[gameman144]

Striking provides a forcing function to reveal the actual value to the employer of your labor.

In certain fields (e.g. medicine, academics) there are huge centers that represent the majority of jobs for a region. Specialized workers here find it harder to job hop, as there are fewer opportunities.

Striking provides another means to better pay. Say you value my work at $40/hr, but are currently paying my at $20/hr. In domains where employees don't have much recourse to just go find another employer, strikes provide a good mechanism to call the bluff of an employer. If they really only value your work at $20/hr, they'll not be willing to pay any more. If they do value it more highly, striking makes it so they have to choose between making concessions or losing work they value.

[whywhywhywhy]

I mean I might be biased because this strategy worked for me. But how about, hear me out. Instead of not working you try working harder and providing unique value to your employer.

Hard to swallow for union types but it’s how I ended up being paid significantly more and having no issues buying a house.

[Nextgrid]

This approach only works if your employer knows you have other options and risk leaving if you aren't properly compensated.

In an environment where your employer knows you don't have any options, there is no incentive for them to pay you any higher regardless of how much effort/value you provide.

[gameman144]

This doesn't address the issue specified above. In this example, you already provide unique value to your employer at $20/hr over what they're paying you.

If you have no recourse when they value your work at $40/hr, what recourse would you have when they value your work at $60/hr but still pay you $20/hr?

Being a more valuable employee works great in combination with exercising leverage over your employer (quit-threat, striking, competitive labor market), since those threaten to take that value away from your employer if they don't play ball.

[rocketbop]

I don’t think this works in academia.