National Culture and Industrial Relations and Pay Structures

The paper develops an explanatory model of comparative industrial relations and labour market structures based on national culture. The four cultural variables derived by Hofstede (Culture’s Consequences, Beverly Hills: Sage, 1984) are used to investigate the relationship between national culture and various dimensions of industrial relations and pay structures. The paper finds national culture to be associated with the centralization of bargaining, the extent of corporatism, the degree of co‐ordination in bargaining, the coverage of collective bargaining, trade union density, the extent of worker participation in decision making, and most dimensions of the pay structure. Hofstede’s MAS variable, measuring cultural values representing gender social structuring, is associated with both industrial relations institutions and the pay structure. The results provide support for our cultural model.     

Industrial Relations Agenda for Change: The Case of the United States

ABSTRACT: Over the past several decades, all of the advanced industrial societies have experienced growing pressures on the institutions governing their industrial relations systems. In this paper, the authors analyze the changes in collective bargaining, and more generally, in the entire industrial relations system in the United States. This analysis also takes into consideration the environmental pressures that have produced these changes, and the measures taken by labour and management organizations to cope with them. Underlying this analysis is the central premise that sustaining and diffusing changes in industrial relations will be necessary to achieve a     

Wage Structure,Incomes Policy and Decentralised Bargaining: the Case of Greece

Abstract. Developments in Greek industrial relations suggest that decentralised bargaining is not a panacea. The manufacturing wage structure in Greece has an exceptional course associated with the rise of informal decentralised bargaining. Interindustry wage differentials increased in a period of incomes policies aiming to narrow the wage structure. The influence exerted by inflation and unemployment is, compared to past evidence from the US. and the U.K., quite unconventional. Under informal bargaining, high-wage powerful industrial branches “benefit” from higher inflation and lower unemployment.     

A Long Cycle in Industrial Relations,or: Regulation Theory and Political Economy

ABSTRACT: The main purpose of this paper is to test the Regulation Theory (la Théorie de la Régulation) ‘ on a subject — the long cycle of rigidity/flexibility in labour markets and industrial relations we have experienced between the late sixties and now — that should be one of the central concerns of such a theory, being linked to one of its basic concepts: the Rapport Salarial. Does the theory of regulation help us (more than rival theoretical frameworks do) in explaining why we underwent a rigidity/flexibility cycle? And in explaining why this cycle took such different forms in different countries? In order to achieve this purpose, the author first distinguishes several meanings, or dimensions, or rigidity/flexibility (money and real wage, numerical, functional, intensive, dualistic, geographical) and goes to some length in analysing why comparisons in this field between national industrial relations systems and labour market arrangements are rather difficult to perform. Having done that, the author argues that regulation theory is of little help in understanding our diachronic question — why we went through a flexibility cycle — because such a theory does not make any strong bet on the causes of change in the institutional arrangements of labour markets and industrial relations. On the synchronic question — why the forms of the cycle have been so different cross-nationally — the conclusion is that Regulation Theory can be useful as a focusing device, as an ideal-type, but that a lot of nationally-specific materials have to be added in order to obtain adequate answers. The paper ends up with a methodological discussion on the statute of regulation theory. It is argued that it is neither theory nor history: it is a series of ideal-types of system-integration, connected by ex-post, historical linkages.     

Recent Developments in Greek Industrial Relations: Statutory and Attitudinal Changes Towards Participation and Cooperation

ABSTRACT: Industrial relations in Greece were characterised in the past by labour-management mistrust and conflict, as well as by strong government intervention which invariably influenced the state of industrial relations. Political instability and other serious interruptions, such as World War II, the enemy occupation, civil war and two military dictatorships, made any effort for improvement very difficult, if not impossible, in the 1936-1974 period. Some concerted efforts were made later and especially in the 1980s (with EEC influence and support), which met with considerable success. A series of parliamentary acts and ministerial decrees, restored trade union freedoms, introduced statutory consultation and participation, strengthened collective bargaining, and established an independent agency for the settlement of disputes. Some degree of unity was also achieved among the major political factions represented in the trade union movement. More importantly (and in spite of their traditional reluctance to cooperate) the social partners represented on the employers‘ side by the Association of Greek Industries (SEV), and on the workers‘ side by the Greek General Confederation of Labour (GSEE) are beginning to move towards the development of innovatory systems of cooperation for the solution of problems of mutual concern. Furthermore, there are also some significant structural developments, including the establishment of a growing number of enterprise-level trade unions, which are engaged in contract negotiations and agreements, and participation at the enterprise level. Additionally, appropriate research and training on both sides are helping to meet the socio-economic challenges of the current decade and beyond.     

Decentralizing Wage Bargaining in Germany — A Way to Increase Employment?

Abstract. The area‐wide wage agreement is at the centre of Germany's system of collective bargaining. In recent years, however, there has been a tendency towards the decentralization of collective bargaining. Individual wage agreements have led to more moderate wage developments, whilst collective agreements with individual firms, and agreements at the production unit level, have not had this moderating effect. On the other hand, collective bargaining has become more flexible, leading to greater pay differentiation. The further decentralization of collective bargaining, although desirable, has given rise to objections based in constitutional law and to resistance from employees and employers.     

Changing values and lifestyles

It has been apparent for several years that changes in people's values in the United States, have been occurring more frequently and having greater impact than has previously been experienced. The most significant impacts appear to be coming from people whose values and lifestyles are considerably less materialistic than traditional American values.Work at SRI, spanning more than a decade, had identified a new and rapidly growing group of people, the ‘inner directeds’; while more traditional groups—‘outer directeds’ and ‘money restricted’—have been declining as percentages of the population. These three major groups and their subdivisions are described in the article and particular emphasis is given to the inner directed group since it is likely to have the greatest impact on business, the market and government.     

Institutional Dynamics in European Industrial Relations

Since the end of the 1970s, all European systems of industrial relations have experienced some common developments. In order to shed some light on this subject we look for common as well as specific changes within some selected systems of industrial relations in Europe. Therefore, we deal with the moving forces behind these tendencies which are, on the whole, global in character. We discuss the institutional responses to these general developments in the United Kingdom, France, and Germany. These countries have been chosen because their industrial relations are generally seen as belonging to different types of systems. We conclude that many responses are still national specific and, in line with the distinguished national logics of collective action, to be defined respectively as the logic of contract, the logic of opposition and the logic of cooperation. At the end some reflections about the future of European industrial relations are presented.     

Democracy and Trade Union Action: A Comparative Overview

ABSTRACT: In this paper the author covers the current Italian debate on union representativeness and democracy, i.e. relations between union leadership and the rank-and-file, focusing on democratic procedures adopted (or not) in the internal decision-making process of the labour organisations. Experiments in the area of union self-regulation (autoregolamentazione) are discussed in connection with the collective bargaining process and strike action, mainly in public and private essential services. The author critically compares these experiments with more innovative solutions adopted in Spain, France, U.K., U.S.A. and Japan. Special attention is given to the role played by secret ballots in increasing union responsiveness.     

市场开放、企业学习及适应能力和产业成长模式转型--中国汽车产业案例研究

在综合了新古典和结构主义学派关于产业成长与市场环境之间关系研究的基础上,本文结合落后国家产业成长的特点,运用“互动学习和产业成长”分析框架,研究了在加入WTO后(市场开放)我国汽车产业中跨国公司和当地企业的战略调整以及这两类企业之间相对竞争优势的变化,并结合当地企业的学习和适应能力分析了该产业的未来变化趋势。本项研究得出的基本结论是:(1)伴随加入WTO而进行的投资和贸易自由化进程使得跨国公司的竞争优势得到了充分发挥,在这种情况下,国内企业采取了竞相进行合资或引进新车型的战略,从而加深了它们对跨国公司的依附程度。(2)国内企业和跨国公司的战略调整,以及双方实力和能力对比的变化导致中国汽车产业的成长模式在向依附形式转变。(3)在跨国公司超强竞争优势下,落后国家新兴产业和弱小企业的发展必须得到当地政府强有力的支持。但是,这只是必要条件,而决非充分条件。在保护环境下,企业会追求最容易、最迅速的赢利方式,譬如,单纯利用市场保护享受高额利润,而不进行产品开发、技术学习和创新等能力建设。因而,政府的强有力鞭策和要求以及当地企业与跨国公司之间互动学习关系的建立等都是当地产业进一步发展的关键。     

Interplay between industrial print advertising and culture

In a pilot study the interplay between industrial print advertising and industrial culture was examined. We used content analysis to study changes in industrial advertising in Sweden.Industrial culture is treated as a subsystem of national culture — and as a metasystem of organizational cultures. Changes in industrial culture were observed through indicators such as changes in industrial advertising and in trends of a material nature.The changes between 1969 and 1979 are described in three themes: from parts to whole systems, from one-sided to interactive relations and from efficiency to effectiveness. Relations between overall culture and industrial culture are discussed as are relations between different indicators of culture. We argue that media may not be a mirror or molder of changes. Instead, changes in advertising might be looked upon as early warnings, which makes studies of changes in advertising as an indicator of cultural changes essential.     

基于不完全契约的高新技术风险企业控制权结构选择及其影响因素研究

文章从风险企业家与风险投资家风险偏好、风险投资家干预行动、控制权私有收益以及分阶段融资等方面对Gebhardt-Schmidt(2006)与Jean-Etienne(2008)模型进行综合与扩展,比较分析了相机控制与联合控制两类控制权配置结构的适用范围与影响因素。理论研究得出,风险投资家的监控干预成本、风险企业家的融资额与控制权私人非货币收益、风险投资家在重新谈判中的讨价还价能力与持有的企业赎回权、项目失败时风险企业的清算价值以及风险投资家风险规避系数,与联合控制的选择概率正相关、与相机控制的选择概率负相关;风险投资家战略目标的实现度与联合控制的选择概率负相关、与相机控制的选择概率正相关。     

Multinational corporations and industrial relations research: A road less travelled

While there is a large body of academic debate surrounding human resource management issues in multinational corporations (MNCs), industrial relations (IR) issues often fail to receive the same degree of attention. This paper attempts to move the debate forward by critically reviewing some of the key debates surrounding IR in an international context. First, some key themes surrounding the comparison of industrial relations across borders and IR in multinational companies are delineated and defined. Then, the reasons why an international IR (IIR) perspective has been under‐represented in the literature to date are considered. The paper then explores the contribution which an IIR perspective can bring to the study of management practices in MNCs. This is discussed in terms of IIR's potential contribution as an alternative analytical approach and also differences in its substantive coverage. The impact of IR systems on MNC location and relocation decisions, key issues for employees, trade unions and managers of MNCs, is then discussed as an example of the former. The potential for, and evidence of, international collective bargaining as a potential counter‐balance to the power the MNC in the global environment is then considered as an example of a differing area of substantive coverage of IIR. Finally, some avenues for potential study are outlined.     

Additive manufacturing technology adoption: an empirical analysis of general and supply chain-related determinants

Despite experiencing immense growth in the past decade, additive manufacturing (AM) technologies—colloquially known as 3D-printing—are still rarely used in industrial fabrication. Being at the interface between technology, innovation, behavioral science and operations management research, this paper identifies multifaceted factors that determine the decision to adopt AM technologies for the production of industrial parts. A review of the relevant literature revealed eight potential factors. These can be classified into four interdisciplinary categories: technology-related factors, firm-related-factors, market structure-related factors, and supply chain-related factors. Special focus is placed on the impact of supply chain-related issues, because there are indicatives that these aspects have an influence on the decision to adopt AM technologies since AM may offer distinct opportunities for both, the supply- and demand-side of a firm’s operations. No work in the field of manufacturing technology adoption has examined the role of such inter-organizational factors before. The results of an empirical study among 195 firms indicate that demand-side benefits and compatibility are the main determinants of AM technology adoption. This suggests that not only intra- but also inter-organizational factors should be considered when investigating the adoption of technological innovations. Furthermore, it is carved out that the adoption of AM technologies has an interdisciplinary nature.     

New technology,work organizations and industrial relations

This paper argues that the effects of the new microprocessor technology such as FMS, CAD/CAM, CNC systems and so on, on industrial relations are relatively indeterminate, given that new production-systems may permit a range of organizational and manpower solutions. Examples are cited from a number of cross-national empirical studies, relating to selected countries in Western Europe. The first deals with the impact of technology on industrial democracy; the second, with the effect on skill-polarization and hence on employee-involvement. The problems of assessing causal relations are then discussed and the paper concludes that whatever the impact of technology on industrial behaviour, the impact of formal participative norms appears to be greater.     

Union Density and Relative Wages: What is the Relationship?

ABSTRACT: This paper examines the impact of union density on relative wages under decentralised bargaining settings. Whilst, traditionally, empirical studies have focused on the impact of union status on wages (either at the individual or at the plant level), here it is argued that local trade union density can have an independent (positive) effect on wages. This occurs through the threat of collective action and the ability of the union to impose costs onto employers. First, a Nash bargaining model is presented under efficient-bargaining settings, and a wage-membership equation is derived. Wages are shown to be an increasing and convex function of union membership. Second, an empirical specification of the wage-membership equation, suitable for estimation, is obtained and fitted to establishment-level data for the Italian metal-mechanical engineering industry. A positive monotonic relationship between wages and union density is detected. Furthermore, wages are shown to be increasing with union density even where no formal local bargaining agreement is in force, thus suggesting that “union-threat” effects might be relevant.     

Operational research and the pluralist frame of reference

This paper is concerned with the practice of OR in situations of conflict. Two papers which consider the practice of OR in the public sector are criticised. Both papers do not fully recognise the implications of conflict and the guidance given for action suffers as a consequence. Conflict situations have been extensively studied by analysts of industrial relations and war. Relevant concepts from these studies are introduced which give an awareness of the problems of conflict and some sound guides for action.     

Does Industrial Composition Matter for Wages? A Test of Search and Bargaining Theory

Does switching the composition of jobs between low‐paying and high‐paying industries have important effects on wages in other sectors? In this paper, we build on search and bargaining theory to clarify a key general equilibrium channel through which changes in industrial composition could have substantial effects on wages in all sectors. In this class of models, wage determination takes the form of a social interaction problem and we illustrate how the implied sectoral linkages can be empirically explored using U.S. Census data. We find that sector‐level wages interact as implied by the model and that the predicted general equilibrium effects are present and substantial. We interpret our results as highlighting the relevance of search and bargaining theory for understanding the determination of wages, and we argue that the results provide support for the view that industrial composition is important for understanding wage outcomes.     

Disputes and the Tactics of Industrial Action in UK Manufacturing in the 1980s

ABSTRACT: This paper provides an analysis of the tactics of industrial action using data from pay settlements in UK manufacturing in the 1980s. The relative importance and determinants of different forms of action are examined. A deductive model of factors influencing the tactical decisions post impasse is developed and tested, incorporating three elements: the feasibility of different forms of action; the organizational capacity to take action; and the willingness to use particular sanctions. The paper includes a critique of the applicability of North American strike theories to the UK industrial relations context.