A Theory of Conflict and Power in Union-Management Relations

Bibliographic Data

ID3348633
AuthorsRobert Dubin (0000-0001-5556-7248, corresponding author)
Year1960
Volume13
Issue4
Pages501-518
Publication date1960-07-01
Peer ReviewedYes
Open AccessYes
TypeARTICLE
VenueIndustrial and Labor Relations Review (JOURNAL)
Journal identifiersISSN: 0019-7939 • E-ISSN: 2162-271X
PublisherSAGE Publications Inc (PUBLISHER)
DOI10.1177/001979396001300401
OpenAlexW2059370854
LanguageEN
Citations received6

The range and variety of union-management relationships and collective bargaining outcomes present a continuous challenge to find a single, all-encompassing explanatory model. Most efforts in this direction have had to grapple with the apparent dichotomy between conflict and other types of interaction between labor and management groups. Robert Dubin's approach in this article is to demonstrate the possibility that conflict belongs to the same continuum as other types of labor-management relationships. The location of a particular union-management relationship on this continuum depends on the disparity of power between the parties and the nature of the issues over which bargaining takes place. As background to his discussion, Professor Dubin also presents an analysis of the concepts of power and conflict and a critique of some other approaches to the theory of labor-management relations. (Author's abstract courtesy EBSCO.)

Bargaining power · Collective bargaining · Conflict management · Courtesy · Economic system · Economics · Epistemology · Explanatory power · Labor disputes · Labor relations · Law and economics · Physics · Political economy · Political science · Positive economics · Power (physics) · Social science · Sociology · Variety (cybernetics) · Artificial Intelligence · Computer Science · Labor Movements and Unions · Law · Philosophy