Kristin Alsos

A path of coordination or fragmentation?

Kristin Alsos, Fafo Institute for Labour and Social Research, Oslo
Kristine Nergaard, Fafo Institute for Labour and Social Research, Oslo
Johannes Oldervoll, Fafo Institute for Labour and Social Research, Oslo

In a coordinated market economy as the Norwegian, where an institutionalized system of coordination plays an important role (Hall and Soskice, 2001), strong partners on both sides of industry is an essential element. A comprehensive insight into the importance of employer organizations in the development of Nordic welfare and labour market models through a book edited by Carsten Strøby Jensen in 2000 (Jensen (ed.), 2000). Since then, research in this area has been scarce, especially in a Norwegian setting. While the adaption of new structure and functions in Danish employer organization has been documented by Ibsen (2016) and Ibsen and Navrbjerg (2018), the development of Norwegian employer organizations since 2000 has not been addressed by researchers.

Since the 2000s, Norwegian employer organizations has been characterized by mergers, but also with increased competition. In contrast to the more clarified positions between Danish and Swedish employer organizations (Nergaard et al 2016), Norwegian organizations in the private sector have the last couple of decades increasingly aimed for the same kind of members, leading to fierce competition in some industries. In the same period the share of companies that are members of an employer organization has grown, but many of them are not bound by collective agreements. Strengthening of employer organizations through representativeness does not necessarily equal a strengthening of other collective institutions such as bargaining coverage.

In this paper we aim to look into the development of Norwegian employer organization since year 2000, and whether we find a picture of stability or institutional change. Do we witness a trajectory of coordination or fragmentation? What are the consequences of increased competition between organizations when it comes to collective bargaining and employer policies?

The paper will be based on analyzes of literature and documents as well as qualitative interviews with employer organizations.

Kristin Alsos, Fafo Institute for Labour and Social Research, Oslo
Sissel C. Trygstad, Fafo Institute for Labour and Social Research, Oslo

Employee participation and cooperation at company level play a pivotal role in the Norwegian labour market model. These rights are embedded both in statutory law and in national and industry level collective agreements.  In sum, these provide both individual and collective co-determination rights at company level. In general, the organized parts of the Norwegian labour marked are characterized by well-established channels for voice through union representatives, and a climate of co-operation and trust. It is believed that the model promotes efficiency and productiveness.

In a recent study (Alsos & Trygstad 2019) we identified a participation gap: 29 percent of local TU reps did not take part in formal or informal cooperation at local level, even though this is granted by collective agreement. In this paper we take a closer look at this group of TU reps, and compare them with those who do participate. We discuss how formal and informal participation affect the TU reps’ experienced influence over decisions related to the work place. Furthermore, is there a correlation between TU reps’ experienced influence and trust between the local industrial parties? Such correlation may be seen as a challenge to the Norwegian labour market model.

The analyses are based on a survey among TU reps at company level within several industries in the private sector; namely manufacturing, construction, hotels & restaurants and retail trade. We also conducted in-depth interviews among management and TU reps at company level in more than 30 companies of different size, and in the same industries as covered by the survey.