Purpose: The paper aims to explore the role of union strategic influence on the adoption of High Performance Work Systems (HPWS) in organisations and examines how the effects of job security and then in turn the industrial relations climate, mediate this relationship in a serial manner. Design/methodology/approach: The research analyses an original quantitative survey of union negotiators and representatives in 382 workplaces in England. The analysis employs structural equation modelling techniques to examine the relationships between union influence, job security, industrial relations climate and HPWS. Findings: Union strategic influence has a positive effect on the take up of HPWS in unionised workplaces. Job security and the industrial relations climate demonstrate a serial mediation effect between union strategic influence and the take up of HPWS: union strategic influence has a positive effect on job security, which in turn positively impacts the industrial relations climate, thereby increasing the likelihood of the adoption of HPWS. The findings for the industrial relations climate are particularly strong. Practical implications: Findings suggest that organisations will benefit from focussing on the development of positive industrial relations, where unions have genuine strategic influence, because this maximises the likelihood that HPWS can be adopted and sustained. Originality/value: The paper provides a novel focus on the take up of HPWS within unionised workplaces. It focusses on the role of union strategic influence and the mediating effects of job security and the industrial relations climate, which are contextual factors that have been underexplored in the HPWS literature to date.

This chapter examines employer strategies in relation to migration. Drawing on literature within migration studies, HRM, employment relations and the sociology of work, it situates and explore the actions and strategies of one individual actor - the employer - within broader frameworks of regulation and migration governance and recognising the interactions between employers and other actors in the employment relationship. The chapter examines various aspects of research developed to investigate the relation between labour migration and employers, exploring the role of employer associations in shaping labour market regulations, the role of labour market intermediaries both in their capacity as employers and recruiters of migrant labour, and employers’ strategies in relation to refugees. The chapter argues for the need for a multi-level, multi-actor approach to provide a nuanced understanding of the complex ways that employer strategies and migration are related. © Guglielmo Meardi 2024.

This paper compares responses to crises through analysis of labour market policy in Sweden and the UK between the Global Financial Crisis to the COVID-19 pandemic. In drawing on 'restructuring regimes', we offer insights into the dynamics of change in the two countries, focussing on the development of short-time working schemes. We argue that Sweden learned lessons from the GFC that helped prepare for future crises, whereas the UK's muted response left it ill-prepared for the COVID-19 crisis. The paper contributes to debates around restructuring regimes through an analysis of the journey between two crises in which we characterise Sweden's approach as proactive and pre-emptive and the UK's as reactive and ad hoc. By locating analysis in traditions of self-regulation and voluntarism in Sweden and the UK, respectively, we expand upon the role that industrial relations play in maintaining the stability, or not, of national restructuring regimes.

This article examines different orientations to planning in the context of the post-redundancy transition of workers in the Swedish steel industry. The aim of the article is to extend our understanding of the role of planning in careers transitions. Drawing on careers transitions theories, the article explores the qualitative experience of the journey between a redundancy event and the employment situation several years later. Within the careers literature planning is regarded as important to transitions, yet there is a tendency to present planning as an ongoing and lifelong process. By going beyond the prevalent focus within the career literature on managerial, professional or creative industries workers, the article raises the question of whether highly agential, ongoing, lifelong approaches to planning apply to everyone. Data are based on working-life biographical interviews conducted several years after redundancy. The findings show that although some participants resembled assumptions within the careers literature, there are key variations relating to ongoing planning, reflecting differences in the expectations of agency and perceptions of structural constraint. The analysis identifies three orientations to planning - strategic, episodic and truncated - and explores these in relation to both post-redundancy transition outcomes and, crucially, the experience of the transition journey.

This article presents a study of how and to what extent gig workers in Sweden experience a mediatization of work. We contend that previous mediatization research has assumed extensive and unified effects of mediatization, and that previous gig work research has focused on users of large-scale, transnational platforms. We conducted a set of qualitative, semi-structured interviews (N = 28) with Swedish users of four different gig apps (all produced by very small companies active only in Sweden). We analyzed their experiences of mediatization along five dimensions: extension, substitution, amalgamation, accommodation, and datafication. We found that our respondents had much more varied, far less all-encompassing, experiences of mediatization than indicated in previous research. We also found respondents' experiences clearly framed by the smaller size of the local, Swedish gig work companies.

Purpose The aim of this paper is twofold. First, to understand the degree to which the intended outcomes of Saudi's Nitaqat labour market policy corresponds to the actual responses from private companies. Second, to investigate how these gaps between policy intentions and actual outcomes have informed recent changes to Nitaqat policy. Design/methodology/approach This paper uses a qualitative approach with a case study design and thematic analysis procedures. Data were obtained from the following three sources: semi-structured interviews completed during the early stage of Nitaqat in 2013-2014 with nine policymakers and 44 key stakeholders from six private Saudi companies; policy documents and gray literature on the aims and effects of the Nitaqat program; and available peer-reviewed literature on the subject. Findings This paper sets out and analyses the following four main goals of Nitaqat: First, to increase the Saudi national employment rate, second, increase company efficiency, third, improve human resource capabilities, and fourth, increase female labour participation. This paper reveals that although Nitaqat has certainly resulted in a positive change in some of these areas, in other areas, there remain gaps between the intentions and the actual effects of Nitaqat. This paper analyses recent changes to Nitaqat and argues that further changes may be needed to achieve the full goals of Nitaqat. Originality/value This paper's originality lies in its analysis of the aims of labour market policies and organisational responses. It highlights the reasons for disconnections between the policy aims and organisational practices and explores how policymakers react and respond to these implementation gaps.

This article explores the phenomenon of recurrent internal redeployment, through a case study of restructuring at a UK based steel firm. While redeployment reflected one of the key functions of the traditional internal labour market at SteelCo, frequent restructuring events meant some workers experienced redeployment on a recurrent basis. For these workers the experience of repeated redeployment was analogous to churning in and out of jobs on the external labour market. Adapting this term to internal organisational processes, the article presents a new way of analysing recurrent redeployment through the formulation of the concept of Internal Labour Market Churn. This new contribution to internal labour market theory highlights problems with human capital development, career progression and in-work insecurity associated with internal churning, which tarnishes the sense of mutual commitment traditionally associated with and engendered by internal labour markets.

Purpose This paper examines the extent of bargaining concessions in recession through investigating the effects of union bargaining on pay, job security and workforce composition. Design/methodology/approach Drawing on an original survey (n = 400) of workplace level trade union bargaining units in England, the authors employed latent class analysis to establish three groups of bargaining units on the basis of pay outcomes achieved. Linear regression analysis with moderation effects investigated whether pay rises at or above inflation in conjunction with shifts in bargaining priorities was associated with decreases in perceived job security and changes in the composition of the workforce. Findings Around a quarter of sampled units, concentrated mostly in decentralised bargaining units in the private sector, achieved pay rises at or above the inflation rate during an economic downturn. Pay rises at or above inflation in workplaces severely affected by recession triggered changes in bargaining priorities requiring some concessions, notably in terms of employees' job security. That said, across the sample, achieving pay rises was associated with improved perception of job security and lesser use of contingent labour. Originality/value The findings uncover a subset of bargaining units able to secure positive outcomes for workers against a hostile economic tide, whilst demonstrating that concession bargaining is not inevitable but rather contingent on the micro-environments in which union bargaining takes place.