Suchergebnisse

"Zwischen 1980 und 1990 haben in einigen Branchen der norwegischen Industrie brancheninterne "Lohnausgleiche" stattgefunden. Lohnunterschiede zwischen Frauen und Männern sowie - was weitgehend mit geschlechtsspezifischen Unterschieden identisch ist - zwischen "Niedriglöhnen" und "Hochlöhnen" wurden im untersuchten Zeitraum in allen Wirtschaftszweigen abgebaut. Der Lohnausgleich war am stärksten zum Anfang und am Ende des Jahrzehnts. Diese ausgleichende Lohnentwicklung ist teils durch Tarifabschlüsse mit Festbetragzuschlägen zugunsten niedriger Löhne, teils durch strukturelle Veränderungen und teils durch relative Verbesserungen der Position der Frauen auf dem Arbeitsmarkt zu erklären." (Autorenreferat)

This article analyses how the introduction of variable pay systems (VPS) has affected the role of trade unions and collective bargaining in company pay setting, and the role of these institutions in shaping VPS in Norwegian companies in blue-collar machinery production and white-collar banking services. The development of VPS has been fairly smoothly handled by the actors within, and with the help of, the established industrial relations institutions. In the machinery companies, VPS implied minimal changes in collective bargaining, whereas in banking significant individualization and more ambiguous effects for the role of company unions in pay setting were found.

The level of union density in Norway is medium high, in contrast to the other Nordic countries where high density levels are supported by unemployment insurance funds. Developments in union density over time are stable in Norway, contrary to developments in most western European countries outside the Nordic region. This article traces the effects of unemployment insurance funds by comparing density levels in Norway with those in Finland and Sweden. In addition, the stability witnessed in union density in Norway over time is a particularly puzzling phenomenon, and the authors seek to explain it on the basis of specific institutional and labour market factors.

"Norwegen verzeichnet einen mittleren gewerkschaftlichen Organisationsgrad, im Gegensatz zu anderen nordischen Ländern, in denen das Arbeitslosenversicherungssystem zu einem hohen Organisationsgrad beiträgt. Anders als in den meisten westeuropäischen Ländern außerhalb der nordischen Region ist dieser Anteil in Norwegen auch über die Jahre hinweg stabil geblieben. Der Beitrag untersucht die Auswirkungen von Arbeitslosenversicherungen anhand eines Vergleichs des gewerkschaftlichen Organisationsgrades in Norwegen, Finnland und Schweden. Ein besonderes Rätsel ist auch die Stabilität dieses Organisationsgrades in Norwegen, das die Autoren durch spezifische institutionelle und arbeitsmarktbedingte Faktoren zu erklären versuchen." (Autorenreferat, IAB-Doku)

To date the Nordic countries have not had a public debate on living wages, in contrast to many Anglo-Saxon countries. This does not mean, however, that the concept of a living wage is alien to them. In this article we examine whether wage-setting mechanisms in the Nordic countries promote and secure a living wage for all employees, and how trade unions have approached the concept of a living wage.

This article analyses the challenge of variable pay to collective bargaining, based on a cross-national comparison that takes banking organizations in Austria, Norway, Spain and the UK as representatives of Europe's principal bargaining systems. The hypothesis is that the capacity of collective bargaining to govern variable pay varies with the bargaining system. As the findings show, articulated multi-employer bargaining is more able to govern variable pay than its unarticulated counterpart and single-employer bargaining. Within the case of articulated multi-employer bargaining, single-channel systems of employee workplace representation are superior to dual systems, all the more since the former equip the unions with selective incentives for membership.

This article compares the policy and collective bargaining responses in the three Scandinavian countries to the cost-of-living crisis that began in 2021. The countries are known for their coordinated and consensual response to exogenous shocks. However, Scandinavian variants of neoliberal reforms, the 2009 Financial Crisis and, more recently, the COVID-19 pandemic have challenged the model. The comparative analysis finds three things. First, Norway and Sweden opted for rather generous measures compared with Denmark, and their measures were generally universal in nature, whereas the Danish measures were more targeted on specific groups. Second, with no statutory minimum wage, all three countries relied on collective bargaining to shore up wage incomes. Third, the different responses in the three countries pertain to different political and economic problem loads. We also find signs of convergence as wage solidarity seems to be experiencing a revitalisation in all three countries. This could have lasting effects on bargaining systems.