Relations Industrielles

This paper aims to contribute to our understanding of how the representation gap in micro and small enterprises (MSEs) in nine countries can be closed through a mapping exercise (both horizontal and vertical). The study draws on peripheral workers in MSEs predominantly from countries on the periphery of the global economy. The assumption underlying the research is that the failure of traditional industrial relations actors, especially trade unions, to respond to the representation gap has created the space and the need for new actors to fill the gap. We identify a number of dimensions in trade union responses to non-standard employment relations and focus on their awareness of the specific nature of non-standard workers’ interests and their willingness to innovate with representation models. The paper identifies four main responses by trade unions to non-standard employees. The first response is where trade unions are indifferent to workers in MSEs as they are seen as marginal and unorganizable. Secondly, there are trade unions that are very much aware of the need to revise and revitalize their representation strategies, but they respond by attempting to extend existing forms of representation. Thirdly there are those who believe that non-standard employment should be resisted. The fourth, and most interesting response, is where unions create specific kinds of representation and protection for the new forms of employment. While there were positive outcomes both individually and organizationally from this mapping exercise, as an organizational tool designed to recruit members into the union, mapping is limited. In five of the nine case studies peripheral workers were recruited into a union or worker association. The paper confirms the existence of new actors in employment relations in developing countries. In particular the emergence of NGOs and community based worker associations and co-operatives have been identified as crucial intermediaries in developing new forms of workplace organization.

Edward Webster

Christine Bishoff

Relations industrielles

New Actors in Employment Relations in the Periphery: Closing the Representation Gap amongst Micro and Small Enterprises

边缘地区就业关系中的新角色：缩小微型和小型企业之间的代表性差距

This article adopts an in-depth clinical perspective based on the theoretical framework of grief in order to examine individuals’ reactions following psychological contract violation over a period of 12 months. By focusing on emotional intra-psychic phenomena our study provides evidence of the enduring effects of psychological contract violation on individuals and the employment relationship. We conducted a total of 60 interviews among 11 managers of a temporary employment agency that has implemented a series of organizational changes, mainly related to restructuring and downsizing decisions. The 11 managers interviewed have been chosen after having reported in a short survey that they experienced a psychological contract violation at work. Our results indicate that psychological contract violation triggers the subject into a grief process only when violation deprives the individual from a highly invested object at work. In these circumstances, the grief process lasts longer than we originally expected since, over 12 months, we were unable to observe the grief process in its entirety among our participants. We also find that the grief process may be accelerated or stopped according to the capacity of the organization and the individual to offer new objects that satisfy the individual’s needs and thus may help the person mourn the loss experienced as a result of the violation. Finally, our results show that the grief process deeply alters the employment relationship and modifies the amount and intensity of energy that the participants of our study devote to their work.

Sylvie Guerrero

Mickaël Naulleau

What’s Next after Psychological Contract Violation?

心理契约违背之后：何去何从？

Book file PDF easily for everyone and every device. You can download and read online The Communist Manifesto file PDF Book only if you are registered here. And also you can download or read online all Book PDF file that related with The Communist Manifesto book. Happy reading The Communist Manifesto Bookeveryone. Download file Free Book PDF The Communist Manifesto at Complete PDF Library. This Book have some digital formats such us :paperbook, ebook, kindle, epub, fb2 and another formats. Here is The Complete PDF Book Library. It's free to register here to get Book file PDF The Communist Manifesto.

Egbert Munzer

The Communist Manifesto

With economic globalization and with the precarization and informalization of work, efforts have increased to build global labour alliances among formal workers on the one hand and to organize informal workers on the other. These two endeavours overlap considerably. Global labour organizations have taken on a growing role in organizing and advocating for informal workers. I explore this overlap by comparing two global labour federations: one arising from heterogeneous networks of informal workers—the International Domestic Workers Federation (IDWF)—and a longstanding one of formal employees that has increasingly attempted to include informal workers—the Building and Wood Workers International (BWI). For both cases, I draw on five sources: secondary literature; archival material from the two federations; seven semi-structured interviews with experts on and members of these federations, plus a meeting with a small group of BWI leaders; and observations of several IDWF and BWI events. This comparison yields two striking findings. First, despite contrasting environments and historical legacies, the two federations show much convergence in strategy. Second, they clearly differ in their degree of adherence to the standard trade union model, as a result of differences in assets and challenges. The BWI is strongly wedded to the conventional model and struggles to reach informal workers, while enjoying a robust inflow of membership dues. The IDWF is committed to welcoming a variety of organizations and readily mobilizes informal workers, while suffering from an anemic inflow of membership dues. These challenges must be met not just for the survival of the BWI and the IDWF but also for the prospect of organizing globally to defend informal and precarious workers. Abstract With economic globalization and with the precarization and informalization of work, efforts have increased to build global labour alliances among formal workers on the one hand and to organize informal workers on the other. These two endeavours overlap considerably. Global labor organizations have taken on a growing role in organizing and advocating for informal workers. I explore this overlap by comparing two global labour federations: one arising from heterogeneous networks of informal workers—the International Domestic Workers Federation—and a longstanding one of formal employees that has increasingly attempted to include informal workers—the Building and Wood Workers International. The contrast reveals similarities, divergences and trade-offs, with important implications for the future potential for building global organizations of informal workers.

Chris Tilly

Organizing Informal Workers Globally: Comparing a Global Union Federation and a Global Informal Worker Organization Network

全球非正规工人组织：比较全球工会联合会与全球非正规工人组织网络

Proposals for a just transition for labour have been largely restricted to debates about transitions from the coal and oil industries. However, the transitions under way, especially in the context of the climate crisis, are more widespread. Hence the debates about a just transition from carbon-intensive industries should be refined and extended; otherwise, there is a prospect of rhetorical gesturing and little substantive change. Alongside these debates, planning guidelines are in place to encourage the adoption of circular economy practices to address questions relating to material sustainability, especially in the context of the encroaching climate crisis. Relatively little attention has been given to the implications for work and employment relationships of realizing the increasingly popular ambition to reuse, recycle and re-manufacture material inputs, waste and end-of-life products. To address these themes, the focus here is on the importance of a developed worker-focused just transition in Australian housing construction, and by implication other industries. The argument is twofold. First, an effective worker-based approach means participative and engaged labour unions pursuing transition objectives. Second, moves toward a circular economy require a just transition for the workforce. Such a transition must be planned and inclusive, with workers and their organizations as active subjects in the process. Hence, different strategies are required when unions are not in a position to speak for the whole workforce. We propose that alliances based on unions and other bodies that support workers and their households (such as environmental and other advocacy groups) become critical to the creation of a sustainable and just circular economy. Alliance politics, supported by appropriate government regulation, can become the basis to overcome the partiality and fragmentation of union representation. Abstract Proposals for a just transition for labour have been largely restricted to debates about transitions in coal regions. Yet a just transition for labour should apply to all industries. Alongside these debates, planning guidelines are in place to encourage the adoption of circular economy practices to address questions relating to material sustainability, especially in the context of the encroaching climate crisis. Surprisingly, few people have considered the implications of such changes for work and employment relationships. Unless a just transition is pursued, current inequalities in the housing construction industry are likely to intensify and remain embedded. The argument is that moves toward a circular economy in Australian housing construction require a just transition for the workforce. Such a transition must be planned and inclusive.

Peter Fairbrother

Marcus Banks

A Just Transition for Labour: The Challenges of Moves to a Circular Economy

劳动力的公正转型：迈向循环经济面临的挑战

Cet article part du constat que les travaux s’intéressant à la variation des réponses syndicales aux changements initiés par les dirigeants d’entreprises, en ne se concentrant que sur les différences entre syndicats et en analysant les réponses de chaque syndicat à l’aune d’un seul des différents types de réponse possibles, présentent une vision relativement statique de l’activité syndicale en période de changement. En s’appuyant sur les notions de pouvoir discursif/narratif (Geelan, 2022 ; Schmalz et al., 2018 ; Lévesque &amp; Murray, 2013), de cadres de l’action collective (Snow &amp; Benford, 1988) et de ressources de pouvoir (Lévesque et Murray, 2010), l’article cherche à voir comment l’intersyndicale de NRTV, une entreprise audiovisuelle française, confrontée au pouvoir formel des dirigeants du Groupe pour orchestrer leur projet de restructurations avec suppressions d’effectifs, a réussi à modifier les structures de pouvoir (Kaplan, 2008) et à peser dans les négociations. L’analyse du discours de l’intersyndicale, entre l’annonce du projet de restructuration et la fin des négociations, nous a permis d’identifier quatre stratégies de cadrage utilisées pour faire face aux significations fournies par les dirigeants du Groupe (la réfutation, l’euphémisation, le dévoilement et le recadrage). Ce positionnement discursif, combiné à l’utilisation d’une stratégie de diffusion des cadres interprétatifs et d’action aussi bien informationnelle qu’interprétative (Demers, 1996), lui a permis de mobiliser ses soutiens internes et externes autour et même au-delà des actions qu’elle a menées et d’exercer une influence sur le processus et les résultats du changement.

Mactar Camara

Les syndicats face aux restructurations initiées par les dirigeants d’entreprises : processus d’acquisition d’une capacité d’influence

工会面对企业领导者发起的重组：影响力获取过程

Cette étude s’intéresse à la capacité des organisations syndicales à améliorer les conditions de travail de leurs membres en contexte d’austérité économique. Pour ce faire, nous nous intéressons au cas de la négociation 2014-2015 au sein du secteur public québécois et plus particulièrement à la négociation dans le secteur de l’Éducation primaire-secondaire. Proposant une approche d’analyse multiniveau et multidimensionnelle et mobilisant un devis qualitatif, nous souhaitons engager une réflexion sur la capacité des syndicats du secteur de l’éducation à répondre à la précarité dans ce secteur. La position que nous avançons dans cet article est que les syndicats n’ont pas été en mesure de saisir certaines opportunités leur permettant de renforcer leur pouvoir de force aux tables de négociation. Nos principaux résultats nous amènent à faire le constat que les structures centralisées n’ont pas bien servi le front commun lors de la négociation de 2015; la négociation inter et intraorganisationnelle s’est avérée difficile et peu efficace compte tenu des multiples réalités et enjeux et de la stratégie fortement centralisée du gouvernement. Nous avons aussi constaté que la précarité vécue et perçue par les membres du secteur de l’éducation est très spécifique au contexte et aux caractéristiques de l’emploi; une spécificité qui semble plus difficile à faire reconnaitre au sein de structures centralisées. Partant de la thèse du « syndicalisme fantôme » proposé par Desbiens (2020) et du pragmatisme syndical de Lemieux (2021), nous engageons une réflexion et proposons des pistes d’action de manière à favoriser un rapprochement entre les différents paliers d’action syndicale et d’arrimer plus solidement la praxis syndicale aux attentes des membres. Précis Cette étude s’intéresse à la capacité des organisations syndicales à améliorer les conditions de travail et répondre à la précarité de leurs membres en contexte d’austérité économique. Pour ce faire, nous nous intéressons au cas de la négociation 2014-2015 au sein du secteur public québécois et plus particulièrement à la négociation dans le secteur de l’Éducation primaire-secondaire. Proposant une approche d’analyse multiniveau et multidimensionnelle et mobilisant un devis qualitatif, nos principaux résultats nous amènent à faire le constat que les structures centralisées n’ont pas bien servi le front commun. En fait, la négociation inter et intraorganisationnelle s’est avérée difficile et peu efficace compte tenu des multiples réalités et enjeux et de la stratégie fortement centralisée du gouvernement.

Chloé Fortin-Bergeron

Diane Gagné

La négociation collective du secteur de l’éducation : quel avenir pour le Front commun?

教育部门集体谈判：共同阵线何去何从？

An organization expects its employees to comply with job standardization to improve its production efficiency, while also expecting them to make suggestions to improve their job performance. Are the two goals compatible? Does job standardization turn employees into active speakers or stifled ones? This study is about how and why job standardization influences employee voice. I use conservation of resources (COR) theory to articulate competing hypotheses and a mediating process for the individual mechanism of employees’ role orientation in their job. In a three-wave panel survey, 232 employees completed questionnaires. The results indicate that job standardization reduces employee voice by narrowing the employee’s role orientation, in line with the resource conservation argument of COR theory. The results further suggest that job standardization is resource-depleting and causes the employee to focus on resource conservation to fulfill job requirements. The employee is less likely to consume resources and thus less likely to voice ideas and suggestions. This study shifts our understanding of employee voice from individual, interpersonal and organizational antecedents to the neglected antecedent of job characteristics. Given that the effects of job characteristics have often been explained in terms of the job itself, i.e., job characteristics theory, this study provides an alternative explanation in terms of the worker, i.e., resource theory. Organizations standardize jobs in order to improve production; in doing so, however, they create a dilemma: job standardization makes production more difficult to improve because the employees are less likely to voice their concerns. This study provides a specific, job-related way for managers to keep employee voice from being stifled or ignored. I propose that job standardization should consider the relative importance of employee voice and be classified as either discipline-related or job-content-related. Abstract An organization expects its employees to comply with job standardization to improve its production efficiency, while also expecting them to make suggestions to improve their job performance. Are the two goals compatible? Does job standardization turn employees into active speakers or stifled ones? This study is about how and why job standardization influences employee voice. I use conservation of resources (COR) theory to articulate competing hypotheses and a mediating process for the individual mechanism of employees’ role orientation in their job. In a three-wave panel survey, 232 employees completed questionnaires. The results are consistent with the resource conservation argument of COR theory: job standardization is resource-depleting and tends to narrow the role orientation of employees, who thus focus on resource conservation to fulfill job requirements and are in turn less likely to consume resources and voice suggestions. This study provides a specific, job-related way for managers to keep employee voice from being stifled or ignored. Job standardization should consider the relative importance of employee voice and be classified as discipline-related or job-content-related.

Abbreviation	ri
Journal Impact	0.50
Quartiles(Global)	INDUSTRIAL RELATIONS & LABOR(Q4)

ISSN	0034-379X, 1703-8138
h-index	33

Publication Information	Publisher: Laval University, Department of Industrial Relations，Publishing cycle: ，Journal Type: journal，Open Access Journals: No
Basic data	Year of publication: 2022，Proportion of original research papers: 100.00%，Self Citation Rate:25.00%， Gold OA Rate: 0.00%

Relations Industrielles

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New Actors in Employment Relations in the Periphery: Closing the Representation Gap amongst Micro and Small Enterprises

What’s Next after Psychological Contract Violation?

The Communist Manifesto

Organizing Informal Workers Globally: Comparing a Global Union Federation and a Global Informal Worker Organization Network

A Just Transition for Labour: The Challenges of Moves to a Circular Economy

Organizing Informal Workers Globally: Comparing a Global Union Federation and a Global Informal Worker Organization Network

A Just Transition for Labour: The Challenges of Moves to a Circular Economy

Les syndicats face aux restructurations initiées par les dirigeants d’entreprises : processus d’acquisition d’une capacité d’influence

La négociation collective du secteur de l’éducation : quel avenir pour le Front commun?

Job Standardization and Employee Voice