International Political Economy and Industrial Relations

The field of international political economy offers valuable insights into global economic integration, trade liberalization, global governance and the nature and activities of international organizations and regimes. Despite their impact on industrial relations, industrial relations theory has not wholeheartedly engaged with these phenomena or this sister field. This paper argues that the field of international political economy offers much to industrial relations, particularly in terms of understanding the nature and impact of internationalization and emerging global governance. The potential in a closer relationship between the two fields is illustrated by the example of the international labour standards regime and its principal organization, the International Labour Organisation.     

Productivity Coalitions and the Future of European Corporatism

This paper argues that new technology, the recession, and changing condition in the world market have transformed the ogranization of work and the system of industrial relations in many European countries. Many show a tendency toward decentralized collective bargaining at he firm level. the growing strength of workers' representative at the firm level has weakend the highly centralized bargaining systems (corporatism) which have contributed much to the stability of industrial relations. Case studies, one of west German works councils and one of Italian labormanagement committees, support the argument.     

The Impact of European Integration and German Unification on Industrial Relations in Germany

Can the present turmoil in German industrial relations be attributed to the effects of the Single Market, or to unification, or to other factors? European regulation or legislation may intervene in the German industrial relations system, may remove responsibilities from national actors, or may, by deregulation, induce stronger interdependence between national regimes. Various instances are considered to evaluate the actual and potential EU impact on German industrial relations. The evidence suggests that fears of ‘social dumping’ in the richer member-states are largely unfounded, and that the effects of unification and the recession on German industrial relations are currently more significant than the impact of European integration.     

The Reconstruction of Industrial Relations in the Privatized Water Industry

Abstract : The article examines changes in industrial relations in the recently privatized water authorities, and argues that the development of new industrial relations procedures and practices has involved a substantial reconstruction of the old public-sector industrial relations framework. However, change has by no means been uniform throughout the ten new water plcs, and comparisons are made to highlight the diversity of management response to the new environment created by privatization. In explaining the scope and pace of change, the paper argues that the early move to single-employer bargaining and the opportunities for comparisons of performance within the new regulatory framework are important explanatory factors.     

Interests, Institutions and Industrial Relations

In the comparative politics literature there are two main approaches to the impact of international economic change on national policy patterns. The first — new institutionalism — has been very influential in comparative industrial relations scholarship. The second, which focuses on the role of interests, has been less prominent. Comparing industrial relations reform in Australia and New Zealand during the 1980s and 1990s, this paper argues that there are a number of limitations to an institutionalist approach and outlines a framework for the comparative study of the impact of international economic change on national patterns of industrial relations which integrates both institutionalist and interest‐based approaches.     

Is There a Third Way for Industrial Relations?

There has been little systematic analysis of what the ‘Third Way’ means in the sphere of industrial relations. This paper examines the record of the New Labour government in order to evaluate the distinctiveness, innovation and coherence of its industrial relations policy. It argues that many of the limitations of this policy result from the institutional context within which it was introduced. In comparative perspective, Third Way industrial relations can be thought of as a policy adaptation specific to centre–left governments in weakly co‐ordinated liberal market economies.     

The Erosion of the German System of Industrial Relations

The paper assesses current trajectories of change in the German system of industrial relations by analysing the co-determination and collective bargaining systems. It argues that two parallel developments undermine the institutional stability of the German model. First, the institutional base of the German industrial relations system, which has served as the pre-condition of its past success, has been shrinking during the last two decades. This is due to a decline in coverage by the two major industrial relations institutions: the works council system and wage agreements. Today fewer than 15 per cent of German plants are covered by both a valid collective agreement and a works council. Second, increasing decentralization pressures within collective bargaining tend to undermine the division of labour between co-determination and collective bargaining. The dynamics of an institutional erosion of the German industrial relations institutions and the decentralization of collective bargaining disturbs the fine-tuning of the mediating process between macroeconomic steering capacity and co-operative workplace industrial relations. This tendency has been aggravated by the effects of German unification. The current institutional developments of the German industrial relations system leave serious doubts about the future of a successful model of co-operative modernization.     

The Emergence of Industrial Relations in Regional Trade Blocks — A Comparative Analysis

This article analyses the emergence and institutionalization of regional industrial relations arrangements in six regional integration agreements (European Union, North American Free Trade Association, Mercado Común del Sur, Economic Community of West African States, Southern African Development Community, Association of Southeast Asian Nations). In each, the article investigates human and social rights, labour standards, residence and social security rights of migrants, regional union and employer organization, and provisions for social dialogue. The article tries to explain the comparative differences in emergent regional industrial relations by testing four competing hypotheses based on integration and institutional theories specified at the regional and national level.     

Industrial Relations in Transition Economies: Emergent Industrial Relations Institutions in Bulgaria

East European societies currently in transition to market economies are creating new structures for industrial relations. Transition has ambiguous effects upon the relations between industrial relations institutions and the state. On the one hand, economic pluralism implies separation between state and economy and 'depoliticization'. On the other, economic crises and threats to social order require co-operation between state and unions. The influence of the state is greater because of the embryonic form of employer organization and enterprise-level management. This paper examines the political and economic contexts of industrial relations in Bulgaria, as an example of one type of 'constrained' collective bargaining system. The paper emphasizes continuities between the communist and post-communist period, and the central role of trade unions in the transition process.     

Industrial Relations in the Privatized Mining Industry

This article examines the impact of privatization on industrial relations in the UK coal industry. It focuses on aspects of continuity and change in the transition to privatization, assessing how far the processes of trade union exclusion and decollectivization, begun by British Coal, have been extended or modified in the first year of private operation. The paper argues that the segmentation of trade union interests has been exacerbated in a variety of ways, not least by the fragmentation of the industry under different forms of ownership and control. It concludes that, while the likelihood of industrial action in the smaller companies is remote, RJB Mining is more vulnerable to sanctions than was its predecessor. However, it remains debatable to what extent future cost-cutting and closures might precipitate such action, given the extent of decollectivization that has occurred.     

'Once I Get You Up There, Where the Air is Rarified': Health, Safety and the Working Conditions of Airline Cabin Crews

The working environment of the modern aircraft and the conditions in which airline cabin crews operate are issues which have been largely ignored in the industrial relations literature. This article considers recent trends in airline industrial relations and argues that the aircraft cabin is host to a number of hazards which pose serious threats to the health and safety of those who work in it.     

Internal differentiation within multinational corporations

This paper argues that the internal structure in complex, multi-unit organizations such as a multinational corporation (MNC) is not homogeneous throughout the organization, but is systematically differentiated so as to ‘fit’ the different environmental and resource contingencies faced by the different national subsidiaries. Based on a survey of 66 of the largest European and North American MNCs, yielding data on 618 cases of headquarters-subsidiary relations, it is shown that the different contextual conditions faced by the different subsidiaries of the MNC can be meaningfully classified into four generic situations. Furthermore, for each of these situations the exchange relation between the MNC headquarters and the subsidiary is characterized by a ‘fit’ governance structure consisting of a different combination of structural elements such as centralization of authority, formalization of rules and systems, and normative integration of members. Following the existing literature, these ‘fit’ structures are labeled in this paper as hierarchical, federative, clan and integrative. The multinational is then described as an internally differentiated organization in which each headquarters-subsidiary link corresponds to one or the other of these administrative forms.     

From Core to Periphery? Recent Developments in Employment Relations in the Philippines

We seek to describe recent developments in employment relations in the Philippines, placing these developments in the contexts of the distinctive elements of the Philippine social/political/industrial relations systems as well as the ongoing trade-based and functional integration of international markets and the recent regional economic crisis. We find that while some firms are pursuing functional flexibility and more cooperative employment relations, the logic of competition primarily has induced firms to adopt practices that promote numerical flexibility such that a core-periphery workforce is created. We argue that the labor movement in the Philippines has been hampered in its efforts to effectively counter employer strategies by its low density and fragmentation and an unfavorable public-policy environment; Philippine labor unions have, however, made some recent gains in organizing and interunion coordination. We also argue that the government has not done enough to counteract the negative effects of market integration on workers nor to evolve th e Philippines into a higher-value-added exporter.     

Chinese industrial relations research: In search of a broader analytical framework and representation

The transformation of industrial relations (IR) in China over the last three decades has been (partially) captured by the growing number of scholarly studies in the English language literature. Despite the major contribution of these studies in advancing our understanding of contemporary IR in China and the (changing) roles of traditional institutional actors, significant research gaps remain. This review paper argues that research on Chinese IR needs to include a broader category of IR actors, including more categories of workers than the current focus, to examine the new role of traditional actors and the role of emerging actors in shaping the IR processes and outcomes, even if their role may be episodic and spatially confined. It also argues that Chinese IR research needs to embrace a wider range of disciplinary perspectives, for example cultural perspective and human resource management, to go beyond the radical-pluralist and structuralist approaches that have often been deployed. Equally, it argues that instead of focusing primarily on conflicts as IR issues for research, we should also examine forms of collectivism, sources of bargaining power, and scope for cooperation. Finally, this paper argues for a closer link between Chinese IR research and public policy.     

Rhetoric and Employment Relations

The term 'rhetoric' is widely utilized within writings on employment relations, typically to signify emptiness, manipulation or as a contrast with reality. This paper critiques such usage and argues for employment relations to engage with the discipline of rhetoric. In outlining the parameters of rhetorical analysis in relation to the indeterminacy of the employment relationship and significance of persuasion, it describes how rhetorical studies have featured within the field of industrial relations. The paper ends with a consideration of the social constructionist implications of focusing on discourse and on how rhetorical studies could be further developed.     

From sponsorship to partnership in academy-industry relations

One practical result of the advent of the knowledge society has been an increased reliance on academic-industry partnerships as important sources for the creation of economic value. This paper argues that this renewed emphasis on knowledge has led to a shift in the nature of the relations between the academy and industry from sponsorship to partnership and the formation of new research institutions that allow researchers and practitioners to engage in continuous rather than problem based dialogue. These developments are illustrated by providing a case study based on the experience of one research team with its industrial partners. The paper presents results pertaining to some of the issues and challenges raised by continuous dialogue in partnerships, and emphasises the creative yet demanding implications of close collaboration between the two communities.     

Organizing the Next Generation: Influences on Young Workers' Willingness to Join Unions in Canada

This paper argues that union attitudes and behaviour are important but neglected features of the school–work transition process. Using longitudinal panel data from a study of high school and university graduates in three Canadian cities, we examine how young people's previous union membership, attitudes and educational, labour market and workplace experiences shape their willingness to join unions. This paper establishes that views about unions are emergent during youth, solidifying with age and experience. The implications of these findings for industrial relations, school–work transitions research and labour movement organizing are discussed.     

模块化理论的再审视:局限及适用范围

模块化借助模块内部的信息隐藏等优势,正在越来越多的行业得到广泛应用,成为信息时代新产业结构的本质。本文认为,从一体化框架下脱颖而出的模块化不可能成为产业发展的终极稳态。因为模块化既存在诸多难以解决的缺陷,也缺乏一体化的内部协调优势。不能直接定论采用一体化还是模块化,应该根据技术性能和消费需求的差距,在产品性能尚不够好的时候采用一体化,在性能好过头的时候采用模块化,二者交替使用。     

European Integration and Transnational Management-Union Relations in the Enterprise

The Single European Market has generated considerable interest in the prospects for European-level management-union arrangements in transnational companies. European works councils have emerged in a small but growing number of transnationals. The circumstances in which companies might promote such arrangements are analysed. Attention is paid to whether companies are organized along international product or territorial lines and to their product diversification strategies. Transnationals will also be influenced by trade union pressure at European level and by aspects of the industrial relations system in their home country.