Labour Relations

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. Applying Work and Organizational Psychology in the Field of Labor Relations: Exploratory Study in Trade Unions in the Basque Country

• 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.