Revitalizing social dialogue in the workplace: the impact of a cooperative industrial relations climate and sustainable HR practices on reducing employee harm

2018 ◽  
Vol 31 (13) ◽  
pp. 1684-1704 ◽  
Author(s):  
Peggy De Prins ◽  
David Stuer ◽  
Tim Gielens
Keyword(s):  
Industrial Relations ◽  
Social Dialogue ◽  
Hr Practices ◽  
The Impact

Promoting constructive social dialogue: Third party assistance in conflictive industrial relations

2013 ◽  
Author(s):  
Martin Euwema ◽  
Patricia Elgoibar ◽  
Ana Belen Garcia ◽  
Aurelien Colson ◽  
Patricia Elgoibar ◽  
...  
Keyword(s):  
Industrial Relations ◽  
Third Party ◽  
Social Dialogue

Mediating Effect of Organizational Commitment Between Islamic Human Resource Practices and Organizational Performance Among Islamic Banks of Bangladesh

2018 ◽  
Vol 15 (2) ◽  
pp. 54-65
Author(s):  
Bablu Kumar Dhar ◽  
Rosnia Masruki ◽  
Mahazan Mutalib ◽  
Hatem Mohammed Rahouma ◽  
Farid A. Sobhani ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Human Resource ◽  
Structural Equation ◽  
Stock Exchange ◽  
Reliability And Validity ◽  
Mediating Effect ◽  
Islamic Banks ◽  
Hr Practices ◽  
The Impact

This paper aims at exploring the impact of Islamic human resource (HR) practices on organizational performance though organizational commitment. Data were collected from randomly selected 170 branch managers of six Islamic Banks listed on Dhaka Stock Exchange of Bangladesh. After collecting data, descriptive analysis and structural equation model were done to examine reliability and validity of the model. By analysis, the study finds that Islamic HR practices have more significant impact on organizational performance though organizational commitment rather than the direct effect of Islamic HR practices to organizational performance. The findings of the study advocate that Islamic banks should emphasize more on Islamic HR practices and organizational commitment to uphold their organizational performance.

Social Dialogue Under Globalization in Nigeria: Does Democracy Add Value?

2007 ◽  
Vol 5 (1) ◽  
Author(s):  
Ifeanyi P. Onyeonoru ◽  
Kehinde Kester
Keyword(s):  
Industrial Relations ◽  
Work Place ◽  
Consensus Building ◽  
International Labour Organisation ◽  
Labour Relations ◽  
Social Dialogue ◽  
Modest Contribution ◽  
Social Partners ◽  
Oil Sector ◽  
The Government

Social dialogue as an aspect of the International Labour Organisation (ILO) is aimed at promoting industrial democracy by encouraging consensus building among social partners in the work place. The significance lies, among others, in minimising conflicts to enable harmonious industrial relations. This study utilized specific case illustrations to examine the inclination of the Nigerian government towards social dialogue in government-labour relations, with particular reference to the Obasanjo era 1999-2007— a period associated with the globalization of democracy. The cases included the minimum wage award 2000, University Autonomy Bill, the price deregulation of the downstream oil sector and the Trade Union Amendment Bill 2004. It was found that the government exhibited a penchant for authoritarianism in spite of the globalization of democracy. This was evident in the incapacity of the Obasanjo government to engage the social partners in social dialogue as indicated by the cases reviewed. The study, however, highlighted the modest contribution to social dialogue made by the wider democratic structure. It was concluded that the government had limited capacity for consensus building, accommodation of opposition and negotiated outcomes in government-labour relations

scholarly journals Internal devaluation and economic inequality in Portugal: challenges to industrial relations in times of crisis and recovery

2021 ◽  
pp. 102425892199500
Author(s):  
Maria da Paz Campos Lima ◽  
Diogo Martins ◽  
Ana Cristina Costa ◽  
António Velez
Keyword(s):  
Collective Bargaining ◽  
Wage Inequality ◽  
Economic Inequality ◽  
Industrial Relations ◽  
National Level ◽  
Wage Share ◽  
Recovery Dynamics ◽  
Wage Increases ◽  
The Impact ◽  
Wage Outcomes

Internal devaluation policies imposed in southern European countries since 2010 have weakened labour market institutions and intensified wage inequality and the falling wage share. The debate in the wake of the financial and economic crisis raised concerns about slow wage growth and persistent economic inequality. This article attempts to shed light on this debate, scrutinising the case of Portugal in the period 2010–2017. Mapping the broad developments at the national level, the article examines four sectors, looking in particular at the impact of minimum wages and collective bargaining on wage trends vis-à-vis wage inequality and wage share trajectories. We conclude that both minimum wage increases and the slight recovery of collective bargaining had a positive effect on wage outcomes and were important in reducing wage inequality. The extent of this reduction was limited, however, by uneven sectoral recovery dynamics and the persistent effects of precarious work, combined with critical liberalisation reforms.

From gradual erosion to revitalization: National Social Dialogue Institutions and policy effectiveness

2021 ◽  
pp. 095968012110183
Author(s):  
Igor Guardiancich ◽  
Oscar Molina
Keyword(s):  
Decision Making ◽  
Problem Solving ◽  
South Korea ◽  
Industrial Relations ◽  
Political Support ◽  
Policy Effectiveness ◽  
Substantial Evidence ◽  
Social Dialogue ◽  
Socioeconomic Issues

We explore the factors behind the long-term erosion of National Social Dialogue Institutions (NSDIs) to provide insights about the conditions for their revitalization. By applying policy analysis insights into the industrial relations field, we argue that limited policy effectiveness goes a long way towards explaining the erosion experienced by many NSDIs worldwide in recent years. Drawing on a global survey and on case studies of NSDIs in Brazil, Italy and South Korea, we show that these institutions’ policy effectiveness crucially depends on combinations of their problem-solving capacity, an encompassing mandate to deal with relevant socioeconomic issues and an enabling environment that grants the inclusion of social dialogue into decision making. With regard to rekindling their role, the article provides substantial evidence that two sub-dimensions of effectiveness are key: enjoying political support and having an ‘effective mandate’ as opposed to relying on just a formal remit to deal with socioeconomic issues of interest.

Practitioner Review: Continuity and Change: The Fair Work Act in Aviation

2011 ◽  
Vol 53 (3) ◽  
pp. 392-401 ◽  
Author(s):  
Sue Bussell ◽  
John Farrow
Keyword(s):  
Industrial Relations ◽  
Safety Net ◽  
Aviation Industry ◽  
Continuity And Change ◽  
National Debate ◽  
New Development ◽  
Key Issues ◽  
The Individual ◽  
The Impact

This article begins by discussing the specific industrial relations challenges of the highly competitive aviation industry. It then reflects on the outcome of the recent intense national debate over industrial relations, exploring the consequences of that debate for practice and policy, and discusses some key issues that remain in play. Although the Fair Work Act 2009 may have come about as a reaction to what many perceive as the ‘excesses’ of Work Choices, the new Act does not so much ‘wind back the clock’ as represent a significant new development in Australia’s long and unique industrial relations history. This article will discuss the impact of the changes, to date, made by the Fair Work Act on one organization, including the expansion of the ‘safety net’, and how the new compromise between the role of the ‘collective’ and the role of the ‘individual’ struck by the Act has the potential to fundamentally change the nature and structure of bargaining. We offer these comments as practitioners who have worked under successive industrial relations regimes since the early 1980s.

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