Is employability detrimental to unions ? An empirical assessment of the relation between self-perceived employability and voice behaviours (notice n° 650800)
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| 005 - DATE AND TIME OF LATEST TRANSACTION | |
| control field | 20250121184853.0 |
| 041 ## - LANGUAGE CODE | |
| Language code of text/sound track or separate title | fre |
| 042 ## - AUTHENTICATION CODE | |
| Authentication code | dc |
| 100 10 - MAIN ENTRY--PERSONAL NAME | |
| Personal name | Bourguignon, Rémi |
| Relator term | author |
| 245 00 - TITLE STATEMENT | |
| Title | Is employability detrimental to unions ? An empirical assessment of the relation between self-perceived employability and voice behaviours |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. | |
| Date of publication, distribution, etc. | 2016.<br/> |
| 500 ## - GENERAL NOTE | |
| General note | 22 |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | Le concept d’employabilité fait débat. Non seulement, il pose le problème du partage des responsabilités entre employeurs et salariés au sujet des trajectoires professionnelles, mais surtout, un courant de recherche émergent tend à examiner les effets du développement de l’employabilité perçue sur le comportement des salariés à l’égard des organisations syndicales. Dans la continuité du modèle Exit-Voice-Loyalty développé par Hirschman, cet article contribue à ce courant qui reste encore peu exploré empiriquement. La littérature existante hésite encore sur le sens à donner à la relation entre employabilité et prise de parole, notamment par l’intermédiaire des organisations syndicales : l’employabilité peut certes diminuer les coûts associés à une décision de démission et ainsi diminuer la nécessité de prendre la parole ; mais, inversement, en facilitant un hypothétique reclassement, l’employabilité peut être conçue comme une ressource que le salarié peut mobiliser dans un rapport de force, en ce sens qu’elle diminue le coût ou la probabilité de représailles associées à l’expression d’une insatisfaction, et ceci tout particulièrement lorsque le climat des relations professionnelles est positif. Pour aller plus loin, nous introduisons une distinction, d’une part, entre employabilité interne et externe et, d’autre part, entre prise de parole “directe” et “représentative”, c’est-à-dire par l’intermédiaire des représentants du personnel. Nous testons nos hypothèses grâce aux réponses à un questionnaire adressé à l’ensemble des salariés d’une grande banque de réseau française. Nos résultats montrent que l’employabilité interne favorise la prise de parole directement auprès du management, alors que l’employabilité externe semble n’avoir aucun effet sur aucune forme de prise de parole, sauf lorsque que le climat des relations professionnelles est coopératif. Cela confirme la nécessité de différencier la dimension interne de la dimension externe de l’employabilité. Enfin, nos résultats ne permettent pas de conclure que le développement de l’employabilité se fait au détriment des organisations syndicales : ce n’est pas nécessairement par l’instauration d’un pouvoir collectif de négociation et d’opposition que les syndicats peuvent contribuer à l’amélioration de la position des salariés, mais plutôt en créant les conditions d’une relation coopérative avec la ligne managériale. |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | Beyond the debates surrounding the concept of “employability” and the question of how to divide responsibilities between workers and employers, an emerging literature discusses the effect of self-perceived employability on worker behaviour with respect to trade unions. Based on Hirschman’s seminal Exit-Voice-Loyalty model, the present paper aims at contributing to a subject which remains empirically underexplored. Existing research offers no decisive results about the relation between employability and voice behaviours, and it remains unclear about the effects of employability enhancement practices on union constituencies : on the one hand, employability tends to lower the cost of the exit option, and is consequently detrimental to voice ; on the other hand, employability can act as a resource in a power struggle and, as a prerequisite of exit, it makes the voice option less risky or costly, especially when industrial relations take place in a fairly positive climate. In this paper, we propose to go deeper into the examination of this set of relations by introducing a distinction between internal and external employability, and between direct voice and representative, union-mediated voice. To test our hypotheses, we collected data from a survey administered in a French retail bank in 2011. Our findings show that internal employability would favour direct expression to management, with external employability associated with no specific voice behaviour, except when the industrial relation climate is cooperative. This confirms the need for more attention paid to the internal vs external nature of employability. Lastly, our results do not allow us to conclude once and for all that employability is detrimental to unions, and it is not necessarily through their bargaining power and opposition activities that unions are most effective in improving workers position, but through a cooperative attitude with management instead. |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | prise de parole intermédiée |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | prise de parole directe |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | industrie bancaire |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | syndicats |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | “exit-voice-loyalty” |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | employabilité perçue |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | representative voice |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | ‘exit-voice-loyalty’ |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | unions |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | direct voice |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | banking industry |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | self-perceived employability |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Noël, Florent |
| Relator term | author |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Schmidt, Géraldine |
| Relator term | author |
| 786 0# - DATA SOURCE ENTRY | |
| Note | Revue de gestion des ressources humaines | 98 | 4 | 2016-02-05 | p. 3-17 | 1163-913X |
| 856 41 - ELECTRONIC LOCATION AND ACCESS | |
| Uniform Resource Identifier | <a href="https://shs.cairn.info/revue-de-gestion-des-ressources-humaines-2015-4-page-3?lang=en&redirect-ssocas=7080">https://shs.cairn.info/revue-de-gestion-des-ressources-humaines-2015-4-page-3?lang=en&redirect-ssocas=7080</a> |
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