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Journal articles on the topic 'Collective bargaining'

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Published: 4 June 2021
Last updated: 1 March 2025

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1

Schwarz, Joshua L., Neil W. Chamberlain, and James W. Kuhn. "Collective Bargaining." Industrial and Labor Relations Review 40, no. 3 (April 1987): 444. http://dx.doi.org/10.2307/2523501.

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2

Dick, Jeffrey C., Carlos A. Guanche, John A. Steubs, Kristin J. Brazier, Sandra J. Hokanson, and Terri J. Wurscher. "Collective Bargaining." Journal of Bone and Joint Surgery-American Volume 82, no. 6 (June 2000): 902. http://dx.doi.org/10.2106/00004623-200006000-00028.

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3

McCollough, Newton C. "Collective Bargaining." Journal of Bone and Joint Surgery-American Volume 82, no. 6 (June 2000): 902. http://dx.doi.org/10.2106/00004623-200006000-00029.

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4

Gramm, Cynthia, and Charles Craypo. "Collective Bargaining." Industrial and Labor Relations Review 40, no. 2 (January 1987): 288. http://dx.doi.org/10.2307/2523295.

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5

SARGIS, NANCY M. "Collective Bargaining." Nursing Management (Springhouse) 16, no. 2 (February 1985): 30A. http://dx.doi.org/10.1097/00006247-198502000-00004.

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6

Shudra, Tamar. "Collective Bargaining." Journal of Contemporary Law 1, no. 1 (November 10, 2019): 139–61. http://dx.doi.org/10.31578/jcl.v1i1.39.

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The Association Agreement concluded in 2014 by and between the European Union and theEuropean Atomic Energy Community and their Member States, on the one part, and Georgia onthe other part, obliges Georgian Government to respect, promote and realize in its law andpractice the effective recognition of the right to collective bargaining. The research aims atemphasizing the main aspects promoting the effective recognition of the right to collectivebargaining.The research highlights the necessity of establishing the notion of “extension” of a collectiveagreement and stating the mandatory and voluntary issues of collective bargaining on thestatutory level, as an effective means for protecting employees’ interests. Additionally, theresearch considers the mechanism of collective bargaining as a token of the commonwealth andthe economic stability of the country and evaluates its impact on the prevention and settlement ofcollective disputes. Consequently, it is aimed at detecting the shortcomings of the presentGeorgian law and to propose possible ways of improvement
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7

Craig, A. W. J., and H. J. Waisglass. "Collective Bargaining Perspectives." Relations industrielles 23, no. 4 (April 12, 2005): 570–90. http://dx.doi.org/10.7202/027947ar.

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After an examination of the socio-economic environment within which collective bargaining functions, the authors study the parties involved, the structures of negotiating units, the procedures for resolving conflicting interest disputes. They also present some of the major outputs of the collective bargaining system and formulate a few suggestions about the future functionning of collective bargaining and the role and structures of union and other groups within the system.
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8

Smith, Douglas A. "Collective Bargaining Results." Relations industrielles 25, no. 1 (April 12, 2005): 46–54. http://dx.doi.org/10.7202/028099ar.

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The author of the following article discusses the relation-ship between inflation and collective bargaining. Collective bargaining cannot in a vacuum create inflationary wage increases. Rather, it is the interaction of mark-up or target-return pricing and profit-based wage demands that sets off the spiral of discretionary increases in wages and prices. In the author's opinion, it would be necessary to strive for intelligent methods of reducing the conflict between good industrial relations and a stable price level or face the consequences of the actions of those who seek to impose un-workable controls on the collective bargaining system.
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9

Bronder, Edmund. "Collective Bargaining Agreements." American Journal of Nursing 101, no. 8 (August 2001): 59–61. http://dx.doi.org/10.1097/00000446-200108000-00024.

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10

Land, Janet L. "Teacher Collective Bargaining." Indiana Law Review 19, no. 1 (January 1, 1986): 235–40. http://dx.doi.org/10.18060/2722.

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11

Smiley, Erica. "Collective Bargaining 3.0." Dissent 62, no. 4 (2015): 69–72. http://dx.doi.org/10.1353/dss.2015.0094.

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12

Blouin, Ann Scott, and Nancy J. Brent. "Revisiting Collective Bargaining." JONA: The Journal of Nursing Administration 24, no. 9 (September 1994): 9???10. http://dx.doi.org/10.1097/00005110-199409000-00003.

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13

Goldhaber, Dan, Lesley Lavery, Roddy Theobald, Dylan D’Entremont, and Yangru Fang. "Teacher Collective Bargaining." SAGE Open 3, no. 2 (April 15, 2013): 215824401348969. http://dx.doi.org/10.1177/2158244013489694.

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14

Schiff, Anthony Hunter. "Physician Collective Bargaining." Clinical Orthopaedics and Related Research® 467, no. 11 (September 12, 2009): 3017–28. http://dx.doi.org/10.1007/s11999-009-1006-4.

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15

Comrick, Peter. "Europeanizing collective bargaining." International Executive 32, no. 4 (January 1991): 22–23. http://dx.doi.org/10.1002/tie.5060320408.

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16

Yoon, Hye-Jin. "A Shift to Collaborative Collective Bargaining from Adversarial Collective Bargaining." Journal of the New Korean Philosophical Association 87 (January 31, 2017): 361–79. http://dx.doi.org/10.20433/jnkpa.2017.01.87.361.

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17

Baumann, Hans, Ernst-Ludwig Laux, and Myriam Schnepf. "Collective bargaining in the European building industry - European collective bargaining?" Transfer: European Review of Labour and Research 2, no. 2 (June 1996): 321–33. http://dx.doi.org/10.1177/102425899600200211.

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18

Iaryczower, Matias, and Santiago Oliveros. "Collective hold‐up." Theoretical Economics 18, no. 3 (2023): 1063–100. http://dx.doi.org/10.3982/te4632.

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We consider dynamic processes of coalition formation in which a principal bargains sequentially with a group of agents. This problem is at the core of a variety of applications in economics, including lobbying, exclusive deals, and acquisition of complementary patents. In this context, we study how the allocation of bargaining power between principal and agents affects efficiency and welfare. We show that when the principal's willingness to pay is large relative to agents' payoffs for completion, efficiency requires concentrating bargaining power in the principal. Strengthening the bargaining position of the agents increases inefficient delay and reduces agents' welfare. This occurs in spite of the lack of informational asymmetries or discriminatory offers. When this collective action problem is severe enough, agents are better off when bargaining power is concentrated in the principal.
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19

Zagelmeyer, Stefan. "Determinants of Collective Bargaining Centralization." Journal of Industrial Relations 49, no. 2 (April 2007): 227–45. http://dx.doi.org/10.1177/0022185607074920.

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Various factors influence the development of collective bargaining structures. Based on cross-sectional and pooled cross-sectional data from the British Workplace Employment Relations Survey series, this article discusses and empirically analyses the establishment-level determinants of collective bargaining centralization, i.e. whether an establishment is covered by single-employer collective bargaining or multi-employer collective bargaining. It argues that the employers' and trade unions' preferences for a particular bargaining structure depend on the outcome of cost—benefit analyses of different available institutional alternatives. The actual choice of a collective bargaining structure then reflects the interaction of the actors' preferences, moderated by an institutionally determined decision-making process. Estimation of a probit model with pooled cross-sectional data shows that the number of unions present at the establishment, membership of an employers' association, and public sector affiliation are positively associated with collective bargaining centralization. In contrast to this, establishment size, trade union density, foreign ownership and control, and international product markets are negatively associated with centralization. Neither establishment age nor foreign ownership appeared to be significant.
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20

Finkelman, Jacob. "Public Sector Collective Bargaining." Articles 41, no. 4 (April 12, 2005): 691–703. http://dx.doi.org/10.7202/050254ar.

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The author traces the origins and development of public sector negotiations in Canada. Heputs the accent on several aspects such as: the determination of bargaining units, the definition of what is negotiable, major problems encountered and ways of resolving them, the determining of essential services. In the light offorty years of experience, the author cornes to the conclusion that granting the right to strike in the public sector was a mistake. He also takes position against the merger ofthe Canadian Labour Relations Board (CLRB) and the Public Service Staff Relations Board (PSSRB).
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21

Saunders, George. "Collective Bargaining and Inflation." Relations industrielles 23, no. 4 (April 12, 2005): 553–69. http://dx.doi.org/10.7202/027946ar.

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Pending the results of such further research it can only be concluded at this juncture that, given the nature of the Canadian economy and the system of wage determination, there is no reason to believe that the contribution of collective bargaining to recent price developments was any greater than that of other factors in the inflationary process.
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22

Craig, Alton W. J. "The Collective Bargaining Process." Relations industrielles 25, no. 1 (April 12, 2005): 34–45. http://dx.doi.org/10.7202/028098ar.

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This paper attempts to highlight the parts of the Woods 1 Report dealing with the collective bargaining process. The author discusses how the goals (inputs) of labour and management are converted to outputs via the mechanisms of collective bargaining, and gives his personal opinions on the positions advanced in the Task Force Report. 1. Canadian Industrial Relations, The Report of the Task Force on Labour Relations, Ottawa, the Queen's Printer, 1969. This document will be referred to throughout this paper as the Task Force Report.
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23

Klingner, Donald E. "Public Sector Collective Bargaining." Review of Public Personnel Administration 13, no. 3 (July 1993): 19–28. http://dx.doi.org/10.1177/0734371x9301300304.

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24

Swiercz, Paul M., and Benjamin W. Wolkinson. "Collective Bargaining and Alcoholism:." Employee Assistance Quarterly 2, no. 3 (July 23, 1987): 69–88. http://dx.doi.org/10.1300/j022v02n03_06.

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25

Kim, Haknoh. "Constructing European Collective Bargaining." Economic and Industrial Democracy 20, no. 3 (August 1999): 393–426. http://dx.doi.org/10.1177/0143831x99203004.

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26

Cadambi Daniel, Malini, and Erica Rafford Noyes. "Obamacare and Collective Bargaining." New Labor Forum 22, no. 1 (January 2013): 37–43. http://dx.doi.org/10.1177/1095796012471309.

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27

Dobbelaere, Sabien, and Roland Iwan Luttens. "Gradual collective wage bargaining." Labour Economics 40 (June 2016): 37–42. http://dx.doi.org/10.1016/j.labeco.2016.03.001.

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28

Savage, Donald C. "Universities and collective bargaining." Interchange 25, no. 4 (December 1994): 381–84. http://dx.doi.org/10.1007/bf01435883.

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29

Moriarty, Robert V. "Trustees and collective bargaining." New Directions for Community Colleges 1985, no. 51 (September 1985): 75–80. http://dx.doi.org/10.1002/cc.36819855112.

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30

Wenger, J. "Collective Bargaining for Residents." JAMA: The Journal of the American Medical Association 280, no. 21 (December 2, 1998): 1828. http://dx.doi.org/10.1001/jama.280.21.1828.

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31

Gramm, Cynthia. "Book Review: Labor-Management Relations: Collective Bargaining: The Economics of Collective Bargaining." ILR Review 40, no. 2 (January 1987): 288–89. http://dx.doi.org/10.1177/001979398704000212.

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32

Chan, Chris King-Chi, and Elaine Sio-Ieng Hui. "The Development of Collective Bargaining in China: From “Collective Bargaining by Riot” to “Party State-led Wage Bargaining”." China Quarterly 217 (December 5, 2013): 221–42. http://dx.doi.org/10.1017/s0305741013001409.

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Abstract2010 was a turbulent year for labour relations in China. The wave of strikes sparked by the Honda workers has highlighted the urgent need for trade union reform and workplace collective bargaining. In response to this turbulence, the Chinese government has stepped up efforts to promote the practice of collective bargaining, which had been neglected under the existing “individual rights-based” labour regulatory framework. In the midst of rapid social and policy changes, this article aims to examine the effect of labour strikes on the development of collective bargaining in China. The authors argue that, driven by growing labour protests, the collective negotiation process in China is undergoing a transition, from “collective consultation as a formality,” through a stage of “collective bargaining by riot,” and towards “party state-led collective bargaining.” This transition, however, is unlikely to reach the stage of “worker-led collective bargaining” in the near future.
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33

Grandi, Barbara. "Collective Bargaining and the Performance Rating in Italy." Advances in Social Sciences Research Journal 1, no. 7 (November 30, 2014): 16–29. http://dx.doi.org/10.14738/assrj.17.427.

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34

Neumann, László. "Decentralised Collective Bargaining in Hungary." International Journal of Comparative Labour Law and Industrial Relations 16, Issue 2 (June 1, 2000): 113–28. http://dx.doi.org/10.54648/268158.

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The paper argues that the wage determination system in Hungary is extremely individualised and decentralised by Western European standards. The role of collective bargaining is secondary and within its structure the effect of national and sectoral agreements is relatively weak; however, the regulatory function of company level agreements is strong, at least for a small set of companies. The Hungarian system of collective bargaining is compared to that of Great Britain, the only EU Member State that has a decentralised system of bargaining. Finally, current proposals to amend the Hungarian collective bargaining system will be reviewed.
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35

Babalola, Sunday Samson, and Ajibola Abdulrahamon Ishola. "Perception of collective bargaining and satisfaction with collective bargaining on employees’ job performance." Corporate Ownership and Control 14, no. 2 (2017): 296–301. http://dx.doi.org/10.22495/cocv14i2c2p3.

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This study explores the influence of collective bargaining and satisfaction with bargaining on employees’ job performance. A structured questionnaire was distributed to selected sample of 181 unionized employees in the public sector organizations. The results revealed two models, with the first model indicating that satisfaction with collective bargaining (β = .56, p < 0.01) was a significant direct predictor of job performance among employees. The second model showed 35% incremental change in employees’ job performance. This indicated that age (β = .27, p < .01), and educational qualification (β = .58, p < .01) were significant independent predictors of employees job performance. This study showed that collective bargaining process is very critical in determining organizational industrial relations which in turn help to improve job related outcome such as employees’ job performance
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36

Baranski, Andrzej. "Voluntary Contributions and Collective Redistribution." American Economic Journal: Microeconomics 8, no. 4 (November 1, 2016): 149–73. http://dx.doi.org/10.1257/mic.20140240.

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I study a multilateral bargaining game in which committee members invest in a common project prior to redistributing the total value of production. The game corresponds to a Baron and Ferejohn (1989) legislative bargaining model preceded by a production stage that is similar to a voluntary contribution mechanism. In this game, contributions reach almost full efficiency in a random rematching experimental design. Bargaining outcomes tend to follow an equity standard of proportionality: higher contributors obtain higher shares. Unlike other bargaining experiments with an exogenous fund, allocations involving payments to all members are modal instead of minimum winning coalitions, and proposer power is quite low. (JEL C78, D63, D71, D72, H41)
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37

Francis, Anyim C., Elegbede Tunde, Mariam A., and Gbajumo Sheriff. "COLLECTIVE BARGAINING DYNAMICS IN THE NIGERIAN PUBLIC AND PRIVATE SECTORS." Australian Journal of Business and Management Research 01, no. 05 (December 9, 2011): 63–70. http://dx.doi.org/10.52283/nswrca.ajbmr.20110105a08.

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The objective of this paper is to examine the dynamics of collective bargaining machinery in both the public and private sectors in Nigeria; with a view to bringing to the fore the peculiarities associated with both sectors with regard to the practice of bargaining. To achieve this objective, the paper adopts a theoretical approach. The author observes that the practice of industrial relations as a discipline and that of collective bargaining in particular emanated from the private sector the world over. Thus, much of the practices of public sector collective bargaining are modelled after the private sector collective bargaining. However, in Nigeria, the obverse is the case as collective bargaining gained its root in the public sector owing to the near absence of private sector at the turn of the century. However, in Nigeria, the public sector pays lip-service to the collective bargaining machinery. Governments at all levels (Federal, State and Local) have continued to set aside collective bargaining and to give wage awards to score political points in spite of its commitment to the ILO Convention 98 to freely bargain with workers. The State or the government in the course of regulating wages and employment terms and conditions revert to the use of wage commissions. Thus, wage determination is by fiat. This preference for wage commissions can at best be regarded as a unilateral system as collective bargaining is relegated to the background.Wage tribunals or commissions offer little opportunity for workers’ contribution in the determination of terms and conditions of employment and can hardly be viewed as bilateral or tripartite. Thus, the State preference for wage commissions is anti-collective bargaining. In spite of Nigeria’s commitment to Conventions of the ILO with particular reference to such Conventions as 87 of 1948 and 98 of 1949 which provide for freedom of association and the right of workers to organize and bargain collectively. Thus, the use of wage commissions is antithetical to collective bargaining.
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38

Nwabuko, Nnadozie Chile. "The legal framework for collective bargaining in Nigeria." International Journal of Multidisciplinary Research and Growth Evaluation 4, no. 6 (2023): 251–59. http://dx.doi.org/10.54660/.ijmrge.2023.4.6.251-259.

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The International Labour Organization (ILO) in its Right to Organize and Collective Bargaining Convention No. 98 of 1949 recognized the right to collective bargaining as a core trade union right. Although Nigeria has practised democratic governance for more than two decades, violation of this right persists. This paper examined the legal framework for collective bargaining in Nigeria and found that the right to collective bargaining is not provided for in the Nigerian Constitution. It was also found that one of the issues militating against the right to collective bargaining in Nigeria is the lack of good faith in the bargaining process, which manifests in delays and lack of commitment to conclude collective agreements. The paper recommends legislative intervention, especially, the amendment of the Constitution of the Federal Republic of Nigeria to provide for the right to collective bargaining. The National Assembly should amend the Trade Disputes Act to make a collective agreement generally enforceable by expressly stipulating that a collective agreement is binding on any trade union and employer that has entered into it and who is included in or affected by the agreement.
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39

Shatsari, Rabiu Sani, and Kamal Halili Hassan. "The Right to Collective Bargaining in Malaysia in the Context of ILO Standards." Asian Journal of Comparative Law 1 (2006): 1–20. http://dx.doi.org/10.1017/s219460780000079x.

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Collective bargaining is the best mechanism to attain a cordial relationship between employers and employees. It is also an effective forum to agree on terms and conditions of employment. In order to achieve such purposes, industrial relations systems in a country must provide legal mechanism to enable parties to bargain collectively with a view to concluding a collective agreement. The ILO has adopted a convention providing a framework for member states to enact laws that would facilitate such a mechanism. In this respect, Malaysia has enacted the Industrial Relations Act 1967, which provides among others a mechanism for collective bargaining. In this article we argue on the extent of the right of Malaysian workers to collective bargaining in the context of the ILO standards. Here we argue that despite the legal mechanism available that facilitates collective bargaining between the two parties, Malaysian workers and their trade unions face some difficulties in bargaining with their employers.
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40

Brunner, Eric J., and Andrew Ju. "State Collective Bargaining Laws and Public-Sector Pay." ILR Review 72, no. 2 (October 16, 2018): 480–508. http://dx.doi.org/10.1177/0019793918808727.

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Using the Public Use Microdata Sample from the 2005 to 2015 American Community Survey, the authors provide new evidence on how state collective bargaining laws affect public-sector wages. To isolate the causal effect of bargaining laws on public-sector pay, they examine wage differentials between otherwise similar public- and private-sector employees located in the same local labor market. They estimate difference-in-differences (DD) models that exploit two sources of plausibly exogenous variation: 1) policy discontinuities along state borders and 2) variation within states in collective bargaining laws in states where the majority of public workers are without collective bargaining rights. Findings show that mandatory collective bargaining laws increase public-sector wages by approximately 5 to 8 percentage points. Results therefore suggest that mandatory collective bargaining laws provide a formal mechanism through which public-sector workers are able to bargain for increased compensation.
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41

Macneil, Johanna, Mark Bray, and Leslee Spiess. "Unions and collective bargaining in Australia in 2019." Journal of Industrial Relations 62, no. 3 (April 21, 2020): 380–402. http://dx.doi.org/10.1177/0022185620908907.

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Early in 2019, in anticipation of a change in Federal government, the fate of unions and collective bargaining in Australia appeared likely to take a new direction. However, the re-election in May of the Morrison-led Coalition government changed all this. This article reviews the year in three main sections, focusing respectively on unions and union strategy; collective bargaining and collective agreements; and public policy, unions and collective bargaining. Despite some interesting twists, the overall themes are more of the same – the continuation of political partisanship towards unions and collective bargaining, and the reinforcement of adversarialism in the workplace.
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42

Urdarević, Bojan. "The extension of collective agreements as a way to promote collective bargaining." Strani pravni zivot, no. 2 (2021): 281–92. http://dx.doi.org/10.5937/spz65-32376.

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Collective bargaining is a process of joint decision-making in which the social partners, representing the interests of their membership, try, in good faith, to determine the content and conclude the collective agreement. In this sense, collective bargaining is a way to resolve many issues related to the work process, to the satisfaction of all parties. In a context in which labour markets are characterized by inequality and uncertainty, the extension of the collective agreement is a key public policy instrument for the promotion of collective bargaining in general. However, certain principles must be represented to allow as many workers as possible to be covered by the extended effect of the collective agreement. These principles are set out in Collective Agreements Recommendation no. 91 of International Labour Organization and need to be followed to ensure respect for the free and voluntary nature of collective bargaining. With the fourth industrial revolution, the world of work changed radically, but the institute of the extended effect of the collective agreement can offer some answers to new circumstances, such as the increase of flexible forms of work and employment, migrant workers, or posted workers.
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43

Rojot, Jacques. "The Right to Bargain Collectively: an International Perspective on its Extent and Relevance." International Journal of Comparative Labour Law and Industrial Relations 20, Issue 4 (December 1, 2004): 513–32. http://dx.doi.org/10.54648/ijcl2004027.

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Abstract: It is generally assumed that collective bargaining is a ‘good thing’, a worthwhile goal to be pursued in itself that provides benefits in both the economic and political areas. The aim of this paper is to look more closely at limitations to the right to bargain collectively in various countries and to define more clearly the role it can play, as well as its relevance as a generally applicable concept. After an attempt to provide a definition of collective bargaining, that is often missing in discussions, the paper examines the following points: the limited scope of collective bargaining as a process among others, the limited role assigned to it by many legal systems, and the obstacles that it may constitute to National Economic Policy. Moreover, the transformations in the process and substance of collective bargaining, that weaken its impact, are discussed, as well as ideological obstacles that stand in its way. Finally, the specific case of developing countries is considered. In conclusion, doubts are raised about whether the prospects for European collective bargaining are really as promising as was once thought.
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44

Pernicka, Susanne, Vera Glassner, Nele Dittmar, and Klaus Neundlinger. "Forces of reproduction and change in collective bargaining: A social field perspective." European Journal of Industrial Relations 27, no. 3 (March 23, 2021): 345–63. http://dx.doi.org/10.1177/0959680121998478.

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The paper addresses the endurance of sector collective bargaining despite many announcements of its demise. Bourdieusian social theory is used to interpret collective bargaining as a dominated social field that is distinct and relatively autonomous from other economic, political and transnational fields. Empirically, we trace the trajectories of German and Italian metal sector’s collective bargaining fields. In Germany, field agents contributed to a continuing erosion of collective bargaining, regional differentiation of membership strategies, and a reorientation of dominated employers’ associations towards their members. In Italy, some field agents resisted supranational and national liberalization demands and contributed to the adaptation and innovation of bargaining practices and hence, to the preliminary re-stabilization and re-balancing of collective bargaining between industry and company level.
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45

Foster, Barry, Erling Rasmussen, John Murrie, and Lan Laird. "Supportive Legislation, Unsupportive Employers and Collective Bargaining in New Zealand." Articles 66, no. 2 (October 7, 2011): 192–212. http://dx.doi.org/10.7202/1006116ar.

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In New Zealand in the 1990s, labour market decentralization and new employment legislation precipitated a sharp decline in unionism and collective bargaining coverage; trends that continued well into the 2000s even after the introduction of the more supportive Employment Relations Act 2000 (ERA). The ERA prescribed new bargaining rules, which included a good faith obligation, increased union rights and promoted collective bargaining as the key to building productive employment relationships (Anderson, 2004; May and Walsh, 2002). In this respect the ERA provided scope for increased collective bargaining and union renewal (Harbridge and Thickett, 2003; May, 2003a and 2003b; May and Walsh, 2002). Despite these predictions and the ERA's overall intent, the decline in collective bargaining coverage begun in the 1990s has continued unabated in the private sector. It has naturally been questioned why the ERA has not reversed, or at least halted, this downward trend. So far research has focused on the impact of the legislation itself and much less on employer behaviour and perceptions, or on their contribution to these trends. This article addresses the paucity of employer focused research in New Zealand. The research explores views of employers on the benefi ts of collective bargaining, how decisions to engage or not engage in collective bargaining are made and the factors instrumental to them. It is demonstrated that the preferred method of setting pay and conditions continues to be individual bargaining. This is especially so for organizations with less than 50 employees, by far the largest majority of fi rms in New Zealand. Frequently, these smaller organizations see no perceived benefits from collective bargaining. Overall, these fi ndings suggest that despite a decade of supportive legislation there are few signs that the 20 year decline in collective bargaining coverage in New Zealand will be reversed.
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46

Quoc. "Collective bargaining complexity in Vietnam." International Union Rights 27, no. 4 (2020): 8. http://dx.doi.org/10.14213/inteuniorigh.27.4.0008.

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47

Kaufman, Bruce E., and Leo Troy. "Beyond Unions and Collective Bargaining." Industrial and Labor Relations Review 54, no. 1 (October 2000): 182. http://dx.doi.org/10.2307/2696038.

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48

Hameed, Syed M. A. "A Theory of Collective Bargaining." Relations industrielles 25, no. 3 (April 12, 2005): 531–51. http://dx.doi.org/10.7202/028153ar.

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The author brings out the inadequacies of the present theoretical models in explaining collective bargaining and provides the constructs of a more complete and integrated body of theory. He also notes the importance of using functional terms in a theoretical model of this kind.
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49

Adams, Georges W. "Collective Bargaining by Salaried Professionals." Relations industrielles 32, no. 2 (April 12, 2005): 184–201. http://dx.doi.org/10.7202/028782ar.

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50

Barkin, Solomon. "Productivity Measures in Collective Bargaining." Relations industrielles 36, no. 2 (April 12, 2005): 361–70. http://dx.doi.org/10.7202/029155ar.

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