A comparison of theoretical models for representing ...
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UNIONS AND TEMPORARY AGENCY WORKERS
Danielle van Jaarsveld
Assistant Professor, Sauder School of BusinessUniversity of British Columbia
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+OVERVIEW
» WashTech/CWA» Collective Representation for temporary agency
workers
» Cross-national study of workforce flexibility» Customer service workers
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+PRIOR LITERATURE
Labor Market Intermediaries
» Temporary employment agencies
» Professional associations
» Unions
Employment Status
» “Contingent”
» For example, Independent Contractors, Temporary Workers
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+ APPLICATION TO HIGH-SKILLED CONTEXT
Occupational Unionism (Cobble, 1991)
» Union hiring hall» Closed shop» Portable benefits» Training
Associational Unionism (Heckscher, 1998)
» Alliance building» Information sharing
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+APPLICATION TO HIGH-TECH CONTEXT
Geographical Occupational Unionism (Wial, 1993)
» Multi-employer collective agreements» Loyalty to skill
Citizenship Unionism (Stone, 2001)
» Training, Retraining, & Upskilling Centres» Child care» Union-provided benefits» Legal services
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+WASHTECH/CWA
Worker Demands
» Variations in wages and benefits
» Training
» Voice in the employment relationship
» Respect
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+WASHTECH/CWA
Collective Bargaining» Microsoft» Amazon.com
Mutual Aid» Training» Information
Political Action» Legislation » Coalition Building
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+COMPARISON OF THEORY & REALITY
Unifying principle» Geographic Occupational Unionism
» Associational Unionism
Benefits, Advocacy» Associational Unionism
» Citizenship Unionism
Training» Citizenship Unionism
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+SUMMARY OF WASHTECH/CWA
WashTech/CWA’s limitations
» Free riders
» Diversity of membership
» Anti-union sentiment
Next Steps for WashTech/CWA
» Offshore Outsourcing
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WORKFORCE DYNAMICS IN CUSTOMER SERVICE: EVIDENCE FROM CALL CENTRES
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+WORKFORCE FLEXIBILITY
» A firm’s capacity to alter task allocation and labor force size in response to demand fluctuations
» How do firms meet their needs for workforce flexibility? (van Jaarsveld, Kwon & Frost, 2009)
» Temporary agency workers, Part-time,
» In what ways do national level institutions in liberal market economies shape these decisions?
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+STUDY 2: HYPOTHESES
H1 Call centres in Canada and the UK will use temporary workers to a greater extent than in the US.
H2 Call centres in Canada and the UK will use part-timers to a greater extent than in the US.
H3 Part-timers will be used to a greater extent in unionized call centres than in non-union centres.
H4 Temporary workers will be used to a greater extent in unionized call centres than in non-union centres.
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+RESEARCH METHODS
» Survey» Establishment level
» Senior manager in the call centre
» Telephone (US, Canada); Telephone & Mail (UK)
» Qualitative case studies
US (2003) Canada (2005) UK (2005)
N 464 387 167
Response Rate 68% 77% 40%
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+STUDY 2: MEASURES
Dependent Variables
1. % temporary
2. % part-time
Controls
1. % female2. Years of education3. Age and Size of Centre4. Industry Served5. Sales or Service
Independent Variables
1.Country (1/0)2.Union (1/0)3.Inhouse/Outsourced4.Flexibility in work design
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+COUNTRY DIFFERENCES
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+STUDY 2: RESULTS
» Call centres in the UK & Canada rely on temporary workers to a greater extent than their US counterparts.
» Call centres in the UK & Canada rely on part-timers to a greater extent than their counterparts in the US.
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+STUDY 2: RESULTS
» No cross-national differences in the effect of union presence on the extent of temporary use.
» No cross-national differences in the effect of union presence on the extent of part-time use.
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+STUDY 2: FINDINGS
» “Small differences” shape decisions about flexible employment relationships.
» Unions in liberal market economies» May lack the bargaining power to influence these
decisions.
» Alternatively, flexible employment relationships are a common feature in these workplaces.