<p>The article attempts to identify the hegemonic structures and processes specific to industrial relations at Austria universities. It also investigates which power relations and practices underpin the repertoire of actions of the actors involved in these relations. The article conducts a&#xa0;systematic analysis of power relations to examine the overarching normative and structural conditions, the force fields operating within the working relations between the artistic and scientific university staff and between collective interest groups. Empirical data, gleaned from two research projects, provide insights into both the perceptions and the practices of the actors. Results indicate that employer representation dominates these industrial relations due to structural imbalances, insufficient resources that enable employees to take action and missing strategic exchange structures. The barriers identified for staff include different action logics and power resources, structural imbalances and missing norms, processes and means to take action. At the same time, challenges to trade union work encompass mounting precariousness, the low degree of formal organization and missing backing on the part of the workforce. While traditional trade unions are frequently deemed inefficient, new movements from within civil society are increasingly developing alternative strategies for interest representation. The article concludes with a&#xa0;discussion on how to foster counter-hegemonies and the transformation of existing power relations.</p>