International Labor Standards, Soft Regulation, and National Government Roles

[Excerpt] In this article, we briefly describe the different approaches to the regulation of international labor standards, and then argue for a new role for national governments based on soft rather than hard regulation approaches. We argue that this new role shows potential for significantly enhancing progress in international labor standards, since it enables governments to articulate a position without having to deal with the enforcement issues that hard regulation mandates. We justify this new role for governments based on the increasing use of soft regulation in the international arena. Of course, this approach is not without its own problems, but given that existing approaches have all provided imperfect solutions to the problem of improving labor standards globally, re-visiting the role of national governments is in our view, highly important

Job insecurity, employee anxiety, and commitment: The moderating role of collective trust in management

This article examines the moderating effect of collective trust in management on the relation between job insecurity (both objective and subjective) and employee outcomes (work-related anxiety and organisational commitment). This is contextualised in the modern British workplace which has seen increased employment insecurity and widespread cynicism. We use matched employer-employee data extracted from the British Workplace Employment Relations Survey (WERS) 2011, which includes over 16,000 employees from more than 1100 organisations. The multilevel analyses confirm that objective job insecurity (loss of important elements of a job such as cuts in pay, overtime, training, and working hours) are significantly correlated with high levels of work-related anxiety and lower levels of organisational commitment. These correlations are partially mediated by subjective job insecurity (perception of possible job loss). More importantly, collective trust in management (a consensus of management being reliable, honest and fair) significantly attenuates the negative impact of objective job insecurity on organisational commitment, and reduces the impact of subjective job insecurity on work-related anxiety. Theoretical and practical implications and limitations of these effects are discussed

Is There a Third Way for Industrial Relations?

There has been little systematic analysis of what the 'Third Way' means in the sphere of industrial relations. This paper examines the record of the New Labour government in order to evaluate the distinctiveness, innovation and coherence of its industrial relations policy. It argues that many of the limitations of this policy result from the institutional context within which it was introduced. In comparative perspective, Third Way industrial relations can be thought of as a policy adaptation specific to centre-left governments in weakly co-ordinated liberal market economies. Copyright Blackwell Publishing Ltd/London School of Economics 2004.

Britain and individual employment rights: 'Paper tigers, fierce in appearance but missing in tooth and claw'

There is much evidence that the 'European social model' is under threat, with neoliberalism increasingly dominating policy both at EU and national levels. Within this trend, Britain stands out as already having a long-established free market tradition-Anglo-American in both industrial relations and corporate governance systems. This article seeks to illustrate how British state allegiance to a 'flexible' labour market has brought new restrictions to accessing statutory employment protection, the chief defence for 'unorganized' workers those who are neither unionized nor covered by collective agreements and who now comprise the majority of workers in Britain. The New Labour government, committed to voluntarism and fiexibility, has used the very instrument it avers to avoid legal regulation to limit access to employment tribunals, the final resort for legal enforcement of employment rights. The government has thus constrained its concessions to the European social model, which comprise a range of laws since 1997 enhancing individual employment rights, in its overarching neoliberal policy, by ensuring legal regulation remains difflcult to achieve and does not 'burden' business. This article, based on research both on legal developments, and on the social support mechanisms for non-unionized workers, seeks to demonstrate the extreme vulnerability of the unorganized worker in an increasingly free market Britain. How far this portrait has relevance to the rightward drift of Europe depends on the degree to which it can be exported, how far continental European systems are sufflciently institutionally embedded to resist this, and how successfully the European social model is defended. © 2007 Arbetslivinstitutet