Differences in Organizing Between Unions and NGOs: Conflict and Cooperation Among Swedish Unions and NGOs

Egels‐Zandén, Niklas; Hyllman, Peter

doi:10.1007/s10551-010-0720-x

Cited by 15 publications

(9 citation statements)

References 53 publications

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“…In other words, non–employee‐oriented CSR would be part of their utility function and union leaders could be bargaining along broader lines than previously thought (Clark and Oswald 1993). This is interesting in the UK context and does mimic some of the findings from Scandinavian countries where overall unions are more entrenched (Egels‐Zanden and Hyllman 2011; Gjolberg 2009).…”

Section: Discussionsupporting

confidence: 66%

“…Are external constituents perceived as competitors for company resources or can they be collaborators in pursuing common interests? In Sweden, where collective bargaining is broader and union density significantly higher than the United Kingdom, collaboration between unions and non‐governmental organizations (NGOs) interested in supply chains and labour rights has been successful despite difficulties (Egels‐Zanden and Hyllman 2011). In the United Kingdom, interviews by Gold et al .…”

Section: Corporate Supply and Stakeholder Demand Of Csrmentioning

confidence: 99%

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The Influence of Unions on CSR: Is There a Trade‐Off Between Employee‐Oriented and Non–Employee‐Oriented Policies?

Boodoo

2020

Brit J Industrial Rel

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Strategic managers are consistently faced with decisions of how to allocate a company's scarce resources to meet the demands of shareholders and other powerful and legitimate stakeholders. This article analyses whether higher union density at company level pushes management to engage more in corporate social responsibility (CSR). Drawing from stakeholder theory and the resource allocation approach of CSR as well as union voice and monopoly models, this article finds that companies have to substitute non-employee-oriented CSR with employee-oriented CSR as union density increases but is still at low levels. At higher levels of union density, companies can complement both types of CSR. This perhaps represents a reinforcement of mutual interests between management and organized labour, which has implications for managerial prerogatives as well as union positioning in the labour and political process.

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Section: Discussionsupporting

confidence: 66%

Section: Corporate Supply and Stakeholder Demand Of Csrmentioning

confidence: 99%

The Influence of Unions on CSR: Is There a Trade‐Off Between Employee‐Oriented and Non–Employee‐Oriented Policies?

Boodoo

2020

Brit J Industrial Rel

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“…In addition to these quantitative approaches, the IOC field has also much to gain from qualitative studies. Case studies are specifically promising to enrich our understanding of the dynamics of IOCs (e.g., Egels-Zandén and Hyllman, 2011). Longitudinal analyses allow researchers to delve deeply into the contextual factors, motives, and process involved in IOCs.…”

Section: Suggestions For Future Researchmentioning

confidence: 99%

Inter-organizational conflicts

Lumineau

Eckerd

Handley

2015

Journal of Strategic Contracting and Negotiation

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While inter-personal conflicts have attracted much attention from scholars and practitioners over the last two decades, our understanding of inter-organizational conflicts remains limited. This paper critically assesses current literature on inter-organizational conflicts. We first discuss the specific features of conflicts at the inter-organizational level. Second, we provide an overview of both qualitative and quantitative research conducted in the field. Third, we make suggestions for future research on inter-organizational conflicts. We specifically suggest opportunities to develop theoretical bridges with other streams of literature and to build multi-level models of conflict management. We then discuss important empirical issues associated with doing research on conflicts between organizations and provide recommendations to overcome these challenges.

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“…Limited empirically grounded research explores union-NGO relations [for rare exceptions, see Ford's (2009) analysis of Indonesian unions and NGOs and Kryst's (2012) analysis of the German Clean Clothes Campaign]. Still, previous research has suggested some explanations of why unions and NGOs have difficulties cooperating, highlighting organizational (Braun & Gearhart 2004;Egels-Zandén & Hyllman 2011), class-related (Ford 2009), and gender-related differences (Huyer 2004). Drawing upon the institutional logic perspective (Thornton et al 2012), we develop a complementary explanation showing that conflicts could stem from unions and NGOs acting upon multiple local institutional logics.…”

Section: Introductionmentioning

confidence: 99%

Multiple institutional logics in union–NGO relations: private labor regulation in the Swedish Clean Clothes Campaign

Egels‐Zandén

Lindberg

Hyllman³

2015

Bus Ethics Eur Rev

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Conflicts between labor unions and nongovernmental organizations (NGOs) often impede private labor regulatory attempts to protect worker rights at supplier factories. Based on a study of a failed private regulatory attempt for Swedish garment retailers, we contribute to existing research into union–NGO relations by demonstrating how conflict arises because unions and NGOs act upon different institutional logics. We also contribute to the institutional logics perspective by challenging the current emphasis on either coexistence or conflict among multiple logics, and showing the heterogeneity in how multiple logics manifest on a local level, how this could shift over time, and suggesting an empirically derived typology of manifestations of multiple logics.

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Differences in Organizing Between Unions and NGOs: Conflict and Cooperation Among Swedish Unions and NGOs

Abstract: code of conduct, corporate responsibility, international framework agreement, labour practice, NGO, supplier relations, transnational corporations, union,

Cited by 15 publications

References 53 publications

The Influence of Unions on CSR: Is There a Trade‐Off Between Employee‐Oriented and Non–Employee‐Oriented Policies?

The Influence of Unions on CSR: Is There a Trade‐Off Between Employee‐Oriented and Non–Employee‐Oriented Policies?

Inter-organizational conflicts

Multiple institutional logics in union–NGO relations: private labor regulation in the Swedish Clean Clothes Campaign

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