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Is low unionisation in the British hospitality industry due to industry characteristics?
16 references·7 citing·36 second hop
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this work references cited by second hop

References

  • 1979Job Matching and the Theory of Turnover3,125 cited
  • 1946Trade and Industry2,041 cited
  • 2010Rethinking Industrial Relations635 cited
  • 2002Communicating the psychological contract: an employer perspective619 cited
  • 2005Inside the Workplace: First Findings from the 2004 Workplace Employment Relations Survey554 cited
  • 1982Collective Bargaining and Industrial Relations349 cited
  • 1995Industrial relations : theory and practice in Britain311 cited
  • 1995Five Feminist Myths about Women's Employment310 cited
  • 2004Does Union Membership Really Reduce Job Satisfaction?225 cited
  • 1993The Union & Its Members: A Psychological Approach182 cited
  • 2024Working In Hotels and Catering178 cited
  • 2005Why Have Workers Stopped Joining Unions? The Rise in Never‐Membership in Britain154 cited
  • 1988Working Lives in Catering128 cited
  • 2005Human Resource Management as a Substitute for Trade Unions in British Workplaces123 cited
  • 2000Organizing unionism comes to the UK120 cited
  • 2002Why Do Non–union Employees Want to Unionize? Evidence from Britain

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117 cited

Cited by

  • 2022Tourism work, media & COVID-19: A changed narrative?16 cited
  • 2020Perspectives on hospitality industry trade unionism in the UK and beyond15 cited
  • 2011Representing and Organizing Retail Workers: A Comparative Study of the UK and Australia13 cited
  • 2016Political instability and trade union practices in Nepalese hotels11 cited
  • 2012Varieties of collaboration: the case of an Australian retail union9 cited
  • 2012INDIVIDUALISM, COLLECTIVISM AND AWARDS IN THE AUSTRALIAN HOSPITALITY INDUSTRY4 cited
  • 2009What effect do formalised human resource procedures such as contracts and appraisals have on employee motivation in the hospitality industry1 cited