Now showing 1 - 3 of 3
  • Publication
    The collective bargaining of flexicurity: A case for sector-level analysis? The Italian chemical and metalworking sectors compared
    While employment relations in Europe have long been seen as a factor of rigidity, limiting managerial discretion and adaptability, in the last thirty years they have witnessed a trend towards decentralisation of collective bargaining and negotiations increasingly centred on flexibility-security trade-offs between employers and employees. Research on the contribution of collective bargaining to the so-called flexicurity has mostly focused on national-level institutional arrangements. In this article, we contend that meso-level differences need to feature more prominently in the debate. Our comparison of two sectors in the same country (chemicals and metalworking in Italy) shows that decentralisation has divergent effects on flexicurity issues depending in particular on differences in market structures and on depth of bargaining. The interplay between these two factors affects what we refer to as procedural security, which we view as important in ensuring sustainable trade-offs between flexibility and security.
      151Scopus© Citations 5
  • Publication
    Collective bargaining towards mutual flexibility and security goals in large internationalized companies - Why do institutions (still) matter?
    This paper examines the potential of collective bargaining to generate mutually advantageous flexibility and security outcomes at firm level. By focusing attention on actors’ negotiating capacity at sites in Denmark and Italy of four large chemical-pharmaceutical companies, it provides a nuanced, comparative explanation. The findings demonstrate that, across countries, differences in actors’ capacity and negotiated outcomes are attributable to the stability and depth of collective bargaining institutions. Within country differences are accounted for by the organizational resources (internal democracy, external links and pro-activity) of local trade unions, which condition their capacity to induce management to negotiate outcomes which benefit both parties.
    Scopus© Citations 2  75
  • Publication
    Employee Relations in Context: Globalization, Uncertainties, and Dynamics of Change
    Globalization, which refers to the process of increased integration between countries, has had significant effects on employee relations (Lansbury, 2018). Economic liberalism, a key feature of globalization, has fostered individualism and competition since the 1980s, hindering collective mechanisms aimed at limiting ‘a race to the bottom’ in labour standards in many countries (Doellgast et al., 2018). Despite being one of the causes of the 2008 financial crisis, the neo-liberal political discourse has become, over the past decade, a one-size fits-all recipe for structural reforms with the blessing of international bodies, such as the International Monetary Fund (IMF), the World Bank and the European Union (EU). In the EU, most governments have sought to reduce unemployment and/or contain labour costs primarily by weakening the role of statutory and/or collective bargaining regulations in setting labour standards (Koukiadaki et al., 2016; Marginson, 2015). Thus, economic liberalism during the crisis has reduced the role of institutional mechanisms (e.g. collective bargaining and labour laws) and increased the role of market forces in the regulation of employee relations.
    Scopus© Citations 2  336