Why are industrial relations in Spain competitive? Trust in management, union support and conflict behaviour in worker representatives
In the current context of limited resources and economic, social and labour changes, organizational conflicts are becoming more and more competitive. Two possible explanations for this approach to conflict in Spain are the low trust between unions and management and the long tradition of onfrontatio...
| Autores: | , , , |
|---|---|
| Tipo de recurso: | artículo |
| Estado: | Versión publicada |
| Fecha de publicación: | 2012 |
| País: | España |
| Institución: | Universidad de Sevilla (US) |
| Repositorio: | idUS. Depósito de Investigación de la Universidad de Sevilla |
| OAI Identifier: | oai:idus.us.es:11441/48919 |
| Acceso en línea: | http://hdl.handle.net/11441/48919 https://doi.org/10.17345/rio9 |
| Access Level: | acceso abierto |
| Palabra clave: | Worker representatives Conflict behaviour Trust Union support Societal culture Representantes de los trabajadores Conducta de conflicto Confianza Apoyo sindical Cultura social |
| Sumario: | In the current context of limited resources and economic, social and labour changes, organizational conflicts are becoming more and more competitive. Two possible explanations for this approach to conflict in Spain are the low trust between unions and management and the long tradition of onfrontation in industrial relations. In this study we analyse the conflict pattern from worker representatives and the relation to trust in management and union support. The hypotheses are tested in a quantitative study of 719 representatives. Results show that a) representatives use a competitive conflict style; b) trust is negatively related to this style; and c) union support is positively related to the style. We explore how societal culture and historical industrial relations tradition explain these relations. |
|---|