Showing papers on "Industrial relations published in 1992"
TL;DR: The authors studied the processes of job mobility and wage growth among young men and found that the evolution of wages plays a key role in this transition to stable employment: wage gains at job changes account for at least a third of early career wage growth, and the wage is the key determinant of job changing decisions among young workers.
Abstract: Using longitudinal data, we study the processes of job mobility and wage growth among young men. During the first ten years in the labor market, a typical worker will hold seven jobs, about two thirds of his career total. The evolution of wages plays a key role in this transition to stable employment: wage gains at job changes account for at least a third of early-career wage growth, and the wage is the key determinant of job changing decisions among young workers. Job changing is a critical component of workers' movement toward the stable employment relations of mature careers.
1,150 citations
TL;DR: In this paper, the authors test the "strategic choice" proposition that variation in workplace industrial relations policies and practices is related to differences in business strategy and find that it is the case.
Abstract: This study tests the “strategic choice” proposition that variation in workplace industrial relations policies and practices is related to differences in business strategy. A cluster analysis of dat...
881 citations
Book•
09 Dec 1992
TL;DR: The case of German Handwerk co-determination and the German automobile industry in the 1970s and 1980s from national corporatism to transnational pluralism are discussed in this article.
Abstract: Productive constraints on the institutional conditions of diversified quality production revising status and contract - pluralism, corporatism and flexibility interest heterogeneity and organizing capacity - two class logics of collective action? the logics of associative action and the territorial organization of interests - the case of German Handwerk co-determination - the fourth decade successful adjustment to turbulent markets - the German automobile industry in the 1970s and 1980s from national corporatism to transnational pluralism - organized interests in the Single European Market, (with Phillipe C. Schmitter).
438 citations
01 Jan 1992
TL;DR: It has long been an objective of the Directorate of Employment, Industrial Relations and Social Affairs of the European Commission to promote the harmonisation of the different national systems of industrial relations in order to bring about a unified European model.
Abstract: It has long been an objective of the Directorate of Employment, Industrial Relations and Social Affairs of the European Commission to promote the harmonisation of the different national systems of industrial relations in order to bring about a unified European model. The inspiration for this objective is the belief of the Directorate that the unification of Europe’s industrial relations systems — based on the Commission’s notion of the best practices in the Community — would significantly benefit the trade unions, improve productive efficiency of all forms of enterprise, bring tangible economic and social benefits to employees, employers and the general public, and make a major contribution to the achievement of a European political union.
256 citations
TL;DR: In this article, the authors compare the changing pattern of unionization in OECD countries, reviewing existing evidence and presenting new information on union-nonunion differentials in labor market outcomes in these countries, and argue that the high union premium in the United States has contributed to the decline in union density and divergence of the US industrial relations system.
Abstract: In this paper we compare the changing pattern of unionization in OECD countries, reviewing existing evidence and presenting new information on union-nonunion differentials in labor market outcomes in these countries. Our principal source of information are the micro data files of the International Social Survey Programme cross-country surveys of 1985–87. Our analysis shows that U.S. unions have a larger effect on wages than on other outcomes than unions in other OECD countries, and we argue that the high union premium in the United States has contributed to the decline in union density and divergence of the US. industrial relations system
203 citations
Book•
01 Jan 1992
TL;DR: Employee involvement has become much more central to debates about industrial relations and personnel management over the course of the last decade as mentioned in this paper and has become a hot topic in the academic community, with researchers questioning whether EI is really new, whether it is little more than a facade for u itarist management or how it interrelates with human resource management or the new industrial relations.
Abstract: The subject of employee involvement (El) has become much more central to debates about industrial relations and personnel management over the course of the last decade. Employers, confronted by increasingly competitive product markets and a greater emphasis on quality and customer care, have started to focus attention much more explicitly on attempts to develop and motivate employees, as well as aiming to draw more fully upon employee knowledge and talents. At the same time, developments within the EC — especially via the Social Charter — have caused British employers to think more carefully about how to involve employees at work. Amongst the academic community, the subject has also undergone a renaissance, with researchers questioning whether EI is really new, whether it is little more than a facade for u itarist management, or how it interrelates with human resource management or the “new industrial relations”. It is within such a context that our study of employee involvement was commissioned by the Department of Employment and commenced in the summer of 1989.
174 citations
TL;DR: In this paper, the differences between the behavior of private firms and that of producer cooperatives in a matched sample of the two organizational types from the regions of Emilia Romagna and Toscana in North-Central Italy are analyzed.
Abstract: The authors analyze the differences between the behavior of private firms and that of producer cooperatives in a matched sample of the two organizational types from the regions of Emilia Romagna and Toscana in North-Central Italy, where producer cooperatives are numerous. Individual firm-level surveys provide new detailed comparative data on key issues such as investment, productivity, wages, employment, and industrial relations. Differences between the two types of firm are found in labor relations, employment, pay, production methods, the relationship to the external market environment, and the level of economic performance. The authors find no significant differences in investment horizons or criteria for finance, despite theoretical assertions to the contrary. The cooperatives apparently have higher productivity, more labor-intensive production methods, lower income differentials, and a more tranquil industrial relations environment than the private firms.
168 citations
TL;DR: In this article, Barnacle provides thorough but concise reviews of discipline/discharge theory and previous tudies of discharge arbitration and provides a detailed analysis of discharge arbitrations from Ontario between 1983 and 1986.
Abstract: This study updates a similar study by George W. Adams published by the Industrial Relations Centre at Queens University in 1978. Barnacle provides thorough but concise reviews of discipline/discharge theory and previous tudies of discharge arbitration. His primary contribution, however, is an analysis of over 800 discharge arbitrations from Ontario between 1983 and 1986. The 95 tables included in the book provide a detailed picture of discharge arbitration i Ontario. The survey examining post-reinstatement experiences i particularly informative, since there are relatively few studies of this nature in the literature. The employer and union responses to the survey showed that reinstatement of discharged employees was \"generally successful with limited job-related problems.\" Unfortunately, there are no statistical tests. The tables present descriptive statistics or bivariate breakdowns of means and cell frequencies. Without statistical tests, the reader is left to guess whether the patterns revealed are significant or due to random error. Furthermore, the high likelihood of correlations among explanatory variables suggests that multivariate statistical models should be employed before conclusions can be drawn from the analysis. Nevertheless, the wealth of descriptive information provided will be of interest o practitioners and students of discharge arbitration.
152 citations
TL;DR: The transformation of Ireland's social structure and the evolution and structure of the Irish state were discussed in this article. But the focus was on the transformation of the class structure and not on the distribution of income.
Abstract: Preface - Introduction: The Transformation of Ireland's Social Structure - The Evolution and Structure of the Irish State - The Transformation of the Class Structure: Occupations, Opportunities and Occupants - The State and the Distribution and Redistribution of Income - State, Class and Family - Education: The Promise of Reform and the Growth of Credentialism - Employment, Unemployment and Industrial Policy - Industrial Relations and the State - Agriculture: Policy and Politics - The Ebbing Tide - References - Index
135 citations
TL;DR: In this article, the authors explore the evolution of human resource management through the concept of life-cycle change in a sample of ten firms that underwent major transformation during the 1980s.
Abstract: In addition to being characterized by the consistency of employment decisions one with another and their alignment with business strategy, human resource management (HRM) has also been deeply involved in the reshaping of organization structures in the 1980s, under conditions of increased external and internal complexity, and in managing other aspects of strategic change. These have contributed to the distinctive character of HRM and the shift away from a style of personnel management focused on administration and industrial relations. This evolution is explored through the concept of life-cycle change in a sample of ten firms that underwent major transformation during the 1980s.
135 citations
TL;DR: In this paper, a case study of the reorganization of the auto industry in Italy is presented, where the authors focus on micro-level developments and the politics of strategic choice to explain variation within nations.
Abstract: Using data collected during field research in Italy on the reorganization of the auto industry, the author analyzes recent changes in Italian industrial relations. Based on this case study, he argues for a new approach to comparative industrial relations research and theory. Instead of treating national systems as the basic unit of analysis and searching for macro-institutional features as the key dimensions to use in constructing comparative typologies of industrial relations systems, the author develops an approach focusing on micro-level developments and the politics of strategic choice to explain variation within nations. Two factors appear to be crucial in explaining this variation: local socioeconomic conditions that shape the strategies of unions and management in firms undergoing adjustment, and the choices unions make in reallocating responsibilities between local and national structures.
TL;DR: In their search for productivity and quality improvements, multinationals increasingly make use of their integrated operations in order to win agreement in local bargaining, on issues such as machine running time, the shift system and flexible working practices as discussed by the authors.
Abstract: In their search for productivity and quality improvements, multinationals increasingly make use of their integrated operations in order to win agreement in local bargaining, on issues such as machine running time, the shift system and flexible working practices. In this situation, local bargaining between the industrial relations actors takes on a strategic role. A common multinational strategy is to link success in local bargaining to investment policy. National differences in industrial relations systems only seem to affect the mode of local negotiation, rather than the trend towards decentralization. Convergent forces in the shape of the globalization of markets, European legislation and common product standards, as well as the easing of cross-border shipments of components or half-finished products, have led to the emergence of remarkably similar operational requirements in management policies in various countries. This new dimension of multinationals' corporate strategy has not yet been sufficiently ...
Book•
01 Jan 1992
TL;DR: Examines the Workplace Industrial Relations Survey (WIRS) as discussed by the authors was designed to contribute to the debate on the reform of British industrial relations by making available large scale systematic evidence about a broad range of industrial relations and employment practices in the economy.
Abstract: Examines the Workplace Industrial Relations Survey (WIRS), a study designed to contribute to the debate on the reform of British industrial relations by making available large scale systematic evidence about a broad range of industrial relations and employment practices in the economy.
Book•
01 Jan 1992
TL;DR: In this paper, the authors discuss the design of the public sector: why are structures important? governmental bodies quasi-government bodies inter-governmental bodies alternative forms - contracting, privatization.
Abstract: Part 1 The problems: administration under stress dilemmas - efficiency, economy, effectiveness, ethics, equity, accountability, size. Part 2 The design of the public sector: why are structures important? governmental bodies quasi-governmental bodies inter-governmental bodies alternative forms - contracting, privatization. Part 3 Tools of management: corporate management - lessons from the private sector? financial control systems co-ordination and decentralization planning and policy design policy delivery and agency discretion marketing services personnel management and industrial relations management review processes. Part 4 The impact of management: performance measurement and evaluation a new accountability?.
Book•
01 Feb 1992
TL;DR: A review of personnel management in the private sector of the British hospitality industry can be found in this article, where a background to the industry's workforce human resource management job design recruitment selection selection appointment and induction performance appraisal training management development job evaluation administration of wages and salaries incentives fringe benefits labour turnover and termination of employment industrial relations law of employment manpower planning, records and statistics organizing human resources labour costs and productivity managing people customer care managing in an international context.
Abstract: A background to the industry's workforce human resource management job design recruitment selection appointment and induction performance appraisal training management development job evaluation administration of wages and salaries incentives fringe benefits labour turnover and termination of employment industrial relations law of employment manpower planning, records and statistics organizing human resources labour costs and productivity managing people customer care managing in an international context. Appendices: a review of personnel management in the private sector of the British hospitality industry the IPM code of professional practice in personnel management the IPM recruitment code technology and employment in hotels and catering.
TL;DR: In this article, the authors discuss industrial relations in Europe in the 1980s, Guido Baglioni trade unionism in Belgium, the difficulties of a major renovation, Armand Spineux developments and crisis of the Scandinavian model of labour relations in Denmark, Bruno Amoroso recent changes in France, Denis Segrestin Germany - continuity and structural change, Otto Jacobi and Walther Muller-Jentsch industrial relations, Serafino Negrelli and Ettore Santi continuity and change in Dutch industrial relations.
Abstract: Industrial relations in Europe in the 1980s, Guido Baglioni trade unionism in Belgium - the difficulties of a major renovation, Armand Spineux developments and crisis of the Scandinavian model of labour relations in Denmark, Bruno Amoroso recent changes in France, Denis Segrestin Germany - continuity and structural change, Otto Jacobi and Walther Muller-Jentsch industrial relations in Italy, Serafino Negrelli and Ettore Santi continuity and change in Dutch industrial relations, Jelle Visser trade union action and industrial relations in Portugal, Mario Pinto transition and crisis - the complexity of Spanish industrial relations, Jordi Estivill and Josep M. de la Hoz changes in the Swedish model, Gosta Rehn and Birger Viklund United Kingdom - the rejection of compromise, Colin Crouch.
Book•
14 May 1992TL;DR: In this article, the management of labour in the first half of the Twentieth century has been studied, and the evolving employment relationship between workers, unions, and collective bargaining has been discussed.
Abstract: Preface 1. Introduction: the management of labour Part I. The Inheritance: 2. Markets, firms, and the management of labour in the nineteenth century Part II. Continuities and Change in the First Half of the Twentieth Century: 3. Markets, firms, and the organisation of production 4. The evolving employment relationship 5. Employers, unions, and collective bargaining Part III: 6. Markets, firms, and the organisation of production 7. Industrial relations: challenges and responses 8. Employment relations in the post-war period Part IV. Conclusions: 9. Markets, firms and the management of labour End notes Index.
Book•
01 Apr 1992
TL;DR: In this paper, the authors examined the true extent of policy change in the 1980s and compared the degree of change over a range of areas and explained why the extent of change was greater in some areas than others.
Abstract: This text examines the true extent of policy change in the 1980s, comparing the degree of policy change over a range of areas and explaining why the extent of change was greater in some areas than others The areas studied include economic policy, industrial relations, housing and social security
TL;DR: In this paper, the authors discuss technological, organizational and market-driven reasons for job losses in the major UK retail banks and identify irrevocable long-term changes in employers' industrial relations and human resource strategies as necessary accompaniments to pushing the current retrenchment through in the context of a developing general crisis in employment relations.
Abstract: Employment in UK retail banking has begun to decline as all the major institutions shed workers. Technological, organizational and market-driven reasons for the job losses in the major clearing banks are discussed. Irrevocable long-term changes in employers' industrial relations and human resource strategies are identified as necessary accompaniments to pushing the current retrenchment through in the context of a developing general crisis in employment relations.
TL;DR: The present system of supervisory monitoring of customer service work at Federal Express enjoys broad employee support, suggesting that a fair system of monitoring can meet critical productivity and quality interests of employers in clerical VDT work without creating harmful employee stress and discontent.
TL;DR: The authors develops an approach to labor and agglomeration in which labor control has a central role, through a critique of Allen Scott's recent work on the economics of labor market agglobalization.
Abstract: Through a critique of Allen Scott's recent work on the economics of labor market agglomeration, the paper develops an approach to labor and agglomeration in which labor control has a central role. ...
TL;DR: In this paper, the authors challenge Ramsay's influential "cycles of control" theory of participation as a managerial response to industrial relations pressures from below, drawing on evidence from twenty-five case studies from different sectors and parts of the country.
Abstract: Drawing on evidence from twenty-five case studies from different sectors and parts of the country, the authors challenge Ramsay's influential ‘cycles of control’ theory of participation as a managerial response to industrial relations pressures from below. Through a series of ‘ideal type’ scenarios, they indicate the range of management motives behind the new ‘wave’ of employee involvement schemes.
Book•
01 Jan 1992
TL;DR: The Environment of Public Sector Industrial Relations Unions in the public sector Management Organization for Industrial Relations Purposes in the Public Sector Collective Bargaining Coverage and Structure in the Bargaining Processes, Strikes and Dispute Resolution in the PIR in this article.
Abstract: The Environment of Public Sector Industrial Relations Unions in the Public Sector Management Organization for Industrial Relations Purposes in the Public Sector Collective Bargaining Coverage and Structure in the Public Sector Bargaining Processes, Strikes and Dispute Resolution in the Public Sector The Criteria and Outcomes of Bargaining in the Public Sector Changes in Public Sector Industrial Relations.
TL;DR: In this paper, an examination of developments in under-explored sectors such as personal services and ''low-level' producec... has been carried out in the context of expansion in services employment.
Abstract: Sociological discussion of expansion in services employment has been unnecessarily limited. An examination of developments in under-explored sectors such as personal services and `low-level' produc...
Book•
17 Aug 1992
TL;DR: In this paper, the authors examine the reform projects of successive French governments toward trade unions and industrial relations during the postwar era, focusing in particular on the efforts of post-1968 conservative and socialist governments.
Abstract: In May and June of 1968 a dramatic wave of strikes paralyzed France, making industrial relations reform a key item on the government agenda. French trade unions seemed due for a golden age of growth and importance. Today, however, trade unions are weaker in France than in any other advanced capitalist country. How did such exceptional militancy give way to equally remarkable quiescence? To answer this question, Chris Howell examines the reform projects of successive French governments toward trade unions and industrial relations during the postwar era, focusing in particular on the efforts of post-1968 conservative and socialist governments. Howell explains the genesis and fate of these reform efforts by analyzing constraints imposed on the French state by changing economic circumstances and by the organizational weakness of labor. His approach, which links economic, political, and institutional analysis, is broadly that of Regulation Theory. His explicitly comparative goal is to develop a framework for understanding the challenges facing labor movements throughout the advanced capitalist world in light of the exhaustion of the postwar pattern of economic growth, the weakening of the nation-state as an economic actor, and accelerating economic integration, particularly in Europe.
Book•
15 Jun 1992
TL;DR: Martin et al. as mentioned in this paper discuss industrial relations and co-determination in production and work organization, and present case studies of the Diary and the Postgiro, and the Sugar Mill.
Abstract: Tables and Figures Foreword --Andrew Martin Preface Acknowledgments Abbreviations and Acronyms 1. Introduction 2. Industrial Relations and Co-Determination 3. Innovations in Production and Work Organization 4. Local Unions and Technological Change 5. Case Studies: The Diary and the Postgiro 6. Case Studies: The Engineering Workshop and the Sugar Mill 7. Implications of the Case Studies 8. Comparative Perspectives 9. Multilevel Technology Strategies 10. "New Management" and Good Jobs Appendix: Some Labor Laws and Agreements References Index About the Authors
Book•
01 Jan 1992
TL;DR: Teague and Grahl as discussed by the authors argue that, in this period, it is vital to develop a new style of compromise between management and the unions, and they highlight comparative case studies, for example the steel and coal unions in Great Britain and the rest of the Community.
Abstract: A book on the effect of European economic integration on industrial relations and working practices across Europe. With the coming to an end of the era of Fordism, the welfare state, collective bargaining and mass consumption, we are entering a new period whose lines of development are not clearly defined. Paul Teague and John Grahl argue that, in this period, it is vital to develop a new style of compromise between management and the unions. They highlight comparative case studies, for example the steel and coal unions in Great Britain and the rest of the Community. They demonstrate where new forms of industrial practice emphasize the productive value of the "negotiated involvement" of the workforce, at the level of the firm. The authors call for a new form of co-operation in European industrial relations, based on decentralised and pluralistic labour representation and communicated through a national and European framework. Such a framework would be based on institutional developments along the lines suggested by the EC Social Charter, supported through a set of alliances and links between trade unions and other organisations and through a common European ethos of active industrial citizenship.
Posted Content•
TL;DR: In this paper, a theoretical framework for research in a broadened and redefined field of international human resource studies is developed. But, the theoretical appeal and practical value of this work would be strengthened by includng contributions from a broader array of scholars, policy makers, and practitioners who share interests in employment and industrial relations issues.
Abstract: Excerpt] The purpose of this paper is to develop a theoretical framework for research in a broadened and redefined field of international human resource studies. Interest in international aspects of human resource management (HRM) and policy has increased markedly in recent years'. This should not be surprising, given the growing importance of international economic activity in general, and, in particular, the increased mobility of technology, capital, and human resources across national boundaries. We are concerned that current research falling under this label is both too narrowly conceived and ignores important work from allied areas and disciplines. We also believe that the theoretical appeal and practical value of this work would be strengthened by includng contributions from a broader array of scholars, policy makers, and practitioners who share interests in employment and industrial relations issues.