Union effectiveness: In search of the Holy Grail

Gall, Gregor; Fiorito, Jack

doi:10.1177/0143831x14537358

Cited by 20 publications

(58 citation statements)

References 31 publications

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“…The article focuses on evaluating workplace greening's ability to recruit new members and activists and to enhance unions' standing with employers. These are not the only goals available to unions but rightly remain important (Danford et al 2014;Gall and Fiorito 2016;Hickey et al 2010;Upchurch et al 2012). I interweave case study data with relevant employee relations and renewal theory to test the claims for workplace greening made by the TUC.…”

Section: Union Renewal and Workplace Greening 717mentioning

confidence: 99%

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Union Renewal and Workplace Greening — Three Case Studies

Farnhill

2017

Brit J Industrial Rel

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This article evaluates the renewal potential of three unions’ workplace greening agendas in three large workplaces. The cases suggest the agenda is easy to initiate with members and employers and has tangible environmental benefits but is labour intensive and difficult to sustain beyond focusing events. There is limited evidence that the agenda attracts new members but stronger evidence that it attracts new activists. Although facilitative of partnership, unions are mainly cast as environmental watchdogs and trouble‐shooters. The findings suggest that even timely, popular, developmental agendas, conducive to partnership, can have only a moderate effect on union renewal and must be consciously configured to do so properly.

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Section: Union Renewal and Workplace Greening 717mentioning

confidence: 99%

“…These are not the only goals available to unions but rightly remain important (Danford et al . ; Gall and Fiorito ; Hickey et al . ; Upchurch et al .…”

Section: Introductionmentioning

confidence: 99%

Union Renewal and Workplace Greening — Three Case Studies

Farnhill

2017

Brit J Industrial Rel

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“…), and the means of action deployed among a possible repertoire. As suggested by Gall and Fiorito (2016), the proposed model includes 'outcomes', limited here to the intermediate outcomes represented by employers' prevention practices obtained by trade unions.…”

Section: Conceptual Frameworkmentioning

confidence: 99%

Framing, Resources and Repertoire of Local Trade Union Action for Health and Safety: A Study Conducted with a Quebec Central Labour Body

Baril-Gingras

Dubois-Ouellet

2018

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Summary Employment and working conditions having an impact on health and safety are some of the most important concerns of workers. Amongst the various means by which trade unions contribute to prevention, the contribution of Worker Safety Representatives (WSR) is well-established and the most studied, including their participation in joint occupational health and safety committees (JOHSC). However, there are surprisingly few studies examining the place of OHS as an issue of workers’ collective action. Conducted with a large Quebec Central Labour Body, this study aims to understand why and how local-level unions concentrate upon these issues, the repertoire of means that they employ and the context that supports or hindus such actions. The conceptual framework is based on previous realistic evaluations of OHS preventive interventions and includes Levesque and Murray’s (2010) trade union power resources and strategic capabilities. In phase I, eleven semi-structured interviews were conducted with union staff members and elected representatives from different sectors, covering a wide array of activities such as unionization, training, negotiation, OHS prevention and compensation. Results also refer to five case studies (phase 2) of local-level trade unions identified by phase 1 respondents as particularly active in relation to prevention. The process by which working conditions having a negative impact on OHS are framed (or not) as trade union issues is examined. Levers and barriers are also identified. Factors affecting the presence of resources for trade union autonomous action aimed at prevention (like the integration of WSR to the union core structure, release time for prevention, etc.) are highlighted. A widely diverse repertoire of workplace-level trade union means of action for OHS is also highlighted by the interviews and case studies, not limited just to those provided by the Quebec OHS regime. It includes the recourse to labour relations mechanisms (e.g. negotiation and strike) and is based on an autonomous agenda, including mobilization. The potential of OHS issues for union revitalization is discussed, as well as the barriers that must be overcome.

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“…Second, we propose that employee perceptions of quality of LMP processes will influence the manner in which they view their union and its effectiveness as an organization. Union effectiveness has been conceptualized and measured in many different ways (Frege ; Gall and Fiorito ). Some scholars have conceptualized union effectiveness as a function of concrete work‐related outcomes delivered to members, such as wages and benefits (for a recent discussion see Gall and Fiorito ).…”

Section: Hypotheses Development: Linking Partnership To Employee Voicementioning

confidence: 99%

“…Union effectiveness has been conceptualized and measured in many different ways (Frege ; Gall and Fiorito ). Some scholars have conceptualized union effectiveness as a function of concrete work‐related outcomes delivered to members, such as wages and benefits (for a recent discussion see Gall and Fiorito ). Nevertheless, given our focus on process and on LMP's capacity to enhance voice, we build on Frege's () conceptualization of union effectiveness as the capacity to influence managerial decision making.…”

Section: Hypotheses Development: Linking Partnership To Employee Voicementioning

confidence: 99%

Labor–Management Partnership and Employee Voice: Evidence from the Healthcare Setting

Avgar

Sadler

Clark

et al. 2016

Industrial Relations

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This paper examines the relationship between labor-management partnership (LMP) and employee voice in the healthcare setting. We argue that the ability of LMP to deliver gains to employees is contingent on the quality of the procedural infrastructure on which it is established. We maintain that the quality of LMP processes influences employee trust in their employer and perceptions of union effectiveness and that these perceptions, in turn, are related to employee patientcare voice.

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Union effectiveness: In search of the Holy Grail

Cited by 20 publications

References 31 publications

Union Renewal and Workplace Greening — Three Case Studies

Union Renewal and Workplace Greening — Three Case Studies

Framing, Resources and Repertoire of Local Trade Union Action for Health and Safety: A Study Conducted with a Quebec Central Labour Body

Labor–Management Partnership and Employee Voice: Evidence from the Healthcare Setting

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