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The theoretical literature has argued that a centralized wage bargaining system may result in low regional wage differentiation and high regional unemployment differentials. The empirical literature has found that centralized wage bargaining leads to lower wage inequality for different skills, industries and population groups, but has not investigated its impact on regional wage differentiation. Empirical evidence in this paper for EU regions for the period 1980-2000 suggests that countries with more coordinated wage bargaining systems have lower regional wage differentials, after controlling for regional productivity and unemployment differentials.
The ILO's Central and Eastern European Team has conducted a series of studies concerning the role of minimum wages in the countries of this rapidly transforming region, in particular looking at ways in which this role should be revised. Based on this research, Minimum Wages in Central and Eastern Europe examines the most crucial issues in Bulgaria, the Czech Republic, Hungary, Moldavia, Poland, Romania and Russia, and compares their systems with those of western industrialized economies.
This book presents an original multidisciplinary conceptual framework for the analysis of the processes of construction/transformation of workers' social rights. The framework was developed by taking an analysis of employment and social protection in the Latin European countries as starting-point, and thus offers an innovative alternative to the dominant approaches. It takes account of the institutional forms determining employees' resource flows and associated rights, and introduces a new analytical category of «resource regimes». Four spheres are identified for the observation of recent resource regime changes: employment systems, public policy frameworks, social hierarchies and industrial relations systems. The various chapters explore how each of these spheres participates in the institution of social rights over resources, and identify key vehicles of change such as transformations in forms of employment, labour market policies, pension reforms, the swing to a logic of competencies, social pacts, and the processes involved in the construction of the European Union. The book brings to the fore the dynamic relation between employment, wages and social rights and aims to contribute to current debates on social protection reforms and employment policies implemented at both national and European levels.
Institutions and Wage Formation in the New Europe addresses the role played by institutions in European wage formation with a focus on EMU and institutional change in labour markets. Under this general heading there are three broad but distinct themes. The first emphasises the role of institutions in affecting the dispersion of wages across occupational, age, skill, and industry and employment contract categories. The contributors make clear the profound effect that European institutions can have in influencing, and in most cases compressing, such pay differentials with consequent implications for the employment prospects of certain segments of the labour force. The second theme is the explanation for recent wage moderation in Europe. The contributions under this theme stress the role of developments in the bargaining systems of European countries and the presence of a number of temporary or specific factors, which have helped to bring about pay moderation. The final theme is the extent to which institutions are changing within Europe in the light of EMU and the adoption of new business practices. This book will appeal to academics with an interest in labour markets and EMU issues, and also industrial relations specialists with an interest in institutional topics.
Collective bargaining and workers’ voice are often discussed in the past rather than in the future tense, but can they play a role in the context of a rapidly changing world of work? This report provides a comprehensive assessment of the functioning of collective bargaining systems and workers’ voice arrangements across OECD countries, and new insights on their effect on labour market performance today.