This paper estimates the size of the union membership wage premium by comparing wage outcomes for unionised workers with 'matched' non-unionised workers. The method assumes selection on observables. For this identifying assumption to be plausible, one must be able to control for all...

The introduction of a statutory recognition procedure offers British unions the opportunity to reverse membership decline by organising non-union workers. The aim of this paper is to test theories of individual union joining in order to assess the likely impact of the new procedure on British...

Equal opportunities policies and family-friendly practices are examined using data from the 1998 Workplace Employee Relations Survey in order to assess (i) their associations with union recognition and strategic human resource management and (ii) the outcomes of what has recently been described...

A national survey makes it possible to examine employees' awareness of net overall reductions in the size of the workforce along with their awareness of employer policies that promise 'no compulsory redundancies'. Differences are investigated between union and nonunion workplaces, and between...

We investigate the effect of union membership on job satisfaction. Whilst it is common to study the effects of union status on satisfaction treating individual membership as given, in this paper, we account for the endogenous selection induced by the sorting of workers into unionised jobs. Using...

We explore the effects of management innovations on worker well-being using private sector linked employer-employee data for Britain. We find management innovations are associated with lower worker well-being and lower job satisfaction, an effect which becomes more pronounced when we account for...

Using nationally representative workplace data for Britain we show that over the last quarter century union voice - especially union-only voice - has been associated with poorer climate, more industrial action, poorer financial performance and poorer labour productivity than nonunion voice and,...

In this paper we test the HRM/union substitution hypothesis that human resource management (HRM) practices act as a substitute for unionization. We use British workplace data between 1980 and 1998 which allows us toexamine for the first time whether increased HRM incidence has coincided with...

This paper investigates the demise of unionisation in British private sector workplaces over the last quarter century. We show that dramatic union decline has occurred across all types of workplace. Although the union wage premium persists it is quite small in 2004. Negative union effects on...