Anne Cox

The pressure of wildcat strikes on the transformation of industrial relations in a developing country: The case of the garment and textile industry in Vietnam

Focusing on seven organizations, one from Hong Kong, three South Korea, and three Taiwan, operating in the garment and textile industry, this paper argues that the transformation of the Vietnamese industrial relations system has had very limited impact on the nature and capacity of trade unions. At the workplace level, the ‘race to the bottom’ has led to violations of labor rights. In this context, unofficial worker representatives (UWRs) have emerged and gained significant power to coordinate large scale strikes across firms and inter-provinces. This paper provides a clear profile of UWRs and shows that the bottom-up pressure created by wildcat strikes has influenced labor legislation and improved working conditions. The unofficial representation mechanism in Vietnam presents a unique example where an effective representation mechanism can be achieved without the presence of ‘input legitimacy’. Furthermore, this paper argues that rapid industrialization and social transformation coupled with the increasing structural power of capital have escalated labor conflicts and strikes in Vietnam. It underlines the importance of involving workers and their representatives, be it official or unofficial, in the process of change and transition.

Leadership styles and generational effects: examples of US companies in Vietnam

Leadership styles are an important issue for a range of areas, including business and management. One aspect of this is the influence of the age of people on their receptivity to leadership styles. Yet, research on this area using Asian contexts is limited. Consequently, our research looks at the generational effect in the reception of leadership styles – performance-oriented and participative. In particular, we examine the different value orientations of age cohorts and their reception to different leadership styles in Vietnam. First, we outline three strands of literature, namely culture and leadership, generation as a subculture and Vietnam as a context for the transfer of leadership styles. Second, our research methodology is detailed. Third, our empirical research using case study methods is presented. Our results cover the characteristics of three main age cohorts: the resilience of the pre-1975 born, the adaptability of 1975–1986 born and the arrival of the post-1986 born. Following the discussion and implications, we provide some brief conclusions.

The impact of ICT, workplace relationships and management styles on the quality of work life: insights from the call centre front line

Using a case study approach, this paper investigates how workplace relationships, management styles and information and communication technologies (ICT) shape and influence the quality of work life (QWL) in two Australian call centres: Govtcall and Marketplus. In many ways, call centres epitomise the shift towards technology-based work, with ICT defining and dictating both the work process and the management of performance. While call centres now represent a critical element of the business cycle of many organisations, the use of ICT in the work process has led to the emergence of various job quality issues. This paper argues that workplace relationships and management styles have a pervasive impact on the QWL, not only mitigating the adverse effects of ICT, but also promoting sustainable productivity and employee performance. Importantly, the study demonstrates that organisations have significant control and influence over QWL outcomes even where ICT is extensively utilised in the work process.

The psychological contract of international volunteers: an exploratory study

Purpose The purpose of this paper is to investigate the psychological contracts (PCs) of international volunteers (IVs) in international aid and development organizations (IADS). Specifically, it explores four questions: how IVs form PCs; what the content of these PCs is; how IVs’ PCs are maintained; and how they are fulfilled or breached. Design/methodology/approach The study used an inductive analysis of qualitative data: interviews with 27 IVs from a range of IADS. Findings The findings take the form of research propositions: RP1: IVs’ PCs, like those of domestic volunteers, include relational, transactional and, especially, values-based elements, but the balance of these is influenced by their values-based PC; the self-directed way IVs join their organizations; and reliance on peers rather than the organization’s management hierarchy. RP2: the PCs of IVs working for faith-based organizations have an additional element: spiritual support. RP3: the values-based PC means many transactional elements can be “adjusted away”, making it difficult to breach these PCs. RP4: experienced volunteers have very minimal PCs, but are more likely than inexperienced volunteers to expect basic safety and adequately skilled colleagues. Research limitations/implications The authors suggest areas of new inquiry and specific ways each research proposition could be tested empirically. Practical implications To alleviate IVs’ expatriation and repatriation adjustment problems, international aid organizations could facilitate the ways IVs already help each other. This would also help fulfill IVs’ PCs. Originality/value IVs are a growing but underexplored group and aspects of their PCs may be unique.

Scrutinizing the effectiveness of trade unions in post-socialist Vietnam

This book chapter was published in the book name Labour in the Clothing Industry in the Asia Pacific [© 2017 by Taylor and Francis] and the definitive version is available at: http://doi.org/10.4324/9781315647326 The books website is at https://www.taylorfrancis.com/books/e/9781317297673