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Journal articles on the topic 'Collective bargaining'

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Published: 4 June 2021

Last updated: 25 July 2025

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1

Schwarz, Joshua L., Neil W. Chamberlain, and James W. Kuhn. "Collective Bargaining." Industrial and Labor Relations Review 40, no. 3 (1987): 444. http://dx.doi.org/10.2307/2523501.

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2

Dick, Jeffrey C., Carlos A. Guanche, John A. Steubs, Kristin J. Brazier, Sandra J. Hokanson, and Terri J. Wurscher. "Collective Bargaining." Journal of Bone and Joint Surgery-American Volume 82, no. 6 (2000): 902. http://dx.doi.org/10.2106/00004623-200006000-00028.

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3

McCollough, Newton C. "Collective Bargaining." Journal of Bone and Joint Surgery-American Volume 82, no. 6 (2000): 902. http://dx.doi.org/10.2106/00004623-200006000-00029.

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4

Gramm, Cynthia, and Charles Craypo. "Collective Bargaining." Industrial and Labor Relations Review 40, no. 2 (1987): 288. http://dx.doi.org/10.2307/2523295.

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5

SARGIS, NANCY M. "Collective Bargaining." Nursing Management (Springhouse) 16, no. 2 (1985): 30A. http://dx.doi.org/10.1097/00006247-198502000-00004.

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6

Shudra, Tamar. "Collective Bargaining." Journal of Contemporary Law 1, no. 1 (2019): 139–61. http://dx.doi.org/10.31578/jcl.v1i1.39.

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The Association Agreement concluded in 2014 by and between the European Union and theEuropean Atomic Energy Community and their Member States, on the one part, and Georgia onthe other part, obliges Georgian Government to respect, promote and realize in its law andpractice the effective recognition of the right to collective bargaining. The research aims atemphasizing the main aspects promoting the effective recognition of the right to collectivebargaining.The research highlights the necessity of establishing the notion of “extension” of a collectiveagreement and stating the mandatory and volun

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7

Craig, A. W. J., and H. J. Waisglass. "Collective Bargaining Perspectives." Relations industrielles 23, no. 4 (2005): 570–90. http://dx.doi.org/10.7202/027947ar.

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After an examination of the socio-economic environment within which collective bargaining functions, the authors study the parties involved, the structures of negotiating units, the procedures for resolving conflicting interest disputes. They also present some of the major outputs of the collective bargaining system and formulate a few suggestions about the future functionning of collective bargaining and the role and structures of union and other groups within the system.

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8

Smith, Douglas A. "Collective Bargaining Results." Relations industrielles 25, no. 1 (2005): 46–54. http://dx.doi.org/10.7202/028099ar.

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The author of the following article discusses the relation-ship between inflation and collective bargaining. Collective bargaining cannot in a vacuum create inflationary wage increases. Rather, it is the interaction of mark-up or target-return pricing and profit-based wage demands that sets off the spiral of discretionary increases in wages and prices. In the author's opinion, it would be necessary to strive for intelligent methods of reducing the conflict between good industrial relations and a stable price level or face the consequences of the actions of those who seek to impose un-workable

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9

Bronder, Edmund. "Collective Bargaining Agreements." American Journal of Nursing 101, no. 8 (2001): 59–61. http://dx.doi.org/10.1097/00000446-200108000-00024.

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10

Land, Janet L. "Teacher Collective Bargaining." Indiana Law Review 19, no. 1 (1986): 235–40. http://dx.doi.org/10.18060/2722.

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11

Smiley, Erica. "Collective Bargaining 3.0." Dissent 62, no. 4 (2015): 69–72. http://dx.doi.org/10.1353/dss.2015.0094.

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12

Blouin, Ann Scott, and Nancy J. Brent. "Revisiting Collective Bargaining." JONA: The Journal of Nursing Administration 24, no. 9 (1994): 9???10. http://dx.doi.org/10.1097/00005110-199409000-00003.

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13

Goldhaber, Dan, Lesley Lavery, Roddy Theobald, Dylan D’Entremont, and Yangru Fang. "Teacher Collective Bargaining." SAGE Open 3, no. 2 (2013): 215824401348969. http://dx.doi.org/10.1177/2158244013489694.

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14

Schiff, Anthony Hunter. "Physician Collective Bargaining." Clinical Orthopaedics and Related Research® 467, no. 11 (2009): 3017–28. http://dx.doi.org/10.1007/s11999-009-1006-4.

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15

Comrick, Peter. "Europeanizing collective bargaining." International Executive 32, no. 4 (1991): 22–23. http://dx.doi.org/10.1002/tie.5060320408.

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16

Yoon, Hye-Jin. "A Shift to Collaborative Collective Bargaining from Adversarial Collective Bargaining." Journal of the New Korean Philosophical Association 87 (January 31, 2017): 361–79. http://dx.doi.org/10.20433/jnkpa.2017.01.87.361.

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17

Baumann, Hans, Ernst-Ludwig Laux, and Myriam Schnepf. "Collective bargaining in the European building industry - European collective bargaining?" Transfer: European Review of Labour and Research 2, no. 2 (1996): 321–33. http://dx.doi.org/10.1177/102425899600200211.

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18

Iaryczower, Matias, and Santiago Oliveros. "Collective hold‐up." Theoretical Economics 18, no. 3 (2023): 1063–100. http://dx.doi.org/10.3982/te4632.

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We consider dynamic processes of coalition formation in which a principal bargains sequentially with a group of agents. This problem is at the core of a variety of applications in economics, including lobbying, exclusive deals, and acquisition of complementary patents. In this context, we study how the allocation of bargaining power between principal and agents affects efficiency and welfare. We show that when the principal's willingness to pay is large relative to agents' payoffs for completion, efficiency requires concentrating bargaining power in the principal. Strengthening the bargaining

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19

Zagelmeyer, Stefan. "Determinants of Collective Bargaining Centralization." Journal of Industrial Relations 49, no. 2 (2007): 227–45. http://dx.doi.org/10.1177/0022185607074920.

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Various factors influence the development of collective bargaining structures. Based on cross-sectional and pooled cross-sectional data from the British Workplace Employment Relations Survey series, this article discusses and empirically analyses the establishment-level determinants of collective bargaining centralization, i.e. whether an establishment is covered by single-employer collective bargaining or multi-employer collective bargaining. It argues that the employers' and trade unions' preferences for a particular bargaining structure depend on the outcome of cost—benefit analyses of diff

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20

Chan, Chris King-Chi, and Elaine Sio-Ieng Hui. "The Development of Collective Bargaining in China: From “Collective Bargaining by Riot” to “Party State-led Wage Bargaining”." China Quarterly 217 (December 5, 2013): 221–42. http://dx.doi.org/10.1017/s0305741013001409.

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Abstract2010 was a turbulent year for labour relations in China. The wave of strikes sparked by the Honda workers has highlighted the urgent need for trade union reform and workplace collective bargaining. In response to this turbulence, the Chinese government has stepped up efforts to promote the practice of collective bargaining, which had been neglected under the existing “individual rights-based” labour regulatory framework. In the midst of rapid social and policy changes, this article aims to examine the effect of labour strikes on the development of collective bargaining in China. The au

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21

Finkelman, Jacob. "Public Sector Collective Bargaining." Articles 41, no. 4 (2005): 691–703. http://dx.doi.org/10.7202/050254ar.

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The author traces the origins and development of public sector negotiations in Canada. Heputs the accent on several aspects such as: the determination of bargaining units, the definition of what is negotiable, major problems encountered and ways of resolving them, the determining of essential services. In the light offorty years of experience, the author cornes to the conclusion that granting the right to strike in the public sector was a mistake. He also takes position against the merger ofthe Canadian Labour Relations Board (CLRB) and the Public Service Staff Relations Board (PSSRB).

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22

Saunders, George. "Collective Bargaining and Inflation." Relations industrielles 23, no. 4 (2005): 553–69. http://dx.doi.org/10.7202/027946ar.

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Pending the results of such further research it can only be concluded at this juncture that, given the nature of the Canadian economy and the system of wage determination, there is no reason to believe that the contribution of collective bargaining to recent price developments was any greater than that of other factors in the inflationary process.

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23

Craig, Alton W. J. "The Collective Bargaining Process." Relations industrielles 25, no. 1 (2005): 34–45. http://dx.doi.org/10.7202/028098ar.

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This paper attempts to highlight the parts of the Woods 1 Report dealing with the collective bargaining process. The author discusses how the goals (inputs) of labour and management are converted to outputs via the mechanisms of collective bargaining, and gives his personal opinions on the positions advanced in the Task Force Report. 1. Canadian Industrial Relations, The Report of the Task Force on Labour Relations, Ottawa, the Queen's Printer, 1969. This document will be referred to throughout this paper as the Task Force Report.

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24

Klingner, Donald E. "Public Sector Collective Bargaining." Review of Public Personnel Administration 13, no. 3 (1993): 19–28. http://dx.doi.org/10.1177/0734371x9301300304.

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25

Swiercz, Paul M., and Benjamin W. Wolkinson. "Collective Bargaining and Alcoholism:." Employee Assistance Quarterly 2, no. 3 (1987): 69–88. http://dx.doi.org/10.1300/j022v02n03_06.

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26

Kim, Haknoh. "Constructing European Collective Bargaining." Economic and Industrial Democracy 20, no. 3 (1999): 393–426. http://dx.doi.org/10.1177/0143831x99203004.

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27

Cadambi Daniel, Malini, and Erica Rafford Noyes. "Obamacare and Collective Bargaining." New Labor Forum 22, no. 1 (2013): 37–43. http://dx.doi.org/10.1177/1095796012471309.

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28

Dobbelaere, Sabien, and Roland Iwan Luttens. "Gradual collective wage bargaining." Labour Economics 40 (June 2016): 37–42. http://dx.doi.org/10.1016/j.labeco.2016.03.001.

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29

Savage, Donald C. "Universities and collective bargaining." Interchange 25, no. 4 (1994): 381–84. http://dx.doi.org/10.1007/bf01435883.

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30

Moriarty, Robert V. "Trustees and collective bargaining." New Directions for Community Colleges 1985, no. 51 (1985): 75–80. http://dx.doi.org/10.1002/cc.36819855112.

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31

Wenger, J. "Collective Bargaining for Residents." JAMA: The Journal of the American Medical Association 280, no. 21 (1998): 1828. http://dx.doi.org/10.1001/jama.280.21.1828.

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32

Gramm, Cynthia. "Book Review: Labor-Management Relations: Collective Bargaining: The Economics of Collective Bargaining." ILR Review 40, no. 2 (1987): 288–89. http://dx.doi.org/10.1177/001979398704000212.

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33

Neumann, László. "Decentralised Collective Bargaining in Hungary." International Journal of Comparative Labour Law and Industrial Relations 16, Issue 2 (2000): 113–28. http://dx.doi.org/10.54648/268158.

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The paper argues that the wage determination system in Hungary is extremely individualised and decentralised by Western European standards. The role of collective bargaining is secondary and within its structure the effect of national and sectoral agreements is relatively weak; however, the regulatory function of company level agreements is strong, at least for a small set of companies. The Hungarian system of collective bargaining is compared to that of Great Britain, the only EU Member State that has a decentralised system of bargaining. Finally, current proposals to amend the Hungarian coll

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34

Baranski, Andrzej. "Voluntary Contributions and Collective Redistribution." American Economic Journal: Microeconomics 8, no. 4 (2016): 149–73. http://dx.doi.org/10.1257/mic.20140240.

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I study a multilateral bargaining game in which committee members invest in a common project prior to redistributing the total value of production. The game corresponds to a Baron and Ferejohn (1989) legislative bargaining model preceded by a production stage that is similar to a voluntary contribution mechanism. In this game, contributions reach almost full efficiency in a random rematching experimental design. Bargaining outcomes tend to follow an equity standard of proportionality: higher contributors obtain higher shares. Unlike other bargaining experiments with an exogenous fund, allocati

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35

Babalola, Sunday Samson, and Ajibola Abdulrahamon Ishola. "Perception of collective bargaining and satisfaction with collective bargaining on employees’ job performance." Corporate Ownership and Control 14, no. 2 (2017): 296–301. http://dx.doi.org/10.22495/cocv14i2c2p3.

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This study explores the influence of collective bargaining and satisfaction with bargaining on employees’ job performance. A structured questionnaire was distributed to selected sample of 181 unionized employees in the public sector organizations. The results revealed two models, with the first model indicating that satisfaction with collective bargaining (β = .56, p < 0.01) was a significant direct predictor of job performance among employees. The second model showed 35% incremental change in employees’ job performance. This indicated that age (β = .27, p < .01), and educational qualifi

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36

Francis, Anyim C., Elegbede Tunde, Mariam A., and Gbajumo Sheriff. "COLLECTIVE BARGAINING DYNAMICS IN THE NIGERIAN PUBLIC AND PRIVATE SECTORS." Australian Journal of Business and Management Research 01, no. 05 (2011): 63–70. http://dx.doi.org/10.52283/nswrca.ajbmr.20110105a08.

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The objective of this paper is to examine the dynamics of collective bargaining machinery in both the public and private sectors in Nigeria; with a view to bringing to the fore the peculiarities associated with both sectors with regard to the practice of bargaining. To achieve this objective, the paper adopts a theoretical approach. The author observes that the practice of industrial relations as a discipline and that of collective bargaining in particular emanated from the private sector the world over. Thus, much of the practices of public sector collective bargaining are modelled after the

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37

Nwabuko, Nnadozie Chile. "The legal framework for collective bargaining in Nigeria." International Journal of Multidisciplinary Research and Growth Evaluation 4, no. 6 (2023): 251–59. http://dx.doi.org/10.54660/.ijmrge.2023.4.6.251-259.

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The International Labour Organization (ILO) in its Right to Organize and Collective Bargaining Convention No. 98 of 1949 recognized the right to collective bargaining as a core trade union right. Although Nigeria has practised democratic governance for more than two decades, violation of this right persists. This paper examined the legal framework for collective bargaining in Nigeria and found that the right to collective bargaining is not provided for in the Nigerian Constitution. It was also found that one of the issues militating against the right to collective bargaining in Nigeria is the

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38

Grandi, Barbara. "Collective Bargaining and the Performance Rating in Italy." Advances in Social Sciences Research Journal 1, no. 7 (2014): 16–29. http://dx.doi.org/10.14738/assrj.17.427.

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39

Shatsari, Rabiu Sani, and Kamal Halili Hassan. "The Right to Collective Bargaining in Malaysia in the Context of ILO Standards." Asian Journal of Comparative Law 1 (2006): 1–20. http://dx.doi.org/10.1017/s219460780000079x.

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Collective bargaining is the best mechanism to attain a cordial relationship between employers and employees. It is also an effective forum to agree on terms and conditions of employment. In order to achieve such purposes, industrial relations systems in a country must provide legal mechanism to enable parties to bargain collectively with a view to concluding a collective agreement. The ILO has adopted a convention providing a framework for member states to enact laws that would facilitate such a mechanism. In this respect, Malaysia has enacted the Industrial Relations Act 1967, which provides

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40

Brunner, Eric J., and Andrew Ju. "State Collective Bargaining Laws and Public-Sector Pay." ILR Review 72, no. 2 (2018): 480–508. http://dx.doi.org/10.1177/0019793918808727.

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Using the Public Use Microdata Sample from the 2005 to 2015 American Community Survey, the authors provide new evidence on how state collective bargaining laws affect public-sector wages. To isolate the causal effect of bargaining laws on public-sector pay, they examine wage differentials between otherwise similar public- and private-sector employees located in the same local labor market. They estimate difference-in-differences (DD) models that exploit two sources of plausibly exogenous variation: 1) policy discontinuities along state borders and 2) variation within states in collective barga

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41

Macneil, Johanna, Mark Bray, and Leslee Spiess. "Unions and collective bargaining in Australia in 2019." Journal of Industrial Relations 62, no. 3 (2020): 380–402. http://dx.doi.org/10.1177/0022185620908907.

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Early in 2019, in anticipation of a change in Federal government, the fate of unions and collective bargaining in Australia appeared likely to take a new direction. However, the re-election in May of the Morrison-led Coalition government changed all this. This article reviews the year in three main sections, focusing respectively on unions and union strategy; collective bargaining and collective agreements; and public policy, unions and collective bargaining. Despite some interesting twists, the overall themes are more of the same – the continuation of political partisanship towards unions and

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42

Urdarević, Bojan. "The extension of collective agreements as a way to promote collective bargaining." Strani pravni zivot, no. 2 (2021): 281–92. http://dx.doi.org/10.5937/spz65-32376.

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Collective bargaining is a process of joint decision-making in which the social partners, representing the interests of their membership, try, in good faith, to determine the content and conclude the collective agreement. In this sense, collective bargaining is a way to resolve many issues related to the work process, to the satisfaction of all parties. In a context in which labour markets are characterized by inequality and uncertainty, the extension of the collective agreement is a key public policy instrument for the promotion of collective bargaining in general. However, certain principles

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43

Pernicka, Susanne, Vera Glassner, Nele Dittmar, and Klaus Neundlinger. "Forces of reproduction and change in collective bargaining: A social field perspective." European Journal of Industrial Relations 27, no. 3 (2021): 345–63. http://dx.doi.org/10.1177/0959680121998478.

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The paper addresses the endurance of sector collective bargaining despite many announcements of its demise. Bourdieusian social theory is used to interpret collective bargaining as a dominated social field that is distinct and relatively autonomous from other economic, political and transnational fields. Empirically, we trace the trajectories of German and Italian metal sector’s collective bargaining fields. In Germany, field agents contributed to a continuing erosion of collective bargaining, regional differentiation of membership strategies, and a reorientation of dominated employers’ associ

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44

Rojot, Jacques. "The Right to Bargain Collectively: an International Perspective on its Extent and Relevance." International Journal of Comparative Labour Law and Industrial Relations 20, Issue 4 (2004): 513–32. http://dx.doi.org/10.54648/ijcl2004027.

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Abstract: It is generally assumed that collective bargaining is a ‘good thing’, a worthwhile goal to be pursued in itself that provides benefits in both the economic and political areas. The aim of this paper is to look more closely at limitations to the right to bargain collectively in various countries and to define more clearly the role it can play, as well as its relevance as a generally applicable concept. After an attempt to provide a definition of collective bargaining, that is often missing in discussions, the paper examines the following points: the limited scope of collective bargain

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45

Foster, Barry, Erling Rasmussen, John Murrie, and Lan Laird. "Supportive Legislation, Unsupportive Employers and Collective Bargaining in New Zealand." Articles 66, no. 2 (2011): 192–212. http://dx.doi.org/10.7202/1006116ar.

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In New Zealand in the 1990s, labour market decentralization and new employment legislation precipitated a sharp decline in unionism and collective bargaining coverage; trends that continued well into the 2000s even after the introduction of the more supportive Employment Relations Act 2000 (ERA). The ERA prescribed new bargaining rules, which included a good faith obligation, increased union rights and promoted collective bargaining as the key to building productive employment relationships (Anderson, 2004; May and Walsh, 2002). In this respect the ERA provided scope for increased collective b

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46

Kuruvilla, Sarosh, and Hao Zhang. "Labor Unrest and Incipient Collective Bargaining in China." Management and Organization Review 12, no. 01 (2016): 159–87. http://dx.doi.org/10.1017/mor.2016.2.

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ABSTRACTIn this paper, we argue that both labor unrest and collective bargaining are increasing in China. Using McAdam's political process theory, we argue that Chinese workers are striking more and offensively in support of their economic demands. We identify the state's interests in promoting collective bargaining, and through an analysis of union and employers’ organizations, attempt to predict the future trajectory of collective bargaining in China. Using new data about strikes, we confirm our argument that strikes in China are increasing. Based on very limited past and current research, w

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47

Do, Thi Tuoi. "The Influence of Internal Factors on Collective Bargaining in the Context of Integration: The Case of the Textile Industry." International Journal of Current Science Research and Review06 09, no. 04 (2023): 2922–28. https://doi.org/10.5281/zenodo.7875729.

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  Abstract For collective bargaining at enterprises to be substantive and effective, it requires the efforts of the subjects of labor relations at enterprises, support from local authorities responsible for managing labor, and amendment of legislation, especially regarding collective bargaining. This study is conducted to investigate the impact level of internal factors on collective bargaining in the context of integration: The case of the textile industry. Data were collected through a survey questionnaire with 120 survey questionnaires from textile firms. Quantitative research methods

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48

Luo, Siqi, and Tao Yang. "Why worker-supported collective bargaining may still fail." Employee Relations: The International Journal 42, no. 2 (2019): 471–91. http://dx.doi.org/10.1108/er-06-2019-0250.

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Purpose The purpose of this paper is to illustrate that some enterprise unions in South China, as strategic labor actors, made local progress in collective bargaining, but further elaborates on why gainful bargaining would require a more systematic understanding of the prevailing industrial structure. Design/methodology/approach This paper is mainly drawn from intensive site visits and 51 in-depth interviews in 2013 and 2014, and several follow-ups up to 2018. Three cases of collective bargaining, featuring different union strategies of assertive negotiation, informal cooperation and direct co

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49

Recchia, Giuseppe Antonio. "The future of collective bargaining in Italy between legislative reforms and social partners’ responses." Transfer: European Review of Labour and Research 23, no. 4 (2017): 457–73. http://dx.doi.org/10.1177/1024258917729320.

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In recent years, Italian legislation seems to have accomplished a ‘corporatisation’ of collective bargaining in response to employers’ demands, without the filter of national collective bargaining. Article 8 of Law No. 148/2011 made it possible to deviate from legislative provisions and industry-wide collective bargaining on a wide range of topics. The Legislative Decrees implementing the Jobs Act in 2015 have gone even further, allowing the possibility of a different regulation both through different levels of collective bargaining and through individual agreements. Faced with these changes i

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50

Ma, Xiaogang, Chunyu Bao, and Lin Su. "Analysis of Complex Dynamics in Different Bargaining Systems." Complexity 2020 (July 1, 2020): 1–16. http://dx.doi.org/10.1155/2020/8406749.

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This paper focuses on the bargaining behavior of supply chain members and studies the stability of the bargaining system. There are two forms of bargaining in the process of negotiation. One is separate bargaining, and the other is that the automobile manufacturers form an alliance and bargain with the supplier collectively. We explore the influence of bargaining power and adjustment speed on the stability of the dynamic system and find that both of the factors need to be small to maintain the stability of the supply chain. After comparing the two forms of bargaining in terms of profits and st

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