dc.contributor.author | Dundon, Tony | en |
dc.date.accessioned | 2011-07-27T09:12:18Z | en |
dc.date.available | 2011-07-27T09:12:18Z | en |
dc.date.issued | 2002 | en |
dc.identifier.citation | T. Dundon, 2002, Employer Hostility to Union Organising in the UK, Industrial Relations Journal, Vol. 33 (3), pp 234-45 | en |
dc.identifier.uri | http://hdl.handle.net/10379/2079 | en |
dc.description.abstract | This paper presents empirical evidence about the shape and pattern of non-union employer strategies to remain union free. The data are collected from seven case studies across different industrial sectors and organisational sizes in Britain. Following a brief critique of typologies of union avoidance, the evidence suggests the ¿configuration¿ of anti-union approaches involves an uneven and at times contradictory interaction of context-specific variables. Three mutually inclusive factors that influence employer behaviour are identified: structural, ideological and cultural dimensions. It is argued that these represent a deeper understanding of employer hostility towards unions than existing employment relationship classifications. The utility of non-union typologies and the prospects for union mobilisation are considered in the light of these findings | en |
dc.language.iso | en | en |
dc.publisher | Industrial Relations Journal | en |
dc.rights | Attribution-NonCommercial-NoDerivs 3.0 Ireland | |
dc.rights.uri | https://creativecommons.org/licenses/by-nc-nd/3.0/ie/ | |
dc.subject | Union avoidance | en |
dc.subject | Multinational organisations | en |
dc.subject | Global union resistance | en |
dc.subject | Trade unions | en |
dc.subject | Management | en |
dc.title | Employer Hostility to Union Organising in the UK | en |
dc.type | Article | en |
dc.identifier.doi | 10.1111/1468-2338.00232 | en |
dc.description.peer-reviewed | peer-reviewed | en |
nui.item.downloads | 6628 | |