National and international labour relations in oil and gas trans national corporations in Kazakhstan

The paper examines labour relations in Kazakhstan’s oil and gas TNCs, contributing to recent debates on the Global Union Federations’ (GUFs) and national unions’ roles in building a global system of industrial relations. These debates suggest a need for GUFs to involve national unions in organisation within and dialogue with TNCs. The GUF considered here judged them insufficiently capable of this and they therefore had only limited involvement in GUF-led activities. Theories of an emerging ‘global system of industrial relations’ must recognise such issues deriving from trade unionism’s global heterogeneity and the weak spots it creates within the emergent system. Keywords: Asia; labour relations; oil and gas industry

Alessandro Stanziani, Bondage. Labor and rights in Eurasia from the sixteenth to the early twentieth centuries

Book revie

Employee involvement in Ukrainian companies

This paper examines the hypothesis that the introduction of Western quality standards has brought some development of employee involvement in Ukrainian manufacturing and service companies and analyses the consequences for managements' use of the institutions of employee representation. The subject is pursued through eight case studies, four in a test and four in a control group. Quality developments were driven by top managers and not by human resource (HR) practitioners. In the test companies, managerial hierarchies were flattened and process orientations adopted; training was increased; communication was improved and in some cases teamwork was established. These developments were largely absent in the four control cases. The consequences for employee representative institutions are examined. In three cases, management revived the previously anachronistic 'Assembly of the Working Collective' as an employee involvement tool, thereby demonstrating a preference for picking workplace institutions 'off the path' for adaptation rather than either using unions or limiting involvement to non-institutional modes

Chinese migrant worker representation and institutional change: social or centralist corporatism?

This article argues that the Chinese state has more highly articulated policies to deal with social disturbance than previously recognized by specialists. It does so by highlighting and critically analyzing the policies followed to improve the opportunities for migrant worker representation. The state has adopted a three-pronged policy. It has improved migrant worker rights, encouraged the official unions to help enforce these rights and allowed NGOs to offer certain services. The official unions are encouraged to adopt a legal watchdog role by a combination of legislation and limited external organizational competition. We argue that the dynamic of organizational competition is a previously unrecognized factor in moving China in a 'socialist corporatist' direction

Institutions, labour management practices and firm performance in Europe

We develop a theoretical framework to examine three hypotheses on the relationship between LMPs and organisational performance in European firms. The first is that collaborative forms are more strongly associated with superior firm performance than calculative forms. The second is that these associations are strongest where national institutional and normative settings support them. The third is that employer-employee consultative committees and collective payment methods are also associated with superior firm performance. The first two hypothesis are strongly empirically supported, as is the third albeit more weakly. The implications of the findings in the context of the Varieties of Capitalism theory are discussed

Malaysian labour and the theory of interdependent power

We reflect upon Malaysian labour’s efforts in advocating reform. Its actions to focus political attention on labour issues at the 2013 general election are analysed. Although the election presented a rare opportunity for labour to bring workers’ issues to centre stage, it did not do so. Piven’s theory of “interdependent” power provides a useful lens through which labour’s failure can be analysed. Reflections regarding the utility of the theory for social movements in non-liberal contexts are offered

Intermediate institutions and technology transfer in developing countries: the case of the construction industry in Ghana

There has been an emerging view that the quality of state institutions can influence technology transfer in host countries. The bulk of such studies have ignored the role of intermediate institutions which bridge government and industry. We compare academic and local expert views of how technology and knowledge (T&K) transfer could be enhanced in the developing world, taking the Ghanaian construction industry as an exemplar. The academic argument that the development of strong intermediate institutions is likely to improve T&K policy and practice is explicated. We then investigate expert perceptions of the industry’s T&K transfer problems and their proposed solutions. Their views confirm, but also develop and nuance academic research by suggesting that certain types of intermediate institutions have a more significant role to play than others

MNEs and flexible working practices in Mauritius

We compare how far companies based in Africa, India and the 'global North' operating in Mauritius adopt high-trust flexible working practices, and how these are linked to different clusters of wider labour management practice. Using comprehensive firm-level data collected in late 2011, we find that African/Indian company practices are closer to those of indigenous firms than to those of Northern companies. The different company groups operate in quite different ways but regional MNEs operate in a similar way to indigenous companies. We therefore conclude that Rugman and Verbeke’s ‘regionalization’ theory also applies to the HR field. We further find that both a relatively strategic approach to HRM and measures to develop employer-employee interdependence are, respectively, linked directly and indirectly to flexible working incidence