Labour Relations

Owned by Darlene Edgar
Nov 23, 2023
1 min read

Ulacia, I., Smith-Etxeberria, K., & Beldarrain-Durandegui, A. (2022). Applying Work and Organizational Psychology in the Field of Labor Relations: Exploratory Study in Trade Unions in the Basque Country. Social Sciences, 11(12), 570. https://doi.org/10.3390/socsci11120570

  • Historical Neglect of Relationship:

    • Organizational psychology and trade unions historically neglected.

    • Organizational psychology perspectives on union members' commitment and participation are profitable.

  • Psychologists' Willingness and Union Attitudes:

    • Greater willingness of psychologists to work with management.

    • Negative attitudes among union organizations toward applying psychology to the workplace.

  • Psychosocial Framework:

    • Psychosocial phenomena and processes understood within historical, cultural, and macro-social conditions.

  • Trade Unionists' Social Representations:

    • Influenced by workplace encounters with psychology.

    • Negative assessment when psychology approaches the workplace (in HR).

  • Psychologization:

    • Individualization of employment relationships.

    • Seen as undesirable by trade unions, which prefer collective action.

  • Meaning in Work and Work-Life Fit:

    • Psychology is perceived as irrelevant when workers seek meaning and a positive "work-life fit."

  • Shift in Social Representations:

    • Union members' social representations of psychology no longer a significant obstacle.

    • Work and Organizational Psychology techniques and knowledge more acceptable.

  • Study Participants and Technique:

    • 448 union members participated.

    • Free association technique used.

  • Significant Relationships:

    • Between social representation of Psychology and Labor Relations.

    • Significant associations in categories like Control, Emotions, and Performance.

    • Relationships between Work and Organizational Psychology and trade union concepts.

  • Associations with Labor Relations:

    • Communication, Conflict, Necessary, Organization, Collective, and Performance.

  • Associations with Trade Union Action:

    • Communication, Necessary, Negotiation, Oppression, Organization, Collective, Skills, and Work Team.

  • Associations with Social Dialogue:

    • Conflict, Necessary, Organization, Claiming rights, Collective, Remote, Motivation, and Skills.

  • Human Resource Management Relationships:

    • Significant relationships with Labor Relations, Trade Union Action, and Social Dialogue.

    • Categories include Improvement, Negotiation, Oppression, Organization, Collective, Ethics, and Selfishness.