Migration at the multi-level intersection of industrial relations: the Schleswig-Holstein Campaign and the Swedish garment industry in the early 1950s

2017 ◽  
Vol 66 (1) ◽  
pp. 54-72 ◽  
Author(s):  
Johan Svanberg
Keyword(s):  
Industrial Relations ◽  
Garment Industry ◽  
Multi Level ◽  
Level Intersection

The role of collective bargaining in addressing flexibility and security

2017 ◽  
Vol 23 (4) ◽  
pp. 329-346 ◽  
Author(s):  
Valentina Paolucci
Keyword(s):  
Collective Bargaining ◽  
Industrial Relations ◽  
Organizational Characteristics ◽  
Considerable Degree ◽  
Firm Level ◽  
Explanatory Variables ◽  
Institutional Structures ◽  
Union Representation ◽  
Multi Level

This article examines the role of collective bargaining in addressing flexibility and security in the chemical and pharmaceutical sector in Italy and Denmark. My multi-level and comparative focus on collective bargaining highlights that sector-level industrial relations institutions account for a considerable degree of within-country homogeneity in the content of company agreements over issues of flexibility and security. Moreover, it shows that the degree of company-level heterogeneity is conditioned primarily by firm-level contingencies: union representation and organizational characteristics. This means that at company level, both institutional and non-institutional structures are important explanatory variables.

scholarly journals Pacts for employment and competitiveness – an opportunity to reflect on the role and practice of collective bargaining

2001 ◽  
Vol 7 (4) ◽  
pp. 600-615 ◽  
Author(s):  
Keith Sisson
Keyword(s):  
Collective Bargaining ◽  
Industrial Relations ◽  
Level System ◽  
Eu Countries ◽  
Multi Level ◽  
National Systems

Pacts for employment and competitiveness (PECs) raise understandable concerns about the potential for ‘concession bargaining', ‘regime competition’ and the fragmentation of the inclusive collective bargaining structures characteristic of most European national systems. PECs are not themselves the source of the problem, however, and are unlikely to be a temporary phenomenon. Rather PECs are a manifestation of wider changes taking place in the process and structure of collective bargaining, reflecting the more complex role collective bargaining is playing in the light of ‘globalisation’ in general and ‘Europeanisation’ in particular. These developments are also bringing about a measure of convergence across EU countries in the form of substantial changes in the levels, scope, form and output of collective bargaining, all of which are being encouraged by the emerging multi-level system of industrial relations in Europe.

In search of balance – managing the dualities of HRM: an overview of the issues

2009 ◽  
Vol 38 (5) ◽  
pp. 461-471 ◽  
Author(s):  
Paul Boselie ◽  
Chris Brewster ◽  
Jaap Paauwe
Keyword(s):  
Literature Review ◽  
Human Resource ◽  
Conflicts Of Interest ◽  
Industrial Relations ◽  
Future Research ◽  
Balance Theory ◽  
Content Type ◽  
Multi Level ◽  
Strategic Balance ◽  
Practical Implications

PurposeThe purpose of this paper is to provide an overview of the human resource management (HRM) literature that builds up to our current concern with dualities, paradoxes, ambiguities, and balance issues; and to introduce the six papers in this special issue on managing the dualities in HRM.Design/methodology/approachThe paper presents a literature review taking a historical look at the development of the HR field up to the present awareness of the complexity of the concept and practice of HRM.FindingsAlmost 30 years on, is being found now increasing evidence of the dualities, paradoxes, and ambiguities entailed in HRM.Research limitations/implicationsThe literature review starts with the personnel management (PM)‐HRM and industrial relations‐HRM debates in the 1980s. Earlier work on traditional PM is not debated in this paper.Practical implicationsAfter reading this general review practitioners might gain more insights in the potential tensions, ambiguities, and conflicts of interest that are characteristic for the field of HRM in practice.Originality/valueFirst, this paper highlights the interest of the pluralist perspective in contrast to the dominating unitarist approaches in contemporary human resource studies. Second, this overview presents methodological challenges for example, with regard to multi‐level and multi‐actor research. Finally, the paper presents alternative theories for future research including new institutionalism, strategic balance theory, and health psychology theories.

The Danish Model of Industrial Relations: Erosion or Renewal?

2008 ◽  
Vol 50 (3) ◽  
pp. 513-529 ◽  
Author(s):  
Jesper Due ◽  
Jørgen Steen Madsen
Keyword(s):  
Political System ◽  
Critical Case ◽  
Industrial Relations ◽  
Market Regulation ◽  
Future Prospects ◽  
Effective Combination ◽  
Labour Market Regulation ◽  
Enterprise Level ◽  
Multi Level ◽  
Globalized World

The Danish model represents one of the most solidly-based industrial relation (IR) systems in Europe, and is today internationally regarded as an exemplar owing to its effective combination of flexibility and security in labour-market regulation. But in an increasingly globalized world even this model has come under pressure. The pressure comes from three different directions: (1) from EU regulation; (2) from the national political system; and, (3) from the parties at enterprise level. The organized or centralized decentralization of the collective bargaining system that was seen as the answer to the increased competitive pressure of internationalization would appear to have reached its limit and to have been replaced by a trend towards multi-level regulation. Whether this trend will lead to renewal or erosion of the Danish model will be revealed over the coming years. There are signs that indicate the model's continued robustness, but there are also signs of weakening. The outcome is not only of national interest, but also has international relevance, since Denmark can be seen as the IR model par excellence. As a critical case the development of the Danish model is an indicator of the traditional IR system's future prospects in general.

scholarly journals Work and Industrial Relations

2009 ◽  
Vol 64 (2) ◽  
pp. 326-339 ◽  
Author(s):  
Russell D. Lansbury
Keyword(s):  
Industrial Relations ◽  
Employee Voice ◽  
Economic Prosperity ◽  
Social Harmony ◽  
Community Groups ◽  
Employment Contracts ◽  
Government Organizations ◽  
Workplace Relations ◽  
English Speaking ◽  
Multi Level

The relevance and continuing existence of industrial relations, as a field of academic study, is facing a number of challenges, particularly in English-speaking countries, as union membership declines, collective bargaining coverage shrinks and the number of strikes wanes each year. Yet issues of employment and workplace relations remain significant to economic prosperity and social harmony, particularly with the changing nature of work and of employment contracts. Furthermore, there are a number of other means by which employee voice is heard, through the agency of non-government organizations, community groups and various consultative bodies. In order to reinforce its relevance, industrial relations needs to include new actors, cover a wider range of issues and adopt a multi-level approach which incorporates both local and global dimensions.

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