Labour relations, collective bargaining and employee voice in SMEs in central and eastern Europe

Illéssy, Miklós; Kirov, Vassil; Makó, Csaba; Stoeva, Svetla

doi:10.1177/102425890701300109

Cited by 4 publications

(2 citation statements)

References 4 publications

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“…In smaller contexts, trade unions may also have more difficulty in gaining access to the workplace. Furthermore, employees are not always aware of their right to representation (Illessy et al ., 2007). In this sense, small companies differ from their larger counterparts (including medium firms) because of the weakness of indirect EV (Dundon, Grugulis and Wilkinson, 1999; Forth, Bewley and Bryson, 2006).…”

Section: Theoretical Framework and Hypothesis Developmentmentioning

confidence: 99%

Direct and Indirect Employee Voice and Firm Innovation in Small and Medium Firms

Torre

Gritti

Salimi

2021

British J of Management

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This study adopts an integrated approach to employee voice (EV) and analyses the impacts of direct and indirect EV mechanisms on firm innovation in small and medium‐sized firms separately. It also proposes a new categorization for direct EV, by distinguishing between verbal and written mechanisms, allowing us to take the level of formality of different EV mechanisms into account. The analysis of 17,890 European firms shows that verbal, written and indirect EV mechanisms are all positively related to a higher propensity of firm innovation in both small and medium firms. However, for verbal EV mechanisms the relationship is significantly stronger for small firms than medium firms. The results also reveal that medium firms derive higher benefit than small firms while combining and balancing EV mechanisms with different levels of formalization (i.e. verbal and indirect voice). However, the former also suffers from excessive formalization of employees’ involvement in the innovation process (e.g. through written and indirect voice). Overall, this study supports recent calls for the need to adopt an integrated, pluralistic approach to EV and has important implications for EV research in small and medium firms.

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Section: Theoretical Framework and Hypothesis Developmentmentioning

confidence: 99%

Direct and Indirect Employee Voice and Firm Innovation in Small and Medium Firms

Torre

Gritti

Salimi

2021

British J of Management

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“…We identify at least four additional dimensions. Firstly, whether there is a culture of unionization of MSEs, or not (Illessy et al, 2007). Secondly, whether there are labour laws that facilitate unionization of MSEs, and whether these laws are enforced, or not (Xhafa, 2007).…”

Section: Theoretical Frameworkmentioning

confidence: 99%

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

Webster¹,

Bishoff²

2011

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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.

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Sociology of Work in Bulgaria

Kirov

2018

The Palgrave Handbook of the Sociology of Work in Europe

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Labour relations, collective bargaining and employee voice in SMEs in central and eastern Europe

Cited by 4 publications

References 4 publications

Direct and Indirect Employee Voice and Firm Innovation in Small and Medium Firms

Direct and Indirect Employee Voice and Firm Innovation in Small and Medium Firms

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

Sociology of Work in Bulgaria

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