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The purpose of this paper is to delve into some of the key internal and external factors that led to the choice of specific strategies for union revitalization using the theoretical framework built upon framing perspectives, the strategic action field (SAF), and the strategic choice theory.

The authors used a stringent definition and corresponding operationalization of trade union revitalization. The present research has been carried out on a registered industrial union within the context of Global South, specifically in India.

Evidence was found for the trade union adopting a mix of strategies for revitalization, namely, union organizing, social movement unionism, and union restructuring. A mix of both internal and external factors identified informed the choice of revitalization strategies.

Specific limitations include the subjectivity of the inference in spite of taking due precautions, and lack of generalizability of the findings based on a single case study.

A strong identity, coupled with structural vitality and optimum use of resources enables trade unions to frame the need of a strategy for revival in order to counter the strategic action of employers resulting in union revitalization.

The theoretical novelty of this research stems from the amalgamation of collective action frames, SAF, and strategic choice framework to understand the union revitalization in the context of Global South.

The article explains why some Chilean companies have implemented a partnership strategy with trade unions, in a national context broadly described as unfavorable to such approach. Moreover, it discusses the shape and limits of this strategy.

The argument draws on a case study conducted between 2016 and 2018 in three large companies. Human resources managers, line managers and union officers were interviewed in each of these companies, and internal and administrative documentation were analyzed.

The article demonstrates that the management’s partnership strategy in the studied companies has emerged to contain the union revitalization. Additionally, it suggests this strategy has not favored trust-based relationships that guarantee long-term mutual gains for employees and companies. The article identifies some factors that explain this situation: the regulation, the economic uncertainty and the absence of a pluralist management perspective.

The article has the value of providing empirical evidence on union–management partnership, a topic that has gained strategic importance for large Chilean companies but remains unexplored in the mainstream the human resources management literature. The article also contributes to underscore the theoretical relevance of political and cultural variables in explaining management strategies and their results.

El artículo explica por qué surge una política de colaboración empresa-sindicato en un contexto como el chileno, ampliamente descrito como desfavorable a este tipo de enfoque. Asimismo, discute la forma en que se instala esta política y los obstáculos para su desarrollo.

El argumento se basa en un estudio de casos conducido entre el 2016 years el 2018 en tres grandes empresas. En cada una de ellas, se entrevistó a representantes de la dirección y dirigentes sindicales; se revisó documentación interna y administrativa.

El artículo demuestra que la política de colaboración implementada por la dirección en las empresas estudiadas surge para contener la revitalización sindical. Asimismo, sugiere que esta política no ha favorecido en todos los casos relaciones de confianza que garanticen ganancias mutuas para los trabajadores y las empresas a largo plazo. Identifica algunos factores que explican esta situación: la regulación, la incertidumbre económica y la ausencia de un compromiso gerencial con una perspectiva pluralista.

El artículo tiene el valor de proveer evidencia empírica respecto de la colaboración empresa-sindicato, un tema que ha ganado importancia estratégica para las grandes empresas chilenas y que, sin embargo, sigue siendo desatendido por la literatura de GRH. El artículo también contribuye a subrayar la relevancia teórica de las variables políticas y culturales en la explicación de las estrategias gerenciales y sus resultados.

This paper explores the ways in which a range of company-level trade unions based in Chile's food manufacturing industry engage with Internet technologies and social media.

The research has a qualitative methodology with 69 semi-structured interviews conducted between 2015 and late-2019 with different level informants such as trade union leaders, human resource managers, line managers, labour lawyers, academics and field experts.

The findings suggest that these trade unions' engagement with social media was not widespread, using it to share communication of day-to-day activities with members. The article argues that even in contexts where there appear to be some radical union traditions, a trade unions' identity, as well as the nature of the employment relationship, can have a constraining effect regarding how unions use digital technologies and social media.

The article suggests new ways for Chilean trade unions to take the opportunities offered by digital platforms and social media to enhance the representation of their workers' collective rights while advancing the labour movement's agenda.

The paper makes a direct contribution to the literature on Internet technologies, social media and the labour movement, while expanding the empirical evidence on the topic and looking at the limitations and constraints on the use of social media in this context. Given the current discussion in academic settings as well as within the union movement about the importance of social media for trade union revitalization, the present paper focuses on building empirical research in a less known context (i.e. Chile).

The concept of an “organizing model” of trade unionism has shaped union strategies for revitalization in a number of countries in recent years. This article examines the transfer of “organizing unionism” to the UK in two ways. It presents findings from a survey of unions to identify the extent to which the organizing model is influencing national recruitment policy and presents case studies of three union campaigns which have drawn upon the organizing model, in an attempt to assess its strengths and weaknesses in a UK context. The survey results indicate only limited take‐up of the organizing model, though there is a group of vanguard unions which have embraced it with enthusiasm. The case studies demonstrate some success in applying the model, though identify employer resistance and internal opposition as significant constraints.

This paper aims to identify what workplace representative behaviours are most strongly associated with members’ commitment. This is increasingly important, as decentralised management practices have shifted management decisions to workplace levels, placing new demands on workplace representatives.

The methodological approach is quantitative and cross sectional. A total of two unions and 32 workplaces are examined.

Members’ commitment corresponds to workplace delegate leadership that is responsive. Transparency had a negative relationship to commitment, possibly because it is also interpreted as bureaucratic and overly formal for workplace issues. Innovation was not significantly associated with members’ commitment. This applies regardless of occupational class, gender or age. It was also found that workplaces that had adopted the organising model had more committed members.

Cross sectional relationships do not equal causation. However, the findings suggest that workplace level responsiveness by delegates is potentially very effective in building member commitment.

Unions can, with more confidence than previously, invest in developing responsive delegate leadership teams.

This paper provides insight into effective leadership behaviours that apply across two unions covering diverse workplaces and occupational types. As management decentralises, unions need to as well. This provides assistance to unions on how to do so. The cross sectional nature of the study builds on earlier research that may have been prone to common method variance.

The purpose of this paper is to investigate the systematic development of trade unions in Nepal. To that end, it considers historical political paradigm shifts and institutional dynamics from the beginning of trade unions to today.

The paper adopts the background of biological growth theories and tests them with the use of qualitative and quantitative data, official records and historical literature.

The second juncture of trade unions was vacuum marked by the absence of a legal labor framework. The first stage of trade unionism was prevented from an official take-off as such in terms of unionization and union activities. The major reason for this phenomenon was the complete ban on trade unions placed by the monarchial regime. However, the alliance of trade unions with mother political parties helped them to bounce back in the early 1990s. Thus, the overall biological growth pattern of trade unions in Nepal appears as “discontinuous.”

The paper argues that the discontinuous development of trade unions appeared without undergoing a complete growth course of ferment, take-off and maturity as in the S-curve pattern. Second, the discontinuity of the trade unions led eventually to its formal existence as an institutionalized IR actor. Third, the trend of trade unionism since the 1980s and 1990s is one of gradual decline in developed, recently developed and developing countries, whereas it is on a sharp incline in Nepal.

The paper aims to examine the theory that trade unions' functions in a transitional economy are characterised by “path dependency”.

The research is based on case studies of employment relations in enterprises operating in Moldova. The approach is realist (critical materialism). An ethnographic approach is taken to analysing social relations in three locally and foreign‐owned companies in the clothing sector. The case studies explore union responses to managerially driven re‐structuring.

The research established that these forms of trade unionism exhibit considerable heterogeneity within continued commitment to their welfare functions. This may indicate that the “integrating collectivist” form does not presage a new “path” for Moldovan trade unionism but does demonstrate the bounded diversity within the existing paradigm.

The research studies the unionised sector. Future research might look into non‐unionised Greenfield sites. The research has established that networks are being reconstructed between workers. Whether this will generate a new path for unionism and challenge managerial control remains to be established.

Findings indicate that the welfare function corresponds to workers' historic expectations and may provide a base for unions from which other, more conflictual activity may be conducted. Conversely, it suggests that attention to local norms is essential for employer's strategies aimed at combining efficiency with quality and fairness.

The research unveils the failures of employment relations' institutions to address women workers needs in the area calling for all stakeholders to act on this issue to prevent negative consequences (poverty, migration, turnover).

Institutionalist research on transition has stressed continuity and neglected agency. This research asks how far actors have wished and have been able to reconstitute institutions across time. To this end it has established dialogues with workers and managers making comprehensive sense of their views. Findings are relevant to unionists and employers as well as other stakeholders in transformation societies.

The purpose of this paper is to examine the interrelations between the evolution of industrial relations (IR) and IR research in Poland in the historical context. Two questions are put forward: How was the evolution of the IR system in Poland influenced by the re-constitution of a particular model of the capitalism and the strategies and struggle of IR actors? How were the ways of approaching and theorizing IR influenced by the aforementioned evolution?

The paper draws upon academic literature, secondary data on actors and processes of IR as well as four expert interviews with the representatives of the first generation of IR scholars in Poland.

The paper suggests that the development of the IR system and the related scholarship can be divided into three phases: the pre-1989 period characterised by the lack of autonomous interests representation and rather limited IR research; the early development of the post-1989 IR system marked by the debates on the integrative role of IR as peacekeeping mechanism in the period of deep economic and political changes (1989-2004); the post-EU accession consolidation of the IR system characterised by the weakness of the IR actors vis-à-vis the state and increasing neo-etatist tendencies.

This paper contributes to the ongoing debate on the relationships between the emergent models of Eastern European capitalism and the evolution of IR systems. It critically analyses the state of the discussion on the IR field Poland emphasising the relevance of political-economic factors as well as the ideology of “social peace” for both the evolution of the IR system in the country and the state of the IR debate.

This study seeks to explore the union perspective of a group of unionized young Canadian teachers to understand their belief system about trade unionism.

The methodology used herein consists of collecting and examining the interview data of participants (n = 37) through the theoretical lens of radical perspective.

The findings suggest that participants positively associate unionism with bargaining for their special interests, providing professional development services and opportunities for professional socialization. But this pluralist perspective has not translated into an engagement in the union life.

So far, the findings of this study cannot be generalized to the whole population of Canadian young teachers because the participants’ sample size is not large enough. In consideration of this limitation, unions need to survey the union opinions of their young rank and file members at a large scale to draw a clear understanding of the needs of these members to adequately adjust their renewal and revitalization strategies to those needs.

The findings of this study are significant because the intersection between young teachers and organized labor is underresearched in Canada.