Daryl D'Art

Counterpoising Collectivism, Performance-Related Pay and Industrial Relations in 'Greenfield' Sites

This paper addresses some of the industrial relations ramifications of performance-related pay (PRP) using empirical data from both new and longer established firms in the Republic of Ireland. Particular emphasis is placed on the adoption of PRP systems based on performance appraisal and the implications of such systems for collectivism in industrial relations. The paper concludes that the diffusion of such systems is indicative of increasing employer attempts to individualize the employment relationship and exclude union penetration. It is further argued that such PRP systems, irrespective of the motivation for their establishment, undermine the essence of collectivism and solidarity in industrial relations.

Profit sharing, firm performance and union influence in selected European countries

Schemes of profit sharing and employee share‐holding have a 19th century origin. The objects of profit sharing vary according to its proponents. The primary focus of this paper will be on managerial schemes of financial participation and the expectations that their installation will lead to an improvement in organizational performance and employee behaviour. Using a survey of 2,827 private sector firms in 11 European countries we test for the effect of profit sharing on profitability, productivity and employee turnover and absenteeism. In addition, the effect of profit sharing on union influence is examined. In common, with other research in this area, our results show that while there is some evidence of a positive relationship between profit sharing and organizational performance, this was not definitive. In the case of union influence, there was some evidence of an adverse effect of these schemes on the solidarity of the collective.

Pluralism in retreat? A comparison of Irish and multinational manufacturing companies

Traditionally it has been argued that the industrial relations practices of multinational corporations tended to conform with the prevailing industrial relations practices of the host country. Recent arguments claim that this trend has now been reversed and a new orthodoxy prevails which originates in the multinational corporations country of origin. Drawing on a sample of companies in the Irish manufacturing sector, this paper examines the extent of these changes through a comparison of indigenous and foreign companies. The evidence of change emerging from this survey does not fully support the hypothesis that the practices of multinationals are significantly different or that there is a new orthodoxy in industrial relations originating in the multinational sector. We suggest that the impetus for change in employment practices is not to be found in the multinational sector but in the dynamic nature of competitive markets and the increasingly international mobility of capital.

New working arrangements: changing the nature of the employment relationship?

Recently there has been a revival of interest in the nature of the employment relationship. The employment relationship in a market economy has been traditionally understood as a dynamic equilibrium between the contending forces of conflict and cooperation. However, some contemporary accounts purport to detect a fundamental change in the nature of the employment relationship. These arguments are flawed because they appear to mistake changes in employment arrangements for changes in the core features of the employment relationship. As the contemporary employment relationship remains rooted in market economies, where labour is bought and sold, its core characteristics persist. In testing this claim, we examine whether new working arrangements are associated with changes in attitudes and behaviour. This is based on a survey of white-collar union members in Ireland. We find little support for the assumption that new working arrangements such as increased job autonomy and involvement in decision-making are eradicating the old conflictual attitudes associated with the traditional employment relationship and psychological contract.

Workers and the Demand for Trade Unions in Europe: Still a Relevant Social Force?

In many European countries since the 1980s there has been a considerable decline in union density. Using the European Social Survey, this article examines whether declining union density reflects declining worker demand for the protective and enabling functions traditionally provided by union membership. Results indicate that a substantial majority of respondents believe that employees need the protection of strong unions. Irrespective of the respondents occupational level, the extent of job autonomy, gender, age or political orientation, positive attitudes towards unions are consistently in the majority. The results show not only the persistence of a strong belief in the necessity for trade unions but a strengthening of this conviction among employees since the early 1980s.

Irish trade unions under social partnership: a Faustian bargain?

Since 1987 trade unions have been a key party to social partnership agreements in Ireland. Theoretical and empirical studies of corporatism point to positive outcomes for trade unions such as an increase in union density, ease of recognition, and increased employer support. However, apart from a modest increase in union membership numbers, none of these outcomes were realised. Union density levels have decreased significantly, union recognition is more problematic than ever, and employer opposition appears to have increased in scope and intensity. Decline in union density questions the capacity of unions to remain pivotal actors in the future. During the period of partnership union density in the private sector more than halved. It remains the paradox of partnership.

Union recognition in Ireland: one step forward or two steps back?

In this paper a variety of union recognition procedures and their effect on union density levels in a number of countries are considered. The crucial importance of the national institutions that govern industrial relations are emphasised. While in Ireland, conditions such as social partnership and the buoyant economy of the 1990s would appear to favour union growth, the reverse has been the case. Recent legislation to establish more formal procedures for union recognition, we argue, is likely to be a dismal failure. Indeed, an unintended consequence of the Industrial Relations (Amendment) Act 2001 may be the exclusion of the union from the workplace and the legitimisation of a firms non-union status.

The Decline of Worker Solidarity and the End of Collectivism

Developments in industrialized societies since the end of the 1970s, it is sometimes claimed, have resulted in the erosion of traditional working-class communities and a decline in union membership. This has raised questions regarding the continuing relevance of collectivism and solidarity. Using a survey of an Irish general union, the authors examine the level and types of solidarity among the membership. The results provide little evidence that levels of solidarity in this particular union have been eroded. The authors find that the policies and practices of the union leadership are an important determinant of union activism and activism is strongly associated with solidarity.

Union availability, union membership and immigrant workers: An empirical investigation of the Irish case

Purpose – The papers purpose is to examine the propensity of recent immigrants to join Irish trade unions compared to Irish workers.Design/methodology/approach – The analysis is based on the 2005 Quarterly National Household Survey (QNHS), a quarterly survey carried out by the Central Statistics Office.Findings – Results show that immigrant workers are less likely to join Irish trade unions than comparable native workers. Length of residency is an important factor in the likelihood of immigrants being unionised but employment in the public or private sector assumes even greater importance than nationality in determining union membership.Research limitations/implications – While the QNHS is generally a robust representative sample survey of the population, errors may occur in the proportion of non‐Irish nationals surveyed due to difficulties of ensuring their inclusion in the sample population. Language may also be an obstacle, particularly for recently arrived immigrants.Practical implications – From a t...

Is there a new knowledge economy in Ireland? An analysis of recent occupational trends

Purpose - The purpose of this paper is to examine the impact of the substantial expansion in the labour force between 1997 and 2004 on the proportion of the Irish workforce that can be categorised as working in knowledge occupations. Design/methodology/approach - The Quarterly National Household Survey was used to estimate the trend in knowledge type work at the national level for the period 1997 to 2004, specifically examining which specific occupations are increasing over this period. Findings - Employment growth occurred relatively equally at the high-, middle- and low-skill occupational levels, indicating the continuing importance of intermediate and particularly low-skill occupations in the structure and expansion of the Irish labour force. Research limitations/implications - There are substantial problems with the use of broad occupational level data as a proxy to measure the extent of knowledge occupations. It would be useful to consider adopting the Australian Standard Classification of Occupations as it includes the complexity of the set of tasks involved in a job, formal education, training and previous experience. Practical implications - The findings indicate the continuing importance of intermediate and low-skill occupations as well as high-skill occupations in the structure and expansion of the Irish labour force. Government training and education policy needs to target resources across a broad range of skills and occupations. Originality/value - The paper provides a profile and analysis of occupational changes in the Irish labour market.