Determining the significance of the citizens' advice bureau as an industrial relations actor
| Pages | 435-448 |
| Date | 01 September 2006 |
| Published date | 01 September 2006 |
| DOI | https://doi.org/10.1108/01425450610683645 |
| Author | Brian Abbott |
| Subject Matter | HR & organizational behaviour |
Determining the significance of
the citizens’ advice bureau as an
industrial relations actor
Brian Abbott
Kingston Business School, Kingston University, Kingston upon Thames, UK
Abstract
Purpose – This paper draws on established and more recent concepts of an industrial relations actor
and applies them to the citizens’ advice bureau (CAB). The purpose of this is to determine the
significance of the CAB as an industrial relations actor and to identify limitations associated with
traditional concepts of what constitutes an actor.
Design/methodology/approach – Eight bureaux from contrasting localities in Greater London
participated in the research. CAB advisers providing employment advice and clients with work related
problems were interviewed.
Findings – Provides information on what constitutes an industrial relations actor and the
significance of the CAB as a new industrial relations actor.
Originality/value – The paper addresses a gap on new industrial relations actors particularly in
relation to their importance. It suggests that new bodies can be classified as industrial relations actors
and that they are significant, particularly in the absence of a strong labour movement.
Keywords Charities, Employee relations, Employeeinvolvement, United Kingdom
Paper type Research paper
Introduction
Traditional approaches to the study of industrial relations have identified and focused
on a triumvirate of actors; the state, employers and employees (Dunlop, 1958). A key
limitation of Dunlop’s model is its narrow focus and neglect of actors, not directly
involved in the employment relationship or traditionally associated with worker voice.
There is, however, a growing awareness, among scholars, of the active role of
non-conventional actors, such as campaigning charities, community groups, NGOs and
end-users in providing employees with a voice and campaigning for improvements to
workers’ rights (Abbott, 1998a, b; Bellemare, 2000, p. 383; Heery et al., 2004; Osterman
et al., 2001; Verma and Kochan, 2004).
Korczynski (2002) identifies the role of consumer groups influencing the industrial
relations system by campaigning for improved working conditions and access to
training and development for frontline employees. Osterman et al. (2001) identify three
types of new labour market actors, such as employment agencies and web si tes,
including Monster.com. A second category identified includes groups which have
emerged in response to the need for life long learning and training. These are often
locally-based, though some are employer-based, while others are linked to advocacy
groups. Advocacy, the final category, refers to organisations representing individuals
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The author would like to thank Ed Heery and an anonymous referee for their valuable comments
on an earlier version of this paper.
Advice bureau as
an industrial
relations actor
435
Received May 2005
Revised November 2005
Accepted November 2005
Employee Relations
Vol. 28 No. 5, 2006
pp. 435-448
qEmerald Group Publishing Limited
0142-5455
DOI 10.1108/01425450610683645
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