The Impact of Collective Bargaining on Industrial Dispute

The Impact of Collective Bargaining on Industrial Dispute

Abstract

This study examines the impact of the collective bargaining procedure on the industrial relations climate in Kenyan public institutions. The data utilized in the study is based on a stratified random sample of 322 respondents questioned in 2012 at Kenya's three public institutions. The validity of study tools was determined using expert opinion, while the reliability was determined using the Cronbach alpha coefficient. Descriptive and inferential statistics were used to examine qualitative and quantitative data. 

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To minimize the huge number of variables for further research, exploratory factor analysis was used. The impact of the collective bargaining process on industrial relations was studied using linear regression analysis. The findings indicate that the collective bargaining process has a substantial impact on the industrial relations environment (=0.495, p0.05). It is suggested that parties to collective bargaining rethink their engagement methods in order to improve their relationship.


Introduction

Industrial relations is one of the main components of the labour administration system (Goolsarran, 2006), and therefore an important predictor of organisational performance. There is a significant amount of research on the beneficial benefits of excellent labour relations on business performance, efficiency, and productivity, emphasising the significance of labour relations in organisational success (Fashoyin, 2004; Pyman et al., 2010). Silva (1998), for example, notes that good industrial relations exist when interactions between management and workers, on the one hand, and between them and the state, on the other hand, are more harmonic and cooperative than conflictual. 

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Silva goes on to say that a successful industrial relationship is one that fosters economic efficiency as well as employee engagement, productivity, and growth, as well as one that fosters employee loyalty and mutual trust. Antonioni et al. (2011), on the other hand, observed that high quality industrial relations emerge as mediating variables that strengthen, in a favourable manner, the impact of innovative activities on employees' well-being.


Conclusion

Based on these results, it is clear that the collective bargaining process had a beneficial and substantial impact on the industrial relations climate in Kenyan public institutions. As a consequence, the findings support the hypothesis that the collective bargaining process has a substantial impact on the industrial relations environment. The research found that academic employees at public institutions were unhappy with the collective bargaining procedure. This situation may be reversed if: one, the parties embrace the spirit of give and take, fairness, commitment, and prompt execution of the agreement; and two, management and union leaders strive to enhance their negotiating skills and expertise in labor relations issues. 

For More Details About the Impact of Collective Bargaining on Industrial Dispute Please Visit Our Website


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As a result, the research emphasizes that knowing how parties manage the collective bargaining process is important in defining the industrial relations climate in organisations. As a result, the study contributes to the development of knowledge on industrial relations in the African setting, especially in Kenyan institutions.

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