Industrial relations in the gaming industry : the Maltese context

Abstract

This study explores employees’ perception of the role of trade union in the remote gaming industry in Malta. To date, this industry is not covered by collective bargaining, even if trade union officials interviewed claimed that they have some members who work in remote gaming companies. Taking into account, the various reasons why employees from different industries choose not to collectively unite to become trade union members, this study sought to extend this discussion to the remote gaming industry, which is still under researched in relations to industrial relations. Subsequently, this study focuses on the possible barriers to unionisation. To address this study’s objectives, 11 semi-structured interviews were conducted and analysed using thematic analysis (Braun and Clarke, 2006). The participants consisted of seven employees in different roles within the industry and four key informants who specialise in industrial relations. The data gathered shed light on why employees in this industry so far did not revert to trade unions and the collective bargaining tool; and simultaneously it reveals that there are gaps that can be addressed by the trade unions themselves. The overall findings of this study identified five main issues that hinder trade union collective existence in the remote gaming industry in Malta. These are: 1) Lack of confidence in trade union movement 2) Knowledge deficit on the role of trade unions 3) Individualism 4) Management style 5) Employees’ work benefits. Several arguments have been made by the participants concerning their confidence towards TUs. It was also clear the considerable knowledge deficit vis-a-vis the role of TUs amongst the employee participants. Another aspect which transpired in the study concerns the competitive salaries and working conditions bargained for on a personal level in the industry. Therefore, employees feel they can take care of themselves. The short tenure of employees is also another factor. The short tenure is not solely deriving from the influx of foreigners, as most leave the labour market in their first two years of employment as they relocate abroad (Borg, 2019) but also from movement within the industry as it is considered an employee-driven market.