Comparing collective bargaining agreements for developing countries

2015 ◽  
Vol 36 (1) ◽  
pp. 86-102 ◽  
Author(s):  
Janna Besamusca ◽  
Kea Tijdens
Keyword(s):  
Developing Countries ◽  
Collective Bargaining ◽  
Working Hours ◽  
Collective Bargaining Agreement ◽  
Web Based ◽  
Content Type ◽  
Paid Leave ◽  
Collective Agreements ◽  
Country Comparison ◽  
Work Family

Purpose – The purpose of this paper is to fill several knowledge gaps regarding the contents of collective agreements, using a new online database. The authors analyse 249 collective agreements from 11 countries – Benin, Brazil, Ghana, Indonesia, Kenya, Madagascar, Peru, Senegal, Tanzania, Togo, Uganda. The authors research to what extent wage and other remuneration-related clauses, working hours, paid leave arrangements and work-family arrangements are included in collective agreements and whether bargaining topics cluster within agreements. Design/methodology/approach – The authors use the web-based WageIndicator Collective Bargaining Agreement Database with uniformly coded agreements, that are both collected and made accessible online. The authors present a quantitative multi-country comparison of the inclusion and contents of the clauses in the agreements. Findings – The authors find that 98 per cent of the collective agreements include clauses on wages, but that only few agreements specify wage levels. Up to 71 per cent have clauses on social security, 89 per cent on working hours and 84 per cent of work-family arrangements. The authors also find that collective agreements including one of these four clauses, are also more likely to include the other three and conclude that no trade off exists between their inclusion on the bargaining agenda. Research limitations/implications – Being one of the first multi-country analyses of collective agreements, the analysis is primarily explorative, aiming to establish a factual baseline with regard to the contents of collective agreements. Originality/value – This study is unique because of its focus on the content of collective bargaining agreements. The authors are the first to be able to show empirically which clauses are included in existing collective agreements in developing countries.

Family-friendly practices, high-performance work practices and work–family balance

2016 ◽  
Vol 14 (1) ◽  
pp. 2-23 ◽  
Author(s):  
Lorena Ronda ◽  
Andrea Ollo-López ◽  
Salomé Goñi-Legaz
Keyword(s):  
Job Satisfaction ◽  
High Performance ◽  
Working Hours ◽  
Work Practices ◽  
Content Type ◽  
Family Balance ◽  
Family Friendly ◽  
High Performance Work Practices ◽  
Work Family Balance ◽  
Work Family

Purpose This paper aims to establish to what extent family-friendly practices and high-performance work practices are positively related to work–family balance and to identify the role played by job satisfaction and working hours as mediators of this relationship Design/methodology/approach We use data for a representative sample of almost 17,000 employees of dual-earner couples from European countries. To test the mediation mechanism implied by our hypotheses, we follow the procedure outlined in Baron and Kenny (1986). Given the nature of the dependent variables, ordered probit and regression models were estimated in the analysis. Findings The results show that, in general, family-friendly practices and high-performance work practices increase work–family balance and that these positive relationships are partially mediated by job satisfaction and working hours. While both family-friendly practices and high-performance work practices increase job satisfaction, only the first increase working hours. Moreover, job satisfaction increases work–family balance, while working hours reduces it. The net effect of these opposing forces on work–family balance is positive. Research limitations/implications The use of secondary data posits some constraints, such as the type of measures and the failure to control for a higher number of family-friendly practices and high-performance work practices. Additionally, the non-longitudinal nature of the data set implies that some relationships cannot be considered causal in the intended direction. Practical implications Managers should implement family-friendly practices and high-performance work practices, as, in general, they increase work–family balance. A significant portion of this positive effect is channeled through job satisfaction and working hours. Originality/value The paper contributes to understanding the relationship between different subsets of human-resources management practices and work–family balance, proposing a model that aims to disentangle the mediating mechanisms through which this relationship occurs.

Background and rationale of collective bargaining around work-family issues in Italy

2017 ◽  
Vol 39 (4) ◽  
pp. 459-474 ◽  
Author(s):  
Egidio Riva
Keyword(s):  
Collective Bargaining ◽  
Industrial Relations ◽  
Content Type ◽  
Labour Relations ◽  
The Great Recession ◽  
Care Services ◽  
Family Issues ◽  
Nuanced Understanding ◽  
Work Family ◽  
Available Information

Purpose The purpose of this paper is to outline and assess the role of industrial relations in introducing work-family-related policies and investigate the drivers, nature and scope of contract provisions that were bargained in the following domains: flexible working arrangements, leave schemes, care services and other supportive arrangements. Analyses draw on information filed in a unique and restricted access repository, the SEcond-level Collective Bargaining Observatory (OCSEL) held by Confederazione Italiana Sindacati Lavoratori (CISL), one of the major trade union organizations in Italy. Design/methodology/approach This paper presents and examines, by means of descriptive statistics and content analysis, available information on 285 company-level agreements around work-family-related issues that were signed in Italy between January 2012 and December 2015, in the aftermath of the great recession. Findings Work-family issues do not seem to be a major bargaining concern. The availability of specific arrangements is mostly limited to the domain of working time flexibility and it is not quite innovative in its contents. Besides, there is little evidence that the mutual gains rationale is embedded in collective bargaining in the field. However, mature and well-established labour relations result in more innovative and strategic company-level bargaining that is also conducive to work-family-related arrangements. Research limitations/implications The sample is not representative. Thus, the results obtained in this study cannot be extended to make predictions and conclusions about the population of collective agreements negotiated and signed in Italian companies in the period under scrutiny. Originality/value Research on the industrial relations context that lies behind the design and implementation of work-family workplace arrangements is still limited. Furthermore, the evidence is inconclusive. This manuscript intends to address this research gap and provide a much more nuanced understanding.

Comparing the situation and person-based predictors of work–family conflict among married working professionals in India

2019 ◽  
Vol 39 (5) ◽  
pp. 479-495
Author(s):  
Rupashree Baral
Keyword(s):  
Organizational Support ◽  
Family Conflict ◽  
Working Hours ◽  
Situational Factors ◽  
Personality Factors ◽  
Unique Contribution ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Content Type ◽  
Work Family

Purpose The purpose of this paper is to ascertain the situation (presence of young children, working hours, social and organizational support) and person-based factors (core self-evaluations) that influence work-family conflict (both work-to-family conflict (WFC) and family-to-work conflict (FWC)) and to examine the relative power of situational factors vs person-based factors in predicting work-family conflict. Design/methodology/approach Data were collected from 367 married working professionals from eight organizations in the manufacturing and services sector in India. Hierarchical regression analysis was conducted to test the hypotheses. Usefulness analysis was performed to reveal the unique contribution of the dispositional variables over the situational variables in predicting the variance in work-family conflict. Findings Personality factors accounted for more variance in FWC than in WFC, and situational factors accounted for more variance in WFC than in FWC. Research limitations/implications Given the limitations associated with a cross-sectional design, caution is needed concerning the inferences drawn. Only a few variables are considered to assess the characteristics of the context. Practical implications Organizations should not view the resolution of work-family conflict as the sole responsibility of an individual because of the demonstrated influence of both dispositional and contextual factors on the presence or absence of such conflict. While individuals may strive to have better self-management skills and stay positive in adverse situations, employers may assist them in dealing with work-family demands by introducing need-based support. Originality/value The relative importance of situation-based and person-based variables in predicting work-family conflict has rarely been examined on a managerial sample in India. Research on personality-based antecedents of work-home interference is also in its infancy. A better understanding of the factors as they relate to both directions of work-family conflict may help to identify suitable approaches to managing conflict.

Managing the work-family interface: experience of construction project managers

2016 ◽  
Vol 9 (2) ◽  
pp. 243-258 ◽  
Author(s):  
Michelle Turner ◽  
Anthony Mariani
Keyword(s):  
Leisure Activities ◽  
Construction Project ◽  
Working Hours ◽  
Well Being ◽  
Work And Family ◽  
Project Managers ◽  
Investment Model ◽  
Structured Interviews ◽  
Content Type ◽  
Work Family

Purpose – The purpose of this paper is to explore the work-family experience of projects managers working in the construction industry, and identify how they manage their work-family interface. Design/methodology/approach – Structured interviews were conducted with nine construction project managers working in the commercial sector, and data were subject to thematic analysis. Findings – Role conditions were found to impact on participants’ work-family interface, identified as working hours, accountability, and the stress arising from accountability. Participants identified four key strategies used to manage their work-family interface: managing work-based stress, having a supportive partner, prioritising non-work time for family, and trading off activities. Despite having to limit time with family and trade off social and leisure activities, participants did not report negative work-to-family spillover. All participants shared a passion for their work. Findings can be explained using the heavy worker investment model, which proposes that job devotion is linked to psychological well-being, decreases in work-family conflict (WFC), and work satisfaction. Originality/value – Contrary to previous research, findings suggest that construction project managers did not experience inter-role conflict between their work and family domains. It is recommended that further research explore these findings using the heavy work investment (HWI) framework which considers how internal and external predictors shape workers’ behaviour, and whether HWI typologies moderate the experience of WFC.

scholarly journals Living hours under pressure: flexibility loopholes in the Danish IR-model

2017 ◽  
Vol 39 (6) ◽  
pp. 888-902 ◽  
Author(s):  
Anna Ilsøe ◽  
Trine Pernille Larsen ◽  
Jonas Felbo-Kolding
Keyword(s):  
Working Hours ◽  
Working Time ◽  
Content Type ◽  
Income Levels ◽  
Collective Agreements ◽  
Marginal Part ◽  
Time Work ◽  
Part Time ◽  
Industrial Cleaning ◽  
Part Time Work

Purpose The purpose of this paper is to investigate the effect of part-time work on absolute wages. The empirical focus is wages and working hours in three selected sectors within private services in the Danish labour market – industrial cleaning, retail, hotels and restaurants – and their agreement-based regulation of working time and wages. Theoretically, this analysis is inspired by the concept of living hours, which addresses the interaction between working hours and living wages, but adds a new layer to the concept in that the authors also consider the importance of working time regulations for securing a living wage. Design/methodology/approach The paper builds on desk research of collective agreements and analysis of monthly administrative register data on wages and working hours of Danish employees from the period 2008-2014. Findings This analysis shows that the de facto hourly wages have increased since the global financial crisis in all three sectors. This is in accordance with increasing minimum wage levels in the sector-level agreements. The majority of workers in all three sectors work part-time. Marginal part-timers – 15 hours or less per week – make up the largest group of workers. The de facto hourly wage for part-timers, including marginal part-timers, is relatively close to the sector average. However, the yearly job-related income is much lower for part-time than for full-time workers and much lower than the poverty threshold. Whereas the collective agreement in industrial cleaning includes a minimum floor of 15 weekly working hours – this is not the case in retail, hotels and restaurants. This creates a loophole in the latter two sectors that can be exploited by employers to gain wage flexibility through part-time work. Originality/value The living wage literature usually focusses on hourly wages (including minimum wages via collective agreements or legislation). This analysis demonstrates that studies of low-wage work must include the number of working hours and working time regulations, as this aspect can have a dramatic influence on absolute wages – even in cases of hourly wages at relatively high levels. Part-time work and especially marginal part-time work can be associated with very low yearly income levels – even in cases like Denmark – if regulations do not include minimum working time floors. The authors suggest that future studies include the perspective of living hours to draw attention to the effect of low number of weekly hours on absolute income levels.

Life management of the quantity surveyors working for contractors at sites: female vs male

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
B.A.K.S. Perera ◽  
K. I. Ridmika ◽  
M. K. C. S. Wijewickrama
Keyword(s):  
Social Life ◽  
Working Hours ◽  
Research Approach ◽  
Structured Interviews ◽  
Work Lives ◽  
Content Type ◽  
Life Management ◽  
Integrate Work ◽  
Traditional Work ◽  
Work Family

Purpose The construction industry (CI) is known for heavy workloads and long working hours. Consequently, quantity surveyors (QSs) find it difficult to integrate work with life. Thus, the purpose of this study was to identify the causes and consequences of poor life management (LM) in both female and male QSs working for contractors at construction sites and strategies that would improve the LM of the QSs. Design/methodology/approach The study adopted a mixed research approach by conducting semi-structured interviews and a questionnaire survey to identify the significant causes and consequences of poor LM in QSs and strategies that would improve the LM of the QSs. Manual content analysis and mean weighted rating (MWR) were used to analyze the collected data. Findings Heavy workloads are the most significant cause of poor LM in QSs. The study found that male QSs are highly addicted to substance use and that female QSs lose sleep because of poor LM. Teamwork is the most significant strategy that would enhance the LM of both female and male QSs working at sites. Originality/value The traditional work–life balance refers to the harmony between work and non-work lives of an individual. LM is associated with five spheres of life: work, family life, health, social life and spiritual life. Given that, to the best of the authors’ knowledge, no previous studies have focused on LM, this study becomes significant because it identifies the causes and consequences of poor LM of QSs working in the CI and the strategies that would enhance the LM of the QSs.

US baseball dispute will bring risks for both sides

2021 ◽  
Keyword(s):  
United States ◽  
Collective Bargaining ◽  
The United States ◽  
Collective Bargaining Agreement ◽  
Content Type ◽  
Minor League Baseball ◽  
Minor League ◽  
Two Sides

Significance The lockout followed failure to reach a new collective bargaining agreement (CBA) and pitches a cartel of owners against arguably the most powerful labour union in the United States. The two sides are far apart and disruption to the 2022 season cannot be ruled out. Impacts Even a contract agreement by February 1 would leave little time for free agents to find clubs and other players to secure terms. Should a players' strike happen, it will not be likely until after the season has begun, giving the players' union more leverage. Pressure to unionise minor league baseball will grow.

scholarly journals Changing patterns of working time arrangements in registered collective agreements in New Zealand

1970 ◽  
Vol 14 (3) ◽  
Author(s):  
Raymond Harbridge ◽  
Michael Dreaver
Keyword(s):  
New Zealand ◽  
Collective Bargaining ◽  
Labour Market ◽  
Working Hours ◽  
Working Time ◽  
Hours Worked ◽  
Collective Agreements ◽  
Important Measure ◽  
Flexible Working ◽  
Changing Patterns

Internal numerical flexibility (working hours, overtime and shift arrangements) is an important measure of the overall flexibility of the labour market. New Zealand's industrial legislation on working time arrangements is permissive and allows the parties to collective bargaining considerable freedom. However, awards and agreements have generally limited the 40 hour week to certain clock hours worked between Monday to Friday. Overtime and shift arrangements provide for work outside these clock hours. The research reported in this paper examines changes to working time arrangements in registered collective settlements in the 1987/88 wage round. Over 30 percent of registered settlements contained a change to their working time arrangements with agreements being significantly more likely than awards to contain such a change. At least one more flexible working time arrangement was introduced in over 80 percent of those settlements.

The 2011-2021 NBA collective bargaining agreement

2016 ◽  
Vol 42 (9) ◽  
pp. 891-901 ◽  
Author(s):  
Thomas R. Sadler ◽  
Shane Sanders
Keyword(s):  
Asymmetric Information ◽  
Collective Bargaining ◽  
Bargaining Game ◽  
Collective Bargaining Agreement ◽  
Competitive Balance ◽  
Indirect Benefit ◽  
Content Type ◽  
Economic Framework ◽  
Opt Out ◽  
Principal Agency Problem

Purpose The purpose of this paper is to analyze the 2011 National Basketball Association (NBA) lockout and collective bargaining agreement (CBA). Design/methodology/approach Using a bargaining game model, the authors show that asymmetric information via owner revenue shifting and financial non-disclosure caused the conflict between owners and players (growth of player salaries) to result in a lockout. Findings The bargaining game also demonstrates the lockout to be a rational response to asymmetric information: by restricting the growth of player salaries, owners improved their competitive position. Other factors motivating the lockout include the indirect benefit to the median owner of repressing player salaries (i.e. greater expected competitive balance) and a principal agency problem within the players’ union. The lockout concluded with a ten-year CBA, a mutual opt-out in 2017, and revenue sharing between 49 and 51 percent of basketball-related income. The league salvaged a shortened 2011-2012 season, but created an economic framework more favorable to owners. Originality/value This paper is novel in its analysis of the bargaining aspects of the current NBA collective bargaining agreement.

The Boeing blueprint for dealing with organized labor

2014 ◽  
Vol 22 (6) ◽  
pp. 3-6
Author(s):  
Stephen Lueke
Keyword(s):  
Collective Bargaining ◽  
International Association ◽  
Puget Sound ◽  
Job Security ◽  
Organized Labor ◽  
Collective Bargaining Agreement ◽  
Content Type ◽  
Security Issues ◽  
Us Economy ◽  
The Us

Purpose – The purpose of this article is to examine changing employer strategies in dealing with organized labor through Boeing’s negotiations with its local Puget Sound, Washington-based District 751 of the International Association of Machinists and the district’s international parent. Design/methodology/approach – Considers factors including leveraging the slow growth of the US economy and the resulting job-security issues among US workers generally and Boeing workers in particular, along with the divided age composition of Boeing’s workforce to achieve market-share competitiveness with Boeing’s chief global rival, Europe-based Airbus Industries. Findings – Advises that there is no substitute for early strategic analysis of bargaining goals and strategies, particularly with respect to economic bargaining. Practical implications – Advances the view that a well-defined bargaining plan is the most likely key to success in any set of union collective bargaining agreement negotiations. Social implications – Considers the tensions that may exist between younger members of the workforce, whose priority is likely to be job security, and older members, who may be more concerned about their pensions. Originality/value – Presents the ongoing story of collective bargaining agreement negotiations at Boeing.

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