**2. The field of research in labour relations**

Terminology such as "industrial relations", "labour relations", "work relations", "professional relations", "collective work relations", among others, has often been used by social scientists in an undifferentiated way. This can be explained by reasons that are connected with the plurality of the themes in analysis1. As it happens, historically the Anglo-Saxon term *industrial relations* has been favoured as a way of following the industrial movement that took hold in western countries, in which the production was largely ensured by an industrial apparatus and in which a significant part of the active population was involved in activities related to industry (Kerr *et al*., 1960; Dunlop, 1993).

Nonetheless, whilst we agree with the meanings associated with the expression "industrial relations" – establishment of the rules of work (Dunlop), mechanisms of regulating work (*job regulation*), industrial democracy (Derber), the establishment of working conditions (Craig), negotiation relations (Laffer), exchange relations (Somers) – in our understanding the expression "labour relations" is more appropriate today than that of "industrial relations". Not only because the evolution of an "industrial society" to a "service society" makes it less plausible to use the term "industry", but because it permits two types of relations to be emphasised: on the one hand, we are dealing with relations *of* production contractually established between labour and capital, and that constitute, as a whole, a wage relation; on the other hand, we are faced with relations *in* production, which regulate the actual work carried out by workers during the working day and which include relations among the workers, as well as their relations with supervisors or managers according to the norms or regulations of the company (Burawoy, 1985; Santos, 2000; Ferreira e Costa, 1998/99: 144; Estanque, 2000; Costa, 2005).

Furthermore, we should reinforce that labour relations imply a relational dimension which involves individual and collective actors in work activity according to different levels of analysis: local, sectorial, regional, national, transnational or global. On the other hand, if it is true that labour relations have an important "value in use" in establishing consensuses (agreements) between the parties involved (unions and employers), we should also refer to the emphasis on conflict in the origins or the forms of power that are associated with it (Kahn-Freund, 1972; Barbash, 1984; Caire, 1991; Kahn-Freund, 1972; Rueschemeyer, 1986; Santos, 1994; 1995a; 2000; Estanque and Costa, 2011).

<sup>1</sup> Changes in labour market; trade unionism and social concertation; qualifications, competencies, and training of workers; new forms of work organisation; labour participation and social dialogue in companies; methodologies of analysis of the labour market; gender social relations; workplace conflicts; workplace accidents; social inequalities, atypical forms of employment; employment/unemployment, etc. (Ferreira e Costa, 1998/99: 142).

movements (the title of our article) have been pushed toward new ways and new discourses. In fact, the new socio-labour movements are movements of society, of a younger generation (largely of qualified young people connected to the university system) legitimately protesting against the lack of career opportunities, against the lack of jobs, against the irrationalities of nowadays economic austerity policies. The rapprochement between cultural criticism and social criticism ("critique artistique" vis-àvis "la critique social", quoting Boltanski and Chiapello, 2001) is therefore a logical consequence of

Terminology such as "industrial relations", "labour relations", "work relations", "professional relations", "collective work relations", among others, has often been used by social scientists in an undifferentiated way. This can be explained by reasons that are connected with the plurality of the themes in analysis1. As it happens, historically the Anglo-Saxon term *industrial relations* has been favoured as a way of following the industrial movement that took hold in western countries, in which the production was largely ensured by an industrial apparatus and in which a significant part of the active population was involved in

Nonetheless, whilst we agree with the meanings associated with the expression "industrial relations" – establishment of the rules of work (Dunlop), mechanisms of regulating work (*job regulation*), industrial democracy (Derber), the establishment of working conditions (Craig), negotiation relations (Laffer), exchange relations (Somers) – in our understanding the expression "labour relations" is more appropriate today than that of "industrial relations". Not only because the evolution of an "industrial society" to a "service society" makes it less plausible to use the term "industry", but because it permits two types of relations to be emphasised: on the one hand, we are dealing with relations *of* production contractually established between labour and capital, and that constitute, as a whole, a wage relation; on the other hand, we are faced with relations *in* production, which regulate the actual work carried out by workers during the working day and which include relations among the workers, as well as their relations with supervisors or managers according to the norms or regulations of the company (Burawoy, 1985; Santos, 2000; Ferreira e Costa,

Furthermore, we should reinforce that labour relations imply a relational dimension which involves individual and collective actors in work activity according to different levels of analysis: local, sectorial, regional, national, transnational or global. On the other hand, if it is true that labour relations have an important "value in use" in establishing consensuses (agreements) between the parties involved (unions and employers), we should also refer to the emphasis on conflict in the origins or the forms of power that are associated with it (Kahn-Freund, 1972; Barbash, 1984; Caire, 1991; Kahn-Freund, 1972; Rueschemeyer, 1986;

1 Changes in labour market; trade unionism and social concertation; qualifications, competencies, and training of workers; new forms of work organisation; labour participation and social dialogue in companies; methodologies of analysis of the labour market; gender social relations; workplace conflicts; workplace accidents; social inequalities, atypical forms of employment; employment/unemployment,

contemporary voices and forms of protest.

1998/99: 144; Estanque, 2000; Costa, 2005).

etc. (Ferreira e Costa, 1998/99: 142).

Santos, 1994; 1995a; 2000; Estanque and Costa, 2011).

**2. The field of research in labour relations** 

activities related to industry (Kerr *et al*., 1960; Dunlop, 1993).
