Yapay Zekânın Endüstri İlişkilerine Etkileri: Sendika, Toplu Pazarlık ve Grev Üzerine Bir Değerlendirme

Abstract

Yapay zekâ teknolojilerinin çalışma hayatına giderek daha fazla entegre olması yalnızca üretim süreçlerini etkilemedi, aynı zamanda çalışma ilişkilerinin kurumsal yapısını da dönüştürmektedir. Özellikle algoritmik yönetim sistemlerinin yaygınlaşmasıyla birlikte işin organizasyonu, performans değerlendirme mekanizmaları ve işçi gözetimi gibi alanlarda önemli değişimlerin ortaya çıkması ve yapay zekânın yalnızca teknolojik bir yenilik olmaması, aynı zamanda sendikalar, toplu pazarlık ve grev açısından yeni bir endüstri ilişkileri arayışını gerekli kılmaktadır. Bu makale yapay zekânın endüstri ilişkileri üzerindeki etkilerini üç temel kurumsal alan üzerinden incelemektedir: sendika, toplu pazarlık ve grev. İlk olarak yapay zekâ ve algoritmik yönetim sistemlerinin işyerinde yönetim otoritesini ve emek sürecini nasıl yapılandırdığı tartışılmakta, ikincisi sendikaların bu teknolojik dönüşüme karşı geliştirdiği stratejiler ve toplu pazarlık süreçlerinde yapay zekâya ilişkin ortaya çıkan yeni müzakere başlıkları analiz edilmekte, üçüncüsü ise yapay zekânın işçi direnişi ve emek çatışmaları üzerindeki etkileri değerlendirilmekte ve teknolojik değişimin yeni grev dinamikleri yaratıp yaratmadığı incelenmektedir. Makale, yapay zekânın yalnızca iş piyasasını etkileyen bir faktör olmadığını ve aynı zamanda endüstri ilişkilerinin temel kurumlarını yeniden şekillendiren bir süreç olduğunu ileri sürmektedir. Bu bağlamda yapay zekâ, emek sürecinde kontrol mekanizmalarının dönüşümü ile sendikal temsil ve toplu pazarlık kurumlarının yeniden tanımlanması arasında yeni bir ilişki alanı yaratmaktadır.

Keywords

• Endüstri ilişkileri
• yapay zekâ
• sendika
• toplu pazarlık
• grev
• algoritmik yönetim

The Effects of Artificial Intelligence on Industrial Relations:
An Evaluation of Trade Unions, Collective Bargaining, and Strikes

Abstract

The increasing integration of artificial intelligence technologies into working life has not only affected production processes but has also transformed the institutional structure of employment relations. In particular, the spread of algorithmic management systems has generated significant changes in the organization of work, performance evaluation mechanisms and worker surveillance. In this respect, artificial intelligence should not be regarded merely as a technological innovation; rather, it necessitates a renewed industrial relations framework in relation to trade unions, collective bargaining and strikes. This article examines the effects of artificial intelligence on industrial relations through three central institutional dimensions: trade unions, collective bargaining and strikes. First, it discusses how artificial intelligence and algorithmic management systems restructure managerial authority and the labour process in the workplace. Second, it analyses the strategies developed by trade unions in response to this technological transformation and the new bargaining issues concerning artificial intelligence that have emerged within collective bargaining processes. Third, it evaluates the implications of artificial intelligence for worker resistance and labour conflict, and examines whether technological change gives rise to new strike dynamics. The article argues that artificial intelligence is not merely a factor affecting the labour market, but also a process that reshapes the core institutions of industrial relations. In this context, artificial intelligence creates a new field of interaction between the transformation of control mechanisms within the labour process and the redefinition of trade union representation and collective bargaining institutions.

Keywords

• Industrial relations
• artificial intelligence
• trade unions
• collective bargaining
• strikes
• algorithmic management

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