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Journal articles on the topic 'Centralised bargaining'

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Published: 4 June 2021

Last updated: 9 February 2022

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1

Brunello, Giorgio. "Does centralised bargaining reduce individual effort?" European Journal of Political Economy 14, no. 2 (1998): 381–406. http://dx.doi.org/10.1016/s0176-2680(98)00013-5.

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2

Basak, Debasmita. "Cournot vs. Bertrand under centralised bargaining." Economics Letters 154 (May 2017): 124–27. http://dx.doi.org/10.1016/j.econlet.2017.02.031.

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3

Alexopoulos, M., and J. Cohen. "Centralised wage bargaining and structural change in Sweden." European Review of Economic History 7, no. 3 (2003): 331–63. http://dx.doi.org/10.1017/s1361491603000121.

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4

Giuranno, Michele G. "Inter–Jurisdictional Cost–Sharing of Public Spending." Journal of Public Finance and Public Choice 28, no. 2 (2010): 179–86. http://dx.doi.org/10.1332/251569210x15665367279471.

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Abstract This paper deals with the issue of how two geographically separate jurisdictions should share the cost of a centralized and uniformly provided public good. The key assumption is that jurisdictional representatives make decisions by bargaining in die centralised legislature. Results suggest that jurisdictions may reach a mutually beneficial agreement by equalising the net welfare gain produced by the provision of die public good, rather than the public good cost. The model identifies the efficiency and redistributive implications of such an agreement.

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5

Timo, Nils. "Searching for the hospital yardstick:A case study of private hospital productivity bargaining." Australian Health Review 20, no. 4 (1997): 96. http://dx.doi.org/10.1071/ah970096.

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The decentralisation of Australia?s centralised wage fixation system has been seen asproviding opportunities for employers and trade unions to tailor workingarrangements to suit the needs of the workplace and to provide better paid long-termjobs. This paper details the productivity bargaining between the Private Hospitals?Association of Queensland and The Australian Workers? Union in 1995?97 inQueensland that led to the introduction of a number of productivity-based enterpriseagreements. The case study shows that productivity bargaining in the private hospitalsstudied remains focused on ?botto

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6

Lash, Scott. "The End of Neo-corporatism?: The Breakdown of Centralised Bargaining in Sweden." British Journal of Industrial Relations 23, no. 2 (1985): 215–39. http://dx.doi.org/10.1111/j.1467-8543.1985.tb00191.x.

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7

Chowdhury, Anis. "Centralised vs. Decentralised Wage-Setting Systems and Capital Accumulation — Evidence from OECD Countries, 1960–1990." Economic and Labour Relations Review 5, no. 2 (1994): 84–101. http://dx.doi.org/10.1177/103530469400500207.

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There has recently been intense debate about the relative merits of a centralised wage-setting system vis-a-vis a decentralised system. Most of the theoretical and empirical works on this issue focus on the static or current macroeconomic performance in terms of employment and inflation and microeconomic efficiency resulting from enhanced labour market flexibility. Following Lancaster's work and subsequent extensions by Schott and Vartiainen, this paper regards wage bargaining as a dynamic game involving conflict over the distribution of current and future income. It is argued that the interte

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8

Burgess, John. "Aggregate Wage Indicators, Enterprise Bargaining and Recent Wage Increases." Economic and Labour Relations Review 6, no. 2 (1995): 216–33. http://dx.doi.org/10.1177/103530469500600204.

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To what extent have wages recently increased in Australia? Have these increases been excessive? There are a myriad of wage data series produced by the Australian Bureau of Statistics. These series reflect different questions and different perspectives about wages. In the context of the previously centralised wage determination process the dissection and analysis of aggregate wage series was an important exercise for industry and academic economists. However, the analysis and interpretation of aggregate wage data has become more difficult in the light of a number of developments: (a) falling aw

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9

Holtzhausen, Maggie. "Representivity: The Achilles heel of bargaining councils." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 39, no. 2 (2019): 11–42. http://dx.doi.org/10.25159/2520-3223/5870.

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The legislative requirement of representivity of parties to bargaining councils remains one of the main challenges these institutions face. When trade unions and/or employersâ€™ organisations are deemed to be unrepresentative, this could lead to the ultimate collapse of the council, or result in collective agreements not being extended to non-parties â€“ thereby defeating the purpose of centralised collective bargaining. This research has thrown light on representation levels by demonstrating that they are not stagnant, but change constantly. The research indicates that today private sector co

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10

Gray, Alastair, and James Buchan. "Pay in the British NHS: A Local Solution for a National Service?" Journal of Health Services Research & Policy 3, no. 2 (1998): 113–20. http://dx.doi.org/10.1177/135581969800300210.

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An important component of the reforms of the British National Health Service (NHS) has been devolution of a previously highly centralised pay bargaining system to the local provider level. As the wage bill is by far the single largest item of health care expenditure, the implications of this change may be far-reaching. This article surveys the available theory and evidence from an economic perspective. It reviews the development of pay determination mechanisms in the NHS and the extent to which local pay has been adopted since the reforms were introduced. It then considers the theory of local

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11

Bouquin, Stephen, Salvo Leonardi, and Sian Moore. "Introduction: employee representation and voice in small and medium-sized enterprises - the SMALL project." Transfer: European Review of Labour and Research 13, no. 1 (2007): 13–26. http://dx.doi.org/10.1177/102425890701300105.

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This article introduces the SMALL project, its key research questions and methodology. It places SMEs within the context of the wider European economy. It sets out the data on union membership in SMEs which suggest that across Europe union membership is lower than in larger organisations. It then looks at rights to representation in SMEs and how thresholds based upon the number of employees reduce the potential for representation. The article explores collective bargaining coverage in SMEs. It considers the relationship between centralised collective bargaining systems and union membership in

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12

Sheldon, Peter, and Louise Thornthwaite. "Swedish engineering employers: The search for industrial peace in the absence of centralised collective bargaining." Industrial Relations Journal 30, no. 5 (1999): 514–32. http://dx.doi.org/10.1111/1468-2338.00140.

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13

Jeong, Jooyeon. "Pursuing centralised bargaining in an era of decentralisation? A progressive union goal in Korea from a comparative perspective." Industrial Relations Journal 32, no. 1 (2001): 55–70. http://dx.doi.org/10.1111/1468-2338.00183.

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14

Schmidt Hernandez, Fernando Mariano. "Understanding Taiwan’s Agricultural Protectionism." European Journal of East Asian Studies 16, no. 1 (2017): 86–123. http://dx.doi.org/10.1163/15700615-01601002.

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The following article aims to discern whether partial protectionism in Taiwan’s meat markets can still be explained as a function of Taiwan’s ‘strong state argument’, which was developed to understand the nation’s policies between the 1960s and 1980s. In spite of a weak international position, Taiwan has been able to sustain a policy of agricultural protection, based on the unitary rationality of its domestic bureaucratic units and a centralised process of decision-making. The institutional path dependence witnessed in agricultural trade policy can help explain why, for example, Taiwan is able

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15

Alexander, Michael, Roy Green, and Andrew Wilson. "Delegate Structures and Strategic Unionism: Analysis of Factors in Union Resilience." Journal of Industrial Relations 40, no. 4 (1998): 663–89. http://dx.doi.org/10.1177/002218569804000409.

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This article examines the pattern of union membership decline in Australia using the 1995 Australian Workplace Industrial Relations Survey data set (AWIRS 95), including the panel of surviving workplaces drawn from the 1990 survey. It confirms recent studies that suggest that the decline is more or less comprehensive, but points to some diversity in the longitudinal findings. In particular, the article tracks the growth of delegate structures in the previous five years in unionised workplaces, employee attitudes to unions, and the much slower rate of derline associated with 'active unionism',

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16

Timo, Nils. "Future directions for workplace bargaining and aged care under a post 2005 Howard government." Australian Health Review 29, no. 3 (2005): 274. http://dx.doi.org/10.1071/ah050274.

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ON THE 1ST OF JULY 2005, the Howard Government took control of both the House of Representatives and the Senate and substantial reform of the nation?s industrial relations framework is likely to proceed. In order to understand the implications of the proposed industrial relations (IR) reform agenda on aged care, it is necessary to briefly revisit the past. Historically, the ability of the Commonwealth Parliament to regulate industrial relations was construed in the context of Section 51 (xxxv) of the Australian Constitution Act 1900 (Cwlth) that enabled the Commonwealth to make laws concerning

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17

Scheve, Kenneth, and David Stasavage. "Institutions, Partisanship, and Inequality in the Long Run." World Politics 61, no. 2 (2009): 215–53. http://dx.doi.org/10.1017/s0043887109000094.

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It has been widely suggested by political scientists and economists, based on empirical evidence for the period since 1970, that the institution of centralized wage bargaining and the presence of a government of the left are associated with lower levels of income inequality. The authors make use of new data on top income shares as well as long-run series on wage inequality to examine the effects of partisanship and wage bargaining over a much longer time period, nearly the entire twentieth century. Their empirical results provide little support for the idea that either of these two factors is

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18

Pahre, Robert. "Most-Favored-Nation Clauses and Clustered Negotiations." International Organization 55, no. 4 (2001): 859–90. http://dx.doi.org/10.1162/002081801317193628.

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Though substantively important, centralized negotiations have received less theoretical attention than problems of centralized monitoring and enforcement. I address this gap by examining variation in a particular form of centralized negotiations that I call “clustering.” Clustering occurs when a state negotiates with several other states at the same time. Clustering enables states to avoid having to make concessions on the same issue to one state after another, and therefore has important distributional advantages. Clustering also centralizes bargaining within a regime, especially when several

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19

Wallerstein, Michael. "Centralized Bargaining and Wage Restraint." American Journal of Political Science 34, no. 4 (1990): 982. http://dx.doi.org/10.2307/2111468.

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20

Downie, Bryan M. "Centralized Collective Bargaining : U.S.-Canada Experience." Relations industrielles 26, no. 1 (2005): 38–63. http://dx.doi.org/10.7202/028186ar.

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The author is concerned with bi-national bargaining which entails the delegation of decision-making power from Canada to the United States either through adherence to a U.S. pattern or standard and/or through the actual delegation of decision-making power in collective bargaining to U.S. officials. This paper attempts to take an initial step in the direction of increasing our understanding of what generates bi-national arrangements, what tactics and strategies are involved, and the implications.

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21

Ramaswamy, Ramana, and Bob Rowthorn. "Centralized Bargaining, Efficiency Wages, and Flexibility." IMF Working Papers 93, no. 25 (1993): i. http://dx.doi.org/10.5089/9781451844191.001.

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22

Daniels, Joseph P., Farrokh Nourzad, and David D. VanHoose. "Openness, centralized wage bargaining, and inflation." European Journal of Political Economy 22, no. 4 (2006): 969–88. http://dx.doi.org/10.1016/j.ejpoleco.2005.09.001.

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23

Mishel, Lawrence. "The Structural Determinants of Union Bargaining Power." ILR Review 40, no. 1 (1986): 90–104. http://dx.doi.org/10.1177/001979398604000107.

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This paper investigates the structural determinants of variation in union power across manufacturing industries. Using a pooled sample of unionized establishments from the Expenditure on Employee Compensation Surveys of 1968–72, the author estimates wage equations augmented with measures of product market structure, bargaining structure, and the size distribution of unions. The results suggest that union wage gains are greatest where discretionary pricing power enhances employers' ability to pay and where unions achieve high coverage, practice centralized bargaining, and avoid union fragmentat

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24

Kinnie, Nicholas. "BARGAINING WITHIN THE ENTERPRISE: CENTRALIZED OR DECENTRALIZED?" Journal of Management Studies 24, no. 5 (1987): 463–77. http://dx.doi.org/10.1111/j.1467-6486.1987.tb00458.x.

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25

Hanuš, Karel. "The Decline of Centralized Collective Wage Bargaining in Sweden." Slovak Journal of Political Sciences 14, no. 1 (2014): 54–74. http://dx.doi.org/10.2478/sjps-2014-0001.

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Abstract This article explores development (including its shaping in the 1930s and institutionalisation within the Post-war economic model) and causes of the decline of centralized collective wage bargaining in Sweden. Some effects of the Post-war model in combination with changes in global economic environment and technology of production caused changes in domestic distribution of power and influenced strategies and institutional preferences of crucial actors (especially the association of the export-oriented engineering employers, but also unions). The way of connection of the Swedish and th

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26

Feldmann, Magnus. "Coalitions and Corporatism: The Slovenian Political Economy and the Crisis." Government and Opposition 49, no. 1 (2013): 70–91. http://dx.doi.org/10.1017/gov.2013.22.

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Slovenia stands out as the only post-communist country to have established a corporatist system and centralized wage bargaining at the national level in the 1990s. This article analyses the emergence and sustainability of Slovenian corporatism as well as the ways in which it has shaped policymaking during the economic crisis. Drawing on recent advances in institutional analysis, this article develops a coalitional argument to account for the emergence of centralized wage bargaining in the 1990s and for decentralization in more recent years.

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27

BACCARO, LUCIO, and MARCO SIMONI. "Centralized Wage Bargaining and the "Celtic Tiger" Phenomenon." Industrial Relations 46, no. 3 (2007): 426–55. http://dx.doi.org/10.1111/j.1468-232x.2007.00476.x.

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28

Lindbeck, Assar, and Dennis J. Snower. "Centralized bargaining and reorganized work: Are they compatible?" European Economic Review 45, no. 10 (2001): 1851–75. http://dx.doi.org/10.1016/s0014-2921(01)00086-1.

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29

Ortigueira, Salvador. "The Rise and Fall of Centralized Wage Bargaining." Scandinavian Journal of Economics 115, no. 3 (2013): 825–55. http://dx.doi.org/10.1111/sjoe.12018.

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30

Bowman, John R. "Employers and the Persistence of Centralized Wage Setting." Comparative Political Studies 35, no. 9 (2002): 995–1026. http://dx.doi.org/10.1177/001041402237504.

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Recent research indicates that centralized collective bargaining institutions are more resilient than predicted by the conventional wisdom, which viewed them as incompatible with new competitive conditions and newproduction strategies. Drawing on a case study of Norway, the author argues that one reason for this resilience is that centralized wage setting may be actively supported by employers because it serves important employer interests. It has helped moderate wage growth, reduced transaction costs, contributed to stable industrial relations, and provided political leverage for employer org

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31

Gallagher, Daniel G., and Kurt W. Wetzel. "Local Employer and Union Perceptions of Two-Tier Bargaining." Articles 39, no. 3 (2005): 486–508. http://dx.doi.org/10.7202/050053ar.

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This study examines local union and employer views of the concept and operation of a two-tier bargaining structure for teacher contract negotiations in Saskatchewan. The results are based on a survey of 138 local union and trustee representatives' views of collective bargaining under a centralized multiemployer arrangement with supplementary local negotiations.

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32

Iversen, Torben. "Wage Bargaining, Central Bank Independence, and the Real Effects of Money." International Organization 52, no. 3 (1998): 469–504. http://dx.doi.org/10.1162/002081898550635.

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The effects of financial capital mobility on monetary policy autonomy are relatively well understood, but the importance of particular monetary regimes in distinct national-institutional settings is not. This article is a theoretical and empirical exploration of the effects of monetary policy regimes on unemployment in different national wage-bargaining settings. Based on a rational expectations, two-stage game of the interaction between the wage behavior of labor unions and the monetary policies of governments, I argue that monetary policies have real (employment) effects in all but the most

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33

Magruder, Jeremy R. "High Unemployment Yet Few Small Firms: The Role of Centralized Bargaining in South Africa." American Economic Journal: Applied Economics 4, no. 3 (2012): 138–66. http://dx.doi.org/10.1257/app.4.3.138.

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South Africa has very high unemployment, yet few adults work informally in small firms. This paper tests whether centralized bargaining, by which unionized large firms extend arbitration agreements to nonunionized smaller firms, contributes to this problem. While local labor market characteristics influence the location of these agreements, their coverage is spatially discontinuous, allowing identification by spatial regression discontinuity. Centralized bargaining agreements are found to decrease employment in an industry by 8–13 percent, with losses concentrated among small firms. These effe

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34

Hebdon, Robert, and Maurice Mazerolle. "Regulating Conflict in Public Sector Labour Relations." Articles 58, no. 4 (2004): 667–86. http://dx.doi.org/10.7202/007821ar.

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Abstract Using a comprehensive collective bargaining data set, we examine dispute resolution patterns of all bargaining units in the province of Ontario over a 10-year period. A central finding is that bargaining units covered by legislation requiring compulsory interest arbitration arrive at impasse 8.7 percent to 21.7 percent more often than bargaining units in the right to strike sectors. Even after controlling for legislative jurisdiction, union, bargaining unit size, occupation, agreement length, time trend, and part-time status, strong evidence was found that compulsory arbitration has b

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35

Stokke, Torgeir Aarvaag. "Conflict regulation in the Nordic countries." Transfer: European Review of Labour and Research 8, no. 4 (2002): 670–87. http://dx.doi.org/10.1177/102425890200800406.

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The four Nordic countries share several basic features concerning industrial relations, enabling a discussion of conflict regulation to be restricted to five aspects: by-laws and bargaining traditions, bargaining structure, mediation, state intervention in the bargaining process, and legal regulations concerning industrial action. Regulations in the four countries reflect to some extent the varying historical capacity of the main union confederations to centralise collective bargaining. Variations also relate to the sources of the regulations, i.e. whether they are unilateral, bilateral (colle

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36

노용진 and 김동우. "The Effects of the Centralized Bargaining Structures on Wage Level." Korean Journal of Labor Studies 13, no. 1 (2007): 149–77. http://dx.doi.org/10.17005/kals.2007.13.1.149.

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37

Democratic Legal Studies Association. "Opinion of Four Legal Experts’ Organizations on the Centralized Bargaining and the Unification of Bargaining Channel." Democratic Legal Studies ll, no. 48 (2012): 430–35. http://dx.doi.org/10.15756/dls.2012..48.430.

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38

Morey, Daniel S. "Centralized command and coalition victory." Conflict Management and Peace Science 37, no. 6 (2020): 716–34. http://dx.doi.org/10.1177/0738894220934884.

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Building upon research that found that coalitions are more likely to win wars, recent work has sought to differentiate effective from ineffective coalitions. Much of this work focuses on characteristics of member states and not the coalition itself. This paper takes a first step in exploring how the structure of a coalition contributes to its performance. Specifically, coalitions vary in how much control members must transfer to the coalition. Some coalitions form weak command structures with states maintaining primary control while other coalitions form a strong centralized command. The impac

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39

Brauer, David A. "Does Centralized Collective Bargaining Promote Wage Restraint? The Case of Israel." Industrial and Labor Relations Review 43, no. 5 (1990): 636. http://dx.doi.org/10.2307/2523333.

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40

Colneric, Ninon. "Fragmented and Centralized Bargaining in Europe: A Comment on Joel Rogers." German Law Journal 12, no. 1 (2011): 231–33. http://dx.doi.org/10.1017/s2071832200016837.

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41

CARDULLO, GABRIELE. "The Welfare and Employment Effects of Centralized Public Sector Wage Bargaining." Journal of Public Economic Theory 19, no. 2 (2016): 490–510. http://dx.doi.org/10.1111/jpet.12200.

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42

Brauer, David A. "Does Centralized Collective Bargaining Promote Wage Restraint? The Case of Israel." ILR Review 43, no. 5 (1990): 636–49. http://dx.doi.org/10.1177/001979399004300509.

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43

Löfgren, Karl-Gustaf. "Monopoly union wage setting, devaluation risk, and decentralized versus centralized bargaining." European Journal of Political Economy 9, no. 1 (1993): 113–24. http://dx.doi.org/10.1016/0176-2680(93)90030-x.

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44

Etchemendy, Sebastián. "The Rise of Segmented Neo-Corporatism in South America: Wage Coordination in Argentina and Uruguay (2005-2015)." Comparative Political Studies 52, no. 10 (2019): 1427–65. http://dx.doi.org/10.1177/0010414019830729.

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Argentina and Uruguay are the only democracies in Latin America (among few in the world) that have developed sustained, state-oriented national and sectoral wage bargaining between employers and unions after 2005. The article defines “segmented neo-corporatism” as a new form of centralized incomes policy in the region that applies to a substantial portion (i.e., registered workers), though not to all the labor force. Drawing on neo-corporatist theory, I explain, first, why only Argentina and Uruguay could consolidate a centralized, national wage policy in the context of the Latin American Left

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45

Yang, Shihui, and Jun Yu. "Low-carbonization game analysis and optimization in a two-echelon supply chain under the carbon-tax policy." Journal of Chinese Economic and Foreign Trade Studies 9, no. 2 (2016): 113–30. http://dx.doi.org/10.1108/jcefts-11-2015-0029.

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Purpose The purpose of this study is to help governments make carbon-tax policy and help enterprises make decisions under that policy. Design/methodology/approach Based on the carbon-tax policy, with the consideration of consumers’ low-carbon preferences, this paper compares the pricing, emission reduction and advertising decisions in three different games (one centralized game and two decentralized Stackelberg games). Findings This paper concludes that, through centralized game, namely, cooperation game, manufacturers, retailers and consumers can reach their optimal situation. In the numerica

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46

Frenkel, Stephen, and David Peetz. "Enterprise Bargaining: The BCA's Report on Industrial Relations Reform." Journal of Industrial Relations 32, no. 1 (1990): 69–99. http://dx.doi.org/10.1177/002218569003200105.

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The Business Council of Australia's report on industrial relations argues that the major barrier to the competitiveness of large Australian firms is the centralized system, which hosts a fragmented structure of awards and unions that is out of touch with the requirements of corporate management and inconsistent with employee needs. We examine the various elements of the research underlying the Business Council report and show that the report's conclusions are either not supported by the evidence or greatly overstated. A shift towards unregulated decentralized bargaining, as favoured by the rep

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47

Abdelghaffar, Hossam M., and Hesham A. Rakha. "A Novel Decentralized Game-Theoretic Adaptive Traffic Signal Controller: Large-Scale Testing." Sensors 19, no. 10 (2019): 2282. http://dx.doi.org/10.3390/s19102282.

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This paper presents a novel de-centralized flexible phasing scheme, cycle-free, adaptive traffic signal controller using a Nash bargaining game-theoretic framework. The Nash bargaining algorithm optimizes the traffic signal timings at each signalized intersection by modeling each phase as a player in a game, where players cooperate to reach a mutually agreeable outcome. The controller is implemented and tested in the INTEGRATION microscopic traffic assignment and simulation software, comparing its performance to that of a traditional decentralized adaptive cycle length and phase split traffic

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48

Sridharan, Shashank. "Decline of Collective Bargaining and Subsequent Developments in Labour Management Relations." Christ University Law Journal 6, no. 1 (2017): 75–96. http://dx.doi.org/10.12728/culj.10.5.

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Collective bargaining was a milestone in the labour-management relations in the context of welfare of labourers in the post-industrial revolution era. It was introduced to integrate the employers with the employees and to provide a common platform which could act as a grievance redressal mechanism. It instantly created a tremendous impact after being adopted as a part of ILO Declaration on Fundamental Principles and Rights at Work in 1998, and was binding on the member states.Despite the worldwide positive impact, collective bargaining began to lose its influence due to a plethora of social, e

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49

Salvucci, Richard J. "Introduction to a Forum on “Bargaining for Absolutism”." Hispanic American Historical Review 88, no. 2 (2008): 169–71. http://dx.doi.org/10.1215/00182168-2007-116.

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Abstract Cliometrics, the union of history and economics, has impressive successes to its credit. But it also displays a worrisome disregard for historical nuance, sometimes to the point of caricature. “Bargaining for Absolutism” by Alejandra Irigoin and Regina Grafe looks at this question from the standpoint of Douglass North’s work on institutions and particularly, Spanish fiscal institutions in the Americas. The result is an effective critique of the notion of early modern Spain as a centralized monarchy.

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50

Roche, William K., and Tom Gormley. "The durability of coordinated bargaining: Crisis, recovery and pay fixing in Ireland." Economic and Industrial Democracy 41, no. 2 (2017): 481–505. http://dx.doi.org/10.1177/0143831x17718067.

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The international literature on the economic and fiscal crisis that heralded the Great Recession emphasizes the negative effects of ‘disorganized decentralization’ on unions’ capacities for pay coordination and ultimately on their effectiveness in representing their members. These effects are seen as particularly pronounced in countries on the ‘European periphery’ such as Ireland. The article challenges this view by showing how the collapse of social partnership and centralized bargaining in Ireland was soon followed in the private sector by a new form of coordinated decentralized pattern barg

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