutional variables on the long-term unemployment rate (LAPU) in the Colombian urban labor market. Vector autoregressive models are estimated using microdata from the Great Integrated Household Survey (GEIH), which has national coverage. Monthly data were analyzed for the 13 major capital cities and their metropolitan areas, as well as for the group of 11 intermediate capital cities, resulting in a total of 24 main urban labor markets in Colombia. The dataset includes unionized individuals, individuals with verbal and written contracts, non-labor income, unemployed individuals with subsidies, and individuals receiving severance payments. The results indicate that the growth in the number of unionized employees and non-labor income contributes to increasing the persistence in the duration of unemployment in Colombia. A key finding is that a positive growth in the ratio – gap between individuals with written contracts versus verbal contracts reduces LAPU. This provides evidence of how reducing information asymmetries in the Colombian labor market can improve labor market outcomes and contribute to medium- and long-term social welfare in Colombian urban centers.

Housing Development and Union Wages: Waitresses and Saleswomen Living in San Francisco’s Tenderloin, 1910-1941

Tenderloin housing built after the 1906 earthquake and fire is the focus of a qualitative study linking the achievement of union wages by waitresses and saleswomen to their ability to afford comfortable housing in the years between 1910 and 1941. Paul Groth’s research on downtown districts supplying workforce housing between 1880 and 1930 provides the foundation. Information from the Hotel Employees and Restaurant Employees International Union and the Department Store Employees Union Local 1100 archives at San Francisco State University’s Labor Archives and Research Center provided information about wages and work conditions. A 1941 Waitresses Local 48 roster of members’ names and addresses shows that after achieving union wages, women who lived independently of larger family households could afford well-built and comfortable mid-priced hotel rooms or efficiency apartments.

Situational leadership during the post-pandemic crisis: a case of Amanah Institute

Learning outcomes After completion of the case study, students will be able to learn, understand, examine and customize leadership styles per organizational culture; understand the conflict management styles of a female leader; and comprehend the organizational change process to devise an effective communication strategy. Case overview/synopsis Ever-changing business demands managers adopt organizational change in leadership styles, business processes, updated skill sets and minds. One must be ready to understand influential nurtured corporate culture and human resource resistance towards the inevitable change. This case study attempted to discuss the female protagonist dealing with an organizational conflict. The case study introduces one such protagonist from a century-old woman’s educational institution. Subsequently, this case study presents organizational change under the leadership of a female protagonist. This teaching case study gives the reader an insight into situational leadership, conflict management styles and the corporate change process by implementing an appropriate communication strategy. This case study describes the change process through the various decision-making scenarios that an academic institute over a century old faced during the post-pandemic crisis after adding a crucial protagonist. The employee union, followed by students and administrative employees, has challenged the dominating leadership position held by the college principal. Protests occurred due to the college administrator’s refusal to adjust her approach to leadership. This teaching case then provided different leadership styles of the current and old leaders. Finally, the case study lists the challenges a leader faces during turbulent times and the lessons a leader should learn from such situations while transforming the institute. Complexity academic level The teaching case benefits undergraduate students in business management subjects such as conflict management, leadership and organizational behaviour. Nevertheless, trainers can use this case study to teach seasoned managers and emerging leaders the significance of adopting and implementing change while understanding situational leadership. Supplementary materials Teaching notes are available for educators only. Subject code CSS 10: Public Sector Management.

Reconciliation and settlement in the anti-privatization strike: a case study of power supply sector in Maharashtra, India

Purpose This paper aims to study the motives that led to conflict between two groups – Employees of state-owned power distribution companies and the Government – over permitting parallel licensing to a private company for power distribution services in selected areas of the Maharashtra state in India. The study also seeks to comprehend the reconciliation process and the role of leadership in thwarting the strike that could have impacted common citizens. Design/methodology/approach The research is built on a case-based approach to analyze the pre- and poststrike environment along with the impact of the power shortage during the few hours of the strike. A semi-structured interview method wherein government and employee union representatives were interviewed to understand their version of the incident is used. Related literature, reports and news were reviewed to realize the impacts and consequences of similar situations in the past. Findings The strike was called off within a few hours with the intervention of state government to resolve the issue, promising the union the government’s intention not to privatize but to invest INR 500bn in the three government companies. The parallel licensing may impact government-owned power distribution companies as well as customers in the future. Practical implications It will pave the way for lessons related to such incidence where the Government and the Unions are at loggerheads over issues like privatization or ownership of the company and help the involved and other parties to seek a viable solution. The role of resilient leadership demonstrated by both parties led to a win-win solution within a few hours of the strike. Originality/value The paper is a case study on an issue that is very contemporary; the role of leadership and its swiftness in decision-making that led to a solution to a very complex situation is something that was not done earlier in the context of the State vs Union issue.

Is there a need for employee protection processes in U.S. organizations today? A comparative study to assess the progress of procedural and distributive justice systems today versus unionization

This research study was undertaken to complete a comparative study of the seminal work conducted by Anderson and Ruderman on procedural and distributive justice systems versus unionization. This research was conducted in 2023. The main focus of this research effort was to determine if current U.S. organizations were utilizing any form of justice system in protecting employees’ rights and providing processes that would prevent employees from having a desire to join a union for its protections. Parts of the original survey used by Anderson and Ruderman were used in this study to address the research questions and hypotheses posed for this study. A statistical analysis of the data was conducted, and the results indicated employees have a need for protection in their employment relationship. It is suggested that procedural and distributive justice systems be implemented as an alternative to unionization of employees to meet these employee protections.

Nonunion Supervisors’ Humility at Work and Union Intolerance: An Exploratory Study Centered on One Hypothesis

AbstractViewing supervisors’ humility at work as experiential from a self-awareness perspective, we formulated a central hypothesis that more humility would be related to less union intolerance in the work environment. Based on a broad sample of nonunion supervisors (N = 101) surveyed at neutral sites away from work, support was found for the relationship. To explore supervisors’ experience as indicated by their demographics as moderators, our data suggested that the relationship was stronger for supervisors at lower levels of supervision and for supervisors with at least one parent who was a union member. Results were discussed in relation to future studies to verify and extend this first-ever hypothesis, in which supervisors’ humility experienced at work is linked to unions and union employees.

Determinants of Negotiated Wages in the Kenyan Banking Industry

Over time, wages in the Kenyan banking sector have increased, but not at a rate that has kept up with inflation. This has had a negative effect in that the employees in the banking sector were unable to maintain the standards they were used to. In the banking industry, the average yearly wage per employee climbed from Kes 10,424 in 1968 to Kes 2,082,067 in 2021. The period from 1972 to 1994 saw the greatest loss in the buying power of earnings for banking personnel. From highs of Kes 2,629,534 in 1972 to lows of Kes 726,178 in 1994, the real average wage per employee per year fell. Between 1994 and 2008, there was a recovery in the real annual average wage per employee. Over this time, the real average wage rose from Kes 726,178 to Kes 2,330,778. By 2021, the real average annual wage per employee had decreased to Kes 1,861,550. The purpose of this study was to identify the factors that influence union wages. With time series data for the years 1968 to 2021, a wage model was fitted, and the estimated outcomes showed that gross profit before tax, labour productivity, and the prior period wage of unionisable personnel were key factors in negotiated wages. The other factors, such as the minimum pay set by law, the number of unionised employees, the unemployment rate, the inflation rate, and the union density, had no statistically significant impact on negotiated wages. The study supports the need for developing a labour productivity measurement system that is acceptable to all participants in the banking industry. The fact that the union's strength had little bearing on determining salaries also made it clear that the union needed to find new strategies for luring members.

Organizational Culture Orientation and Union Influence

Employee unions are indispensable components of organizational success. The role of the employee union, which could be a consequence of organizational culture, determines the degree of an organization’s success. This study aims to explore the employee unions’ influence on the different cultural orientations of the organization. The study is based on survey data from 23 sample organizations’ 479 respondents. This study employed a mixed approach: a qualitative approach for understanding the fundamentals of employee unions and their influence in the Nepalese context and a quantitative approach for estimating unions’ influence. OCAI to determine the cultural orientation of sample organizations. A survey questionnaire was distributed to the employees, management leaders, and union leaders as respondents to estimate the influence of employee unions. Word clouds, OCAI charts, and descriptive statistics were used to conclude the study. Findings revealed unions’ influence on organizations in different functions like recruitment and selection, training and development, compensation, and the working environment. Union influence is found to be more active and influential in hierarchy culture than in market culture. This study contributes to the Power Resource Approach and Social Exchange Theory. It encourages the organizations’ leaders to orient their culture toward market culture to foster a fair, transparent, and competitive work environment and lessen the adverse influence of employee unions.

Pengaruh Komunikasi, Pengembangan Karir, Dan Etos Kerja Terhadap Kinerja Karyawan Pada Ksp Kopdit Hiro Heling

This research aimed to: (1) find out the description of employee performance, communication, career development, and work ethic and (2) analyze the effect of communication, career development, and work ethic on employee performance both partially and simultaneously.The populations in this research were Hiro Heling Credit Union employees as many as 63 people. This research was done by census or saturated sampling due limited population. Data were collected through questionnaires and analyzed through descriptive and inferential statistical methods, namely multiple linear regression. Hypothesis testing was done through the F-test and t-test.The results of descriptive analysis showed that the variables of employee performance, communication, and career development were categorized as good enough while work ethic was categorized as good. The statistical result of the t-test showed that partially, the variables of communication, career development, and work ethic had a positive and significant influence on employee performance. The statistical results of the F-test showed that simultaneously, all independent variables had a significant influence on employee performance. The results of the determination analysis indicated that three independent variables in this research could explain the fluctuating performance of employees at Hiro Heling Credit Union by 47,4%.
 

11European Court of Human Rights: Hoppen and Trade Union of Ab Amber Grid Employees v. Lithuania, Application No 976/20, Judgment of January 17, 2023

11European Court of Human Rights: Hoppen and Trade Union of Ab Amber Grid Employees v. Lithuania, Application No 976/20, Judgment of January 17, 2023

Kern County Hospital Authority Accused of Overpaying for Executive Services

No abstract available. Article truncated after 150 words. Becker’s Hospital Review is reporting that the Bakersfield, CA-based Kern County Hospital Authority, is accused by the local employee union of overpaying two private firms that provide its top executives (1). The union alleges that Cantu Management Group and Meridian Healthcare Partners - both based in Bakersfield - have exceeded contractual amounts by 40 percent to 147 percent, leading to $23 million in overpayments over the past four years. Andrew Cantu of Cantu Management Group is also the CFO of Kern County Hospital Authority and its management representative for independent audits. Russell Judd served as the hospital's CEO until December 2021, and remains president and owner of Meridian Healthcare Partners. A 9-page report alleges the hospital failed to disclose management compensation accurately, to properly correct the issue when notified, and attempted to conceal the overpayments. The union claims to have repeatedly brought questions about the hospital's financial management to the …

The Effect of Empowerment, Work Environment and Work Motivation on Satisfaction of Credit Union Employees

This research was conducted at one of credit union in Indonesia. Using the saturated sample method, 80 people participated in this investigation. Interviewing and distributing questionnaires were used to obtain the data, which was then analyzed using multiple linear regression techniques and data processing with SPSS 23. Multiple linear regression analysis was the technique employed for data analysis. The investigation carried out revealed that the variables of the work environment, work motivation, and human resource empowerment have a substantial impact on job satisfaction.

Police unions and police fatalities in the United States, 1990−2018

As of 2018, thirty-one states granted collective bargaining rights to police officers that require local government management to recognize and collectively bargain in good faith with police unions. Although scholars have identified factors related to police fatalities, the influence of police unions has gone understudied. Research in other occupational areas shows that union strength is associated with fewer workplace injuries and fatalities. This research analyzes the influence of union strength and collective bargaining rights on police fatalities. Using state-level data from 1990 to 2018, a rare-event analysis of police fatalities indicates that states with strong public employee unions experience fewer accidental line-of-duty deaths of police officers. Further, this analysis shows that states which grant collective bargaining rights to police officers have fewer felonious line-of-duty deaths of police officers compared with those that do not grant police collective bargaining rights. This article concludes with a discussion of the policy implications and the role of collective bargaining in police safety.

A study on the relationship between the disorganization of labor and precarization

Working relations have experienced significant changes in post-industrial societies compared to traditional periods. Today, atypical employment models shape the labor market, including flexible employment formats, outsourcing, and various agency work such as staffing. The part or full-time employment model not dependent on a specific employer, described as "precarization," is becoming widespread and is the primary focus of this study. With precarization, unionized and organized labor is replaced by precarious working models, including working styles, mobile jobs, flexible working hours, and fixed-term employment contracts. These changes are reshaping labor relations in many countries globally, especially under the pressure of neoliberal theses. Precarization has caused a significant decrease in unionized employees, especially since the 1970s, which continues today. As a result of de-unionization, a new precarious class of precarious is emerging. The primary purpose of this study is to show the effects of the strategy of disorganization of labor on the "precariat" class, which has been described in recent years as the new social class. This is an empirical study based on secondary data sources. The secondary sources' findings show that a relationship between "precarization" and "disorganization of labor" can be established.

Trade Union Participation and Influence at Norwegian Workplaces During the Pandemic

A central feature of the Nordic model of labor relations, namely, the collaboration between social parties at the workplace, has proven to be particularly effective during crises. This is the backdrop for our study of the experiences from Trade Union Representatives (TU-reps) during the corona pandemic. With a survey aimed at TU-reps from the Norwegian Confederation of Trade Unions (LO), which represents just under half of the total unionized employees, we asked how the pandemic affected their participation and influence at the workplaces. Referring to the pandemic as a game changer, we discuss signs of change in TU-reps’ possibilities for participation and influence under such difficult circumstances. According to theTU-reps, interaction between the social parties intensified during the pandemic. Formal participation between the parties stands out to be crucial for enabling dialog and can therefore be labeled as the backbone of the Nordic model in times of crisis.

PHONG CÁCH LÃNH ĐẠO CỦA BAN CHẤP HÀNH CÔNG ĐOÀN VIÊN CHỨC CẤP TỈNH – NGHIÊN CỨU TẠI TỈNH VĨNH PHÚC

This study investigates the current status of transformational, transactional, and laissezfaire leadership styles in the Executive Committee of the Vinh Phuc Provincial Public Employees' Union. Cluster sampling and questionnaires were used. A total of 194 subjects agreed to participate in a survey by completing a leadership-style questionnaire. The surveyed subjects include some members of the Party Committees of the provincial agencies, members of the Labor Confederation, the Provincial Union of Employees, and 77 affiliated grassroots trade unions. The research results show that the dominant leadership style of the Executive Committee of the Vinh Phuc Provincial Employees' Union is a transformational style, with work motivation, encouragement, and inspiration in order to increase efforts as well. As with the employee's commitment to work, the transactional leadership style is rarely used because the reward mechanism does not become a priority for the Union Executive Committee. The laissezfaire leadership style is almost absent, officials are not completely self-determined, but selfdetermination is based on democratic principles. There is a statistically significant positive correlation between transformational leadership style and transactional leadership style, but the laissez-faire leadership style correlation with other leadership styles is not statistically significant.

THE ROLE OF ORGANIZATIONAL CULTURE AND ENTREPRENEURSHIP ORIENTATION ON EMPLOYEE PERFORMANCE IN VILLAGE CREDIT UNION IN BADUNG - BALI

The performance of Village Credit Union employees in Bali tends to decline. In addition to financial factors, it is suspected that this is also influenced by non-financial factors, namely entrepreneurial orientation and organizational culture. This study examines the influence of organizational culture and entrepreneurial orientation on employee performance at the village credit union in Badung Regency. These four main objectives are achieved by using a quantitative approach. The quantitative approach uses an alternative PLS 3 SEM analysis technique, using 94 respondents from Village Credit Union employees in Badung Regency. The results of the study show that organizational culture influences entrepreneurial orientation. However, organizational culture does not affect employee performance. Entrepreneurial orientation is also proven to influence employee performance. In addition, entrepreneurial orientation can mediate organizational culture's influence on employee performance.

THE MANTLE OF THE SHOP STEWARD IS NOT AN EASY ONE TO WEAR NUMSA obo Motloba v Johnson Control Automotive SA (Pty) Ltd (2017) 38 ILJ 1626 (LAC) Revisited

NUMSA obo Motloba v Johnson Controls Automotive SA (Pty) Ltd (2017) 38 ILJ 1626 (LAC) (Motloba) raises four discrete, yet interrelated issues that require close examination. The first relates to the constitutional and statutory protection accorded to trade union membership and activities. The second engages the exercise of organisational rights in the workplace. With the demise of the duty to bargain, created to breathe life into collective bargaining and provide the lifeblood to recognised trade unions in the workplace. The third brings to the surface the recurrent headache for management concerning the dual and contradictory role of the shop stewards on the shop floor. The point of immediate relevance is that, while conducting union activities, a shop steward in theory, at least, operates on equal footing with management. It merits emphasising that the theory becomes murky when the union official is also an employee. (Re Workers’ Compensation Board and Workers’ Compensation Board Employees Union (1990) 15 LAC (4th) 332, 335). Put simply, “the ordinary rules applicable to the normal employer-employee relationship are then somewhat relaxed” (FAWU v Haverstime Corporation (Pty) Ltd [2007] BLLR 638 (LC) par 42 (Haverstime)). Be that as it may, a shop steward is still an employee of a company with the usual obligation to conform to all workplace rules.Fourth, and possibly most important, shop stewards’ propensity for an “anything goes approach” in their dealing with management. The contentious issue encountered here concerns the tendency of shop stewards to exceed the bounds of acceptable conduct in fulfilling their representational responsibilities. As a result, trade union representatives have been disciplined and in extreme cases dismissed for misconduct. Accordingly, the marginal line separating insubordination and insolence, the interconnected acts of intimidation and assault, disruptive conduct in the course of collective bargaining process, misconduct at disciplinary or arbitration proceedings as well as the breakdown of the trust relationship and intolerability occasioned by dishonesty deserve critical scrutiny.

Unions' role in intersectional age discrimination litigation cases

PurposeHow older workers pursue their employment discrimination claims is the focus of this study. This is part of the broader question of how older, unionized employees pursuing their statutory rights fare in litigation and how unions might organize and subsequently better protect older workers who have been discriminated against.Design/methodology/approachThis study is a random sample of 1889 litigated age discrimination cases in Federal courts using NVivo to conduct a content analysis on unionization, individual, organizational and legal variables.FindingsAn analysis of case characteristics and outcomes in cases filed under the Age Discrimination in Employment Act indicated that older unionized workers pursuing their claims are more likely to have rulings in their favor. Other demographic characteristics of the cases in which unionized workers prevailed include seniority, disability, filing under Title VII and cases involving retaliation.Research limitations/implicationsImportantly, empirical legal scholarship, using the case as the unit of analysis, will significantly add to the understanding of how age discrimination might be reduced through litigation. Empirical legal scholarship strategies would also suggest identifying labor tribunal or arbitration cases. Using content analysis would allow for a deep understanding at the micro level of the context that led to the charges of age (or other types) of discrimination.Practical implicationsThis study offers evidence that union representation can add value when older employees are pursuing their rights in litigation.Originality/valueThis research focuses on individuals who have actually been discriminated against using empirical legal scholarship, content analysis and big data analytics.

Gatekeepers influencing careers of Canadian public sector employees: views from managers and union employees

PurposeThe purpose of this paper is to develop a better understanding of the types of career models that different managerial and union employees view influencing their career development.Design/methodology/approachIn this study, the authors gathered interview data from 74 public sector employees in management and union positions illustrating examples of the career models they experienced.FindingsThe study explains how unique career models are often defined by gatekeepers who act in setting out the procedures, incentives, and norms for the careers of others. The results, based on interviews in a Canadian government organization, suggest that employees perceive that different gate keepers are central in shaping careers of management and union employees in a more traditional career hierarchy, even though other perspectives or orientations of career progression exist in encouraging people to take more responsibility for career development. Management participants were more likely to be guided by upper level managers who acted as gatekeepers within a ‘perception of organizational politics’ model where “the system has a procedural merit rather than real merit….and systemic biases are not even realized by the people doing the hiring.” Key gatekeepers for union employees were those in human resource departments and the union who defined the fairness of the procedures within a human capital model which generally managed career development as a reward for higher levels of experience, education, and training. The findings illustrate unique ways that each set of gatekeepers shape the way that selection and promotion processes are carried out.Research limitations/implicationsThe authors are mindful that our results are, at best, exploratory. The qualitative interviews were from a sample of 74 government workers in the Canadian public service and should be verified with further research. Although the authors felt that interviews illustrated saturation and might only be a reliable reflection of a specific sample, other research should examine these findings in other contexts. Further examination of these findings might help us understand the challenges of developing systems and procedures which illustrate a distributive rather than merely a procedural fairness.Practical implicationsThe process of socialization for a career in management and union positions is demonstrated by the boundaries through which a person moves from being an outsider to an insider to the organization. Unique career models are often defined by gatekeepers who act in setting out the procedures, incentives, and norms for the careers of others. The research and practical implications point to: (i) designing supplemental behavioral interview questions and tools in selection and promotion as a way to respond to systemic biases, (ii) building awareness of how to respond to biases of the powerful role of referrals and networks in shaping careers of managerial employees, and (iii) taking steps to develop a climate which might be supportive of merit processes. Social implicationsThe process of socialization for a career in management and union positions is demonstrated by the boundaries through which a person moves from being an outsider to an insider to the organization. Unique career models are often defined by gatekeepers who act in setting out the procedures, incentives, and norms for the careers of others.Originality/valueThe study suggests that unique career models are often defined by gatekeepers who act in setting out the procedures, incentives, and norms for the careers of others.