The origins of the labour movement in Argentina have received little detailed attention from historians, who have generally neglected the years before 1930 in favour of developments associated with Perón and Peronism. Such secondary literature as does exist consists largely of personal memoirs. Moreover, most studies have examined these early years from a general standpoint, regarding the period as a prelude to Peronism instead of treating it in its own right. Detailed analysis of the subject is still in its early stages. The origins of Argentine labour organisation date from the period of rapid economic expansion and mass immigration before 1914. The footplatemen's union was founded in 1887, and a relative wealth of documentary material testifies to the durable and stable growth of organisation in this sector; the vicissitudes of organisation in other railway trades can also be traced from the various working class journals. The railway sector was crucial to the export economy and the growth of the beef and wheat markets, as has been emphasised in economic histories of Argentina. By contrast, the history of railway trade unions and the development of industrial relations on the railways have been neglected. This thesis sets out to fulfil two necessary functions. No adequate basic account of the origins and development of Argentine railway unions exists outside the official union histories. These provide a somewhat tendentious picture, responding to policy needs at the time of writing and relying heavily on hindsight. Thus the first part of my thesis provides a narrative outline of the struggles between 1887, when the footplate union La Fraternidad was founded, and 1922, when the general rail union was consolidated in its present form as Unión Ferroviaria. These chapters trace the steady growth of La Fraternidad from its original, inward-looking base to its eventual standing as an influential and effective craft union. This development contrasts with the difficulties attendant on the organisation of a lasting general rail union for other trades. The initial success and ultimate collapse of the Railwaymen's Confederation (1902-1908), and the transformation of the Railway Workers' Federation (FOF) into a solid counterpart to La Fraternidad in 1922 illustrate the practical problems and ideological dilemmas faced by unions and their organisers in the period. At the same time, particular attention is given to the history of the large-scale strike movements on the railways of 1896, 1907-1908, 1912 and 1917, which are discussed with lesser railway disputes in the context of other contemporary labour unrest. The second purpose of this thesis is to examine the broad themes which emerge consistently from the narrative account. In this way, the particular development of organised railway labour provides a framework for consideration of more general aspects of the early Argentine labour movement. The ideological formation of the union movement is considered with reference to the railwayman's case. This entails discussion of the nature of the immigrant influence in unions and the reasons why political parties (Socialists, Communists and Radicals) failed to dominate labour organisation. Anarchism, generally accepted as a dominant union ideology in Argentina, is reassessed and shown to have been considerably tempered by practical considerations. It was largely superseded by syndicalism, whose growth is explained in terms of changes in union structure and aspirations, which in turn responded to the development of the economy. Large and successful unions dominated a syndicalist movement which between 1915 and 1921 - years of many important industrial conflicts - was exceptionally reformist. Syndicalist unions controlled a greater proportion of the organised working class in Argentina than anywhere else in the world at this time; for this reason their successful anti-political but reformist attitudes and organisation deserve extensive examination. Closely connected with the nature of Argentine union ideology is the question of the relationship between unions and the government; the development of this relationship is a key to the understanding of the union movement to this day. It emerges from this study that the government was concerned with the 'social question' and its possible political implications from the turn of the century. Moreover, despite repressive legislation and revolutionary union rhetoric, there was extensive contact between labour leaders and government officials from an early date. The railwaymen, consistently regarded as a special case, were increasingly protected by legislation on pensions and conditions of work, but in spite of government pressure they resisted efforts to restrict freedom of union action. While exceptional because of their strategic economic role, railway workers still qualify as pioneers of the use by unions of legal remedies and state institutions for their own benefit. The subordination of ideological to practical considerations caused the railway unions to adopt centralised organisation, contrary to anarchist or anarcho-syndicalist theory and unlike many smaller, more local, but active components of the union federations. However, it took the general rail unions the thirty-five years spanned in this study to arrive at the degree of centralisation established by La Fraternidad in 1887. The story of this change involves consideration of the railway unions' place in relation to other unions; by the 1920s, it is clear that successful national unions in large-scale capitalist enterprises were adopting similar modes of organisation, though the only comparable group at the time was the Maritime Workers' Federation (FOM), another transport sector. Argentine railway unions had many structural similarities with their successful European counterparts. Since railwaymen formed a higher proportion of unionised workers in Argentina than in more diverse and developed capitalist economies, their influence in the general union movement was even greater than elsewhere.

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It is proposed in this thesis to advance a solution for the settlement of labour disputes in the Canadian railway industry. The constant recurrence of strike threats and three actual strikes since the end of World War II, have caused concern from time to time because of the possibility of railway transportation being unavailable. It is the intention, therefore, to examine collective bargaining in the industry, with special attention to the factors which must be considered in any "solution" to the problem of labour disputes. [...]

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Thesis: M.S., Massachusetts Institute of Technology, Department of Civil Engineering, 1978 / Bibliography: leaves 73-74. / M.S. / M.S. Massachusetts Institute of Technology, Department of Civil Engineering

Thesis: M.S., Massachusetts Institute of Technology, Sloan School of Management, 1981 / Bibliography: leaf 115. / by C. Edward O'Hara. / M.S. / M.S. Massachusetts Institute of Technology, Sloan School of Management

M. Tech. (Department of Labour Relations Management, Faculty of Management Sciences), Vaal University of Technology. / In South Africa, rail transport is an important element to support economic development and this service is provided by the railway company as the focus of this study. Similar to other companies, the selected railway company depends on its employees as a crucial resource to execute duties aimed at the realisation of its objectives. For the company to remain successful, its employees must have positive behaviours and attitudes and have the ability to work in a fair and just environment. Organisational justice, as an indicator of a fair and just work environment, and organisational citizenship behaviour, influence work-related behaviours and attitudes and are critical for the smooth operation of any organisation. Currently, the railway company seems to have a high number of reported incidents relating to organisational citizenship behaviour including misconduct, disciplinary, criminal and/or civil action. This might be an outcome of employee perceptions of organisational justice. This study examines the relationship between organisational justice and organisational citizenship behaviour for the first time in the rail industry in South Africa. Drawing on the Social Exchange Theory, the primary aim of this study is to investigate employees’ perceptions of organisational justice and their effects on organisational citizenship behaviour in a railway company in Johannesburg, Gauteng. The study adopted a deductive research approach and a quantitative method was used to collect data. Utilising a structured questionnaire, respondents were solicited to provide their demographic variables and their responses to four different measurement scales, namely procedural justice, distributive justice, interactional justice and organisational citizenship behaviour using a seven-point Likert scale ranging from 1=strongly disagree to 7=strongly agree. Using convenience sampling, questionnaires were distributed to 400 identified employees of the railway company in Johannesburg, Gauteng. A total of 378 questionnaires were returned and this constituted the sample size of the study. The Spearman’s rho correlation coefficient was used to find the strength of relationships with the use of the Statistical Package for Social Sciences (SPSS) version 25.0. To assess the employees' perceptions of organisational justice, their levels of organisational citizenship behaviour and the relationship between the constructs, descriptive statistical analysis, correlation and regression analysis were used. Based on the findings, the results of the correlation analysis revealed no significant relationships between all three dimensions of organisational justice (procedural justice, distributive justice, interactional justice) and organisational citizenship behaviour. Regression analysis also resulted in no predictive relationships between organisational justice and organisational citizenship behaviour. Evidence indicates that the fairness of distribution, procedures and interactions are not the key contributors in affecting the level of organisational citizenship behaviour of employees at the railway company. The study makes various recommendations including that management should treat employees fairly and equally and apply fair decision-making processes with fair outcomes. Additionally, to improve, increase and keep the standard of OCB, an organisational policy on organisational justice should be in place, which must constantly be updated. Research on OJ and OCB is still limited, particularly in the field of rail transport, as this study is the first and only study that has been conducted in South Africa. This represents an opportunity for academics and labour relations practitioners to further engage in research on antecedents and outcomes of organisational behaviour in the railway industry.