2026-10-15T09:37:23Z https://datacatalogue.cessda.eu/oai-pmh/v0/oai

1ddfb74203723fa5664271e4baaf8b35ab5350aa866f6cec95de2502335f4200 2026-06-02T14:20:53Z language:svopenaire_data

https://doi.org/10.5878/ersw-pm18snd0041-1-1.0 https://doi.org/10.5878/ersw-pm18 Arbetet, facket och medbestämmandet 1979 Hörte, Sven-ÅkeHörte, Sven-ÅkeHart, HorstHart, Horst Swedish National Data ServiceSvensk nationell datatjänst In 1977 a new law called 'Act on Co-determination' came into force in Sweden. According to this law trade unions have the right to be informed about all circumstances that are, or could be, of importance for the members of the union. The unions have the right to express their opinions on almost every important question at 'the establishment'. This is allowed for in a special type of negotiation. An employer has after negotiations however the right to make a decision without bothering about the union's opinion. This law is supposed to regulate the unions rights to participate in the decision making process at the establishment. It is an important part of the complex system of formal norms that regulates the relations between trade unions and employers in Sweden. The research project 'Work, Unions and participation' studied how local actors - unions and employers - have adapted to this system of norms. This study is composed of two survey studies, designed as a panel study. The population is restricted to following branches: manufacturing, trade, transports and communications, education, social welfare and public health. The sample size is about 500 establishments, which means 25% of the population. Two types of questionnaires were sent to respondents at these places of work. One was sent to the local leadership, which was usually answered by the local manager or an equivalent person, one questionnaire was sent to each of the trade unions which were active at the place of work.In 1977 a new law called 'Act on Co-determination' came into force in Sweden. According to this law trade unions have the right to be informed about all circumstances that are, or could be, of importance for the members of the union. The unions have the right to express their opinions on almost every important question at 'the establishment'. This is allowed for in a special type of negotiation. An employer has after negotiations however the right to make a decision without bothering about the union's opinion. This law is supposed to regulate the unions rights to participate in the decision making process at the establishment. It is an important part of the complex system of formal norms that regulates the relations between trade unions and employers in Sweden. The research project 'Work, Unions and participation' studied how local actors - unions and employers - have adapted to this system of norms. This study is composed of two survey studies, designed as a panel study. The population is restricted to following branches: manufacturing, trade, transports and communications, education, social welfare and public health. The sample size is about 500 establishments, which means 25% of the population. Two types of questionnaires were sent to respondents at these places of work. One was sent to the local leadership, which was usually answered by the local manager or an equivalent person, one questionnaire was sent to each of the trade unions which were active at the place of work. trade unionsfackföreningarworking conditionsarbetsförhållanden sv 1984-01-01 Dataset SwedenSverige https://snd.se snd0041-1 2020-02-13T09:12:13Z ddi:codebook:2_5