Union Activism in an Inclusive System of Industrial Relations: Evidence from a Spanish Case Study

Abstract

In this article we analyse the reasons for active trade union participation within the context of Spanish industrial relations. Spain represents a particularly interesting case as the unions' main activity, collective bargaining, is considered a public good. The present study is based on a representative survey of one region of the 'Worker Commissions' trade union and provides empirical evidence that union presence in the workplace has a significant influence on members' propensity for activism. Union presence in the workplace enhances collectivism and builds incentive for action in inclusive systems of industrial relations. By contrast, individualistic orientations and instrumental motives are of little relevance in the Spanish industrial relations context.

Why do workers leave unions? Group differences between workers in CCOO-Catalonia

“…Research shows that larger firms, but above all those with some union presence (i.e. union branch or work council), have higher membership rates and participation in union activities than smaller firms and those without union presence (Jódar et al 2011). Indeed, these are contexts in which the opportunity cost of joining the union is low because the union at the workplace level (and union members) motivate membership, offer protection and represent the workers' interests at the firm level.…”

Membership duration in a Spanish union: A survival analysis

“…The union should make an initial contact with its members before a pending due appears or before the self-arrangement of individual counseling appointments by members. Early contacts are even more important in small work centers with no union representatives, where peripheral worker members are employed, boasting low levels of activism (Jódar et al, 2011b) and high levels of union attrition (Jódar et al, 2011c). The implantation of transversal union delegates to deal with matters of work centers without union representatives, but with union members, can make the union visible and more accessible to their members.…”

“…However, results also indicate the need to focus on those workers with more precarious job situations, or non-unionized work environments, and to do so at an early stage of memberships. That is, the union should identify specific demands of the new membership as soon as possible following joining, in order to avoid ex-members stating that they left the union because they felt the union never did anything for them (Jódar et al, 2011c). The union should make an initial contact with its members before a pending due appears or before the self-arrangement of individual counseling appointments by members.…”

“…A second group of members, the emerging-core, is comprised of workers with high educational attainment, working as technical staff in public services or private skilled service companies. Both groups, to be found in the unionized context, boast the largest rates of union activism (Jódar et al, 2011c); therefore, longer memberships are expected. A third group, the peripheral-in-transition, is composed of young male workers with low seniority.…”

“…Finally, there is a small group of peripheral members, mostly women with elementary or no education, and with no expectations of promotion. They are characterized by lower activism and by working in hostile environments for union members (Jódar et al, 2011c); we therefore expect shorter memberships.…”