Books by Marco Hauptmeier
Papers by Marco Hauptmeier
Relations industrielles
The study of employer collective organizations has been revitalized recently but the most effecti... more The study of employer collective organizations has been revitalized recently but the most effective mode of theoretical analysis is debated. This article applies Schmitter and Streeck's competing logics of membership and influence framework to employer organizations in the United Kingdom. While literature using this framework argues that employer collective bodies are likely to prioritize the logic of influence by influencing the state through partnering with governments, we find that the opposite happened in the United Kingdom. Changing political economy meant that the logic of influence decayed in salience although did not disappear.
Human Resource Management Journal
Human Resource Management Journal
Employer organisations and the literature examining them have transformed since their inception i... more Employer organisations and the literature examining them have transformed since their inception in the 19th century. We systematically review this literature and the evolving role of employer organisations by focusing on the most cited publications of this body of academic work. This arti-
Journal of Industrial Relations
This article examines the collective, member-based Employers' Associations (EAs) in the UK that r... more This article examines the collective, member-based Employers' Associations (EAs) in the UK that regulate the employment relationship by participating in collective bargaining. The main empirical contribution is to provide, for the first time, a longitudinal dataset of EAs in the UK.
Economic and Industrial Democracy
This article examines employers’ organisations in the United Kingdom, drawing upon 70 interviews ... more This article examines employers’ organisations in the United Kingdom, drawing upon 70 interviews and a new dataset encompassing 447 employers’ organisations. The article’s contribution is to develop a new typology of employers’ organisations capturing their organisational change in the wake of the decline of collective bargaining. It does this by drawing on a conceptualisation of employers’ organisations as intermediary organisations before identifying four organisational types: lobbying, service, negotiating and standard-setting employers’ organisations. The article also identifies and discusses factors that underlie this pattern of differentiation.
Employee Relations
Collective employer representation in the United Kingdom has changed in fundamental ways in recen... more Collective employer representation in the United Kingdom has changed in fundamental ways in recent decades. Collective bargaining has declined and instead, we have seen the emergence of a significant new form of collective organization, the employer forum, which promotes good corporate behaviour and typically focuses on issues of equality and diversity, social policy and community engagement. This paper examines this new form of collective action through a case study on Business in the Community Wales. It also compares this employer forum with traditional employers' associations in order to establish what is significant and distinctive about employer forums.
Industrial Relations Journal
Work, employment and society
Focussing on employers' organisations in the United Kingdom, this article contributes to the lite... more Focussing on employers' organisations in the United Kingdom, this article contributes to the literature on employer interest representation by advancing three interrelated arguments, which reflect how the methods, structure and interests of employer representation have evolved. First, the primary method of collective interest representation has shifted from collective bargaining, nowadays only pursued by a minority of employers' organisations, to political representation, now the most frequent form of collective interest representation. Second, the structure of employer interest representation has evolved and is fragmented between a small number of large, general employers' organisations, a large majority of sectoral employers' organisations, regional interest representation in the devolved nations, which has become more important, and a new type of employer body, the employer forum, which focusses on corporate social responsibility. Third, the shift in collective interest representation is complemented by a broadening of individual interest representation, with employers' organisations having developed a wide range of services.
European Journal of Industrial Relations
The European Works Council Directive was adopted over twenty years ago, and a voluminous body of ... more The European Works Council Directive was adopted over twenty years ago, and a voluminous body of research has developed on this relatively new institution. This article reviews the most cited literature in order to consider our state of understanding of this research field and to identify gaps in our knowledge. Most research has focused on a limited number of European Works Councils, mainly in manufacturing, and on labour actors. We still know little about the interplay between European Works Councils and other levels of employment relations, the role of management in their working and their effects on substantive employment relations outcomes. By taking stock of current knowledge, we aim to advance future directions and possibilities for research on this theme.
Transfer European Review of Labour and Research, 2005
ABSTRACT Excerpt] Why have labor movements in New York City and Los Angeles changed so dramatical... more ABSTRACT Excerpt] Why have labor movements in New York City and Los Angeles changed so dramatically? And more specifically, why have the activist social coalitions that revitalized the labor movement in Los Angeles not played the same kind of role in New York? Our research persuades us that the relationship between .contrasting coalition types—political and social—is central to explaining the differences. Political coalitions refer to cooperation between unions and parties, politicians, and other social actors, focused largely on elections and policy-making processes. Social coalitions, by contrast, include labor and other social actors such as community, religious, environmental, and immigrant rights groups, focused on a range of political, economic, and social campaigns. A comparison of the two metropolitan areas over the past two decades reveals distinct patterns of coalition building in New York and Los Angeles. In New York, the labor movement is dominated by several powerful local unions, often at odds with one another in contending political coalitions. New social coalitions have developed but are not central to organized labor's political action. The focus of most unions on narrow interest representation contributes to a disconnect between social and political coalitions in which the latter dominate. In Los Angeles, by contrast, the significance of social coalition building stands out as the labor movement has coalesced over the past fifteen years. To be sure, labor in Los Angeles participates actively in political coalitions. In contrast to New York, however, political coalitions move beyond narrow union interests, building on social coalitions that broaden the influence of labor as a whole.
How do employment relations change even though the formal structure of employment relations insti... more How do employment relations change even though the formal structure of employment relations institutions remains stable? This dissertation draws on an analysis of collective bargaining in three multinational auto companies in Germany, Spain and the United States to answer this question. The study traces the longitudinal changes of employment relations in each country as well as the emergence of similar employment relations practices across countries. Previous literature on comparative employment relations linked formal employment relations institutions to national patterns of employment relations. In contrast, this study argues that the ideas and ideologies of management and labor underpin the functioning and meaning of institutions. As the collective actors adapt to a changing socio-economic context, their ideas and ideologies change, which contributes to an evolution of institutional practices and a different enactment of institutions. First, management and labor make different use of their institutional rights and resources, e.g. they can apply forcing strategies with varying intensity and develop contentious, cooperative or market-oriented employment relations in identical institutional settings. Second, despite institutional constraints, the collective actors have a lot of leeway to develop new employment relations practices and instruments, which then in turn can alter the functioning and meaning of institutions. Institutions are what actors make of them. This dissertation is a contribution to the literature on institutional change and comparative employment relations. Previous institutional literature assumed a rational foundation of actor behavior and focused on formal institutions. In contrast, this study suggests a constructivist institutionalism, which analyzes the mutual relationship between ideas and institutions. The dissertation inductively explored five mechanisms for ideational change that contribute to institutional change: leadership change, identity work, mimicking and learning, collective bargaining and generational change. iii BIOGRAPHICAL SKETCH Marco Hauptmeier grew up in Löhne, Ostwestfalen-Lippe, in Germany. He studied at International Human Resource Management at Cardiff University in Wales. iv To my late mother Irmgard Hauptmeier v ACKNOWLEDGMENTS On August 7, 2002, I arrived in Ithaca and embarked on a journey, my PhD. Stations on this journey included my course work in Ithaca, field research in Germany, Spain and in the Midwest of the United States and a final write-up period in Ithaca. It has been a rollercoaster and fortunately, over the passage of time I have tended to remember better the positive experiences. I am sitting now in a cafe in the lovely bay area of Cardiff, where I have taken up my first academic position after leaving Cornell, and the pain of pushing through the dissertation in the last year of my PhD has eased. Looking back, I have very fond memories of my time at Cornell. I regard myself as very fortunate to have had the opportunity to study at such a great university and work alongside very gifted people and researchers. Along the way, in particular during the more difficult times, I received the support of my colleagues, friends and family -without whom I would have never completed my dissertation. I would like to thank them in this acknowledgement.
... Marco Hauptmeier Cardiff University Cardiff Business School Aberconway Building Colum Drive C... more ... Marco Hauptmeier Cardiff University Cardiff Business School Aberconway Building Colum Drive Cardiff CF10 3EU hauptmeierm@cardiff.ac.uk Presented at the IIRA World Congress 2009 Sydney, Australia August 24-28, 2009 Abstract ...
Industrial and Labor Relations Review, 2015
ABSTRACT This article compares forms of labour transnationalism in three industrial sectors: moto... more ABSTRACT This article compares forms of labour transnationalism in three industrial sectors: motor manufacturing, maritime shipping and clothing and textile manufacturing. In each case, unions engage in very different transnational activities to reassert control over labour markets and competition. As institutions of transnational cooperation deepen, unions continue to struggle with competitive tensions (worker to worker and union to union) which vary from one industry to another.
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Books by Marco Hauptmeier
Papers by Marco Hauptmeier