<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>2448-718X</journal-id>
<journal-title><![CDATA[El trimestre económico]]></journal-title>
<abbrev-journal-title><![CDATA[El trimestre econ]]></abbrev-journal-title>
<issn>2448-718X</issn>
<publisher>
<publisher-name><![CDATA[Fondo de Cultura Económica]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2448-718X2019000100095</article-id>
<article-id pub-id-type="doi">10.20430/ete.v86i341.354</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Competencia sindical y disputas laborales. Un análisis aplicado para el caso español]]></article-title>
<article-title xml:lang="en"><![CDATA[Union competence and labor conflicts. An applied analysis for the Spanish case]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Ruesga Benito]]></surname>
<given-names><![CDATA[Santos M.]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Pérez Ortiz]]></surname>
<given-names><![CDATA[Laura]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Pérez Trujillo]]></surname>
<given-names><![CDATA[Manuel]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad Autónoma de Madrid Departamento de Estructura Económica y Economía del Desarrollo ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Spain</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad Autónoma de Madrid Departamento de Estructura Económica y Economía del Desarrollo ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Spain</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Universidad Católica del Norte  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Chile</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>03</month>
<year>2019</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>03</month>
<year>2019</year>
</pub-date>
<volume>86</volume>
<numero>341</numero>
<fpage>95</fpage>
<lpage>125</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_arttext&amp;pid=S2448-718X2019000100095&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_abstract&amp;pid=S2448-718X2019000100095&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_pdf&amp;pid=S2448-718X2019000100095&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen  Antecedentes  Los representantes de los trabajadores, organizados en sindicatos, son los encargados de encarnar la voz colectiva de éstos para defender sus intereses y propuestas en el entorno productivo. La representación de los trabajadores se manifiesta mediante la acción colectiva y su principal herramienta de presión frente a su contraparte -la organización empresarial- es el conflicto. Con él los trabajadores y, especialmente, sus representantes -quienes poseen la capacidad de convocatoria- muestran el poder que ostentan para defender sus intereses. Diversos estudios recientes se han centrado en analizar la relación que existe entre formas de representación laboral y conflicto, en los que destaca empíricamente la existencia de una relación diferente entre ambas a la que podría esperarse a nivel teórico. En este sentido, las evidencias indican que la concentración de la representación laboral en una única organización laboral o sindicato, que hipotéticamente estaría relacionada con una mayor unidad en la representación laboral en el centro de trabajo y, por lo tanto, un mayor poder de convocatoria de los trabajadores a la acción colectiva, no se asocia con un mayor nivel de conflicto laboral. Todos los estudios indican que tal relación inversa entre poder de negociación y conflicto se encuentra asociada al efecto del multisindicalismo y los incentivos que éste genera sobre la competencia sindical.  Metodología  El presente estudio aplicado, tras realizar una revisión del marco teórico al uso y ofrecer un panorama de los estudios empíricos más relevantes llevados a cabo, se centra en el caso español y profundiza el análisis del efecto que la competencia entre organizaciones sindicales genera sobre el desarrollo de la conflictividad durante la negociación del convenio colectivo. Para contrastar las tres hipótesis establecidas en el estudio, al definir la relación entre el nivel de heterogeneidad en la representación laboral en la negociación colectiva y el conflicto de trabajo, y una vez precisadas las variables correspondientes, se desarrolla el modelo econométrico considerado más adecuado para este análisis, de tipo probabilístico, de respuesta binaria o probit. La base de datos de convenios colectivos del Ministerio de Trabajo y Seguridad Social español suministra la información empírica necesaria para llevar a cabo el modelo de contraste de las hipótesis.  Resultados  Las evidencias alcanzadas confirman la incidencia positiva y significativa de la rivalidad entre organizaciones laborales sobre el desarrollo de la conflictividad en la negociación colectiva, de modo que el conflicto es empleado como una estrategia de marketing para fortalecer la capacidad de liderazgo de las organizaciones laborales y mantener su reputación (como organización de éxito) frente a sus representados. Así, se constata que existe un efecto negativo y significativo del índice de concentración en la representación laboral, según el cual existe una menor probabilidad de conflicto durante la negociación a medida que la heterogeneidad en dicha representación disminuye. Este resultado se complementa con el obtenido en los modelos que emplean las dos variables que definen el tipo de liderazgo existente en la representación laboral. Así, cuando el liderazgo es estable, la probabilidad de conflicto laboral disminuye de forma significativa, y se obtienen también evidencias importantes del proceso contrario cuando el liderazgo es inestable.  Conclusiones  Lo anterior indica que en una situación en que una organización laboral domina la representación de los trabajadores en la negociación colectiva, la probabilidad de conflicto disminuye y, a contrario sensu, cuando la dispersión en la representación de los trabajadores aumenta, la probabilidad de conflicto también.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract  Background  The workforce representatives -generally organized into a union- have the responsibility to embody the collective voice of workers, defending their interests and proposals in the productive environment. The representation of workers manifests their social power through collective action, and its main tool against its counterpart, i.e. the business organization, is conflict -mainly strikes-. With conflict, workers and especially their representatives show the power they have in defending their interests. Several studies focus on analyzing the relationship between forms of labor representation and conflict, empirically highlighting the existence of a relationship that is different from the one expected theoretically. In this regard, evidence indicates that the concentration of labor representation in a single labor organization or union, hypothetically related to greater unity in the labor representation in the workplace and therefore greater power to convene workers to collective action, is not associated with a higher level of industrial conflict. All studies indicate that this inverse relationship between bargaining power and conflict is related to the effect of multi-unionism and the incentives it creates for union competition.  Methodology  This applied study, after reviewing the theoretical framework and the most relevant empirical literature, focuses on the Spanish case, shedding light on the effect that competition between labor organizations -for increasing their institutional power- has on the development of conflict during the collective bargaining. Seeking to contrast the three hypotheses established in this study, defining the relationship between heterogeneity level in labor representation in collective negotiation and work conflict, and once the corresponding variables are defined, we develop an econometric probit model, considered more appropriate for this analysis. The database of collective bargaining agreements from the Spanish Ministry of Labor and Social Security provides the necessary empirical data for the contrast model.  Results  Our empirical evidences confirm the positive and significant impact of rivalry between unions on the development of conflict in collective bargaining, conflict being a marketing strategy used for strengthening the leadership of each union and maintaining their reputation (as a successful organization) with their clients -employees-. This shows that there is a negative and significant effect of the concentration labor representation index, according to which there is a lower probability of conflict during the negotiation as heterogeneity decreases in that representation. This result is complemented with the models that use the two variables, which define the type of leadership existing in labor representation. Thus, when leadership is stable, the probability of labor conflict decreases significantly, and substantial evidence of the opposite is obtained as well when the leadership is unstable.  Conclusions  All the above indicates that in a situation where a labor organization dominates the representation of workers in collective bargaining, the likelihood of conflict decreases and, on the opposite sense, when the dispersion in the representation of workers increases, the probability of conflict also rises.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[negociación colectiva]]></kwd>
<kwd lng="es"><![CDATA[representación laboral]]></kwd>
<kwd lng="es"><![CDATA[competencia sindical]]></kwd>
<kwd lng="en"><![CDATA[collective bargaining]]></kwd>
<kwd lng="en"><![CDATA[labor representation]]></kwd>
<kwd lng="en"><![CDATA[trade unions competition]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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