Home  About us  Contact
 

Relations System (relations + system)

Distribution by Scientific Domains
Business, Economics, Finance and Accounting63%
Humanities and Social Sciences18%

Kinds of Relations System

  • industrial relations system
    		•

    Selected Abstracts

    End Users: Actors in the Industrial Relations System?

    BRITISH JOURNAL OF INDUSTRIAL RELATIONS, Issue 3 2000
    Guy Bellemare
    The paradigm elaborated by John T. Dunlop in his landmark 1958 volume, Industrial Relations Systems, described this system as consisting of three actors: unions, employers and the State. Over the past few years, the call to expand upon the notion of actors in the industrial relations environment has become more and more widespread, but no one has yet suggested how this integration might be implemented. The main objective of this paper is to propose an analytical model of the actor and to explore how the latter could be applied in the case of public urban transit users. [source]

    Gender Mainstreaming: The Answer to the Gender Pay Gap?

    GENDER, WORK & ORGANISATION, Issue 5 2009
    Joan Eveline
    This article examines the argument that gender mainstreaming offers the way forward for closing the gender pay gap. It juxtaposes research on the process of gender mainstreaming with our account of the processes involved in Australian state government Inquiries into the gender pay gap since the late 1990s. We indicate that the continuous process of analysis and response that gender mainstreaming can offer demands political will, intensive links between research and action, and adequate resources , which means that gender mainstreaming is seldom delivered in practice. We use our account of the Australian Inquiries to argue that, provided adequate political and financial resources are in place, the gender pay gap can be narrowed through the institutional mechanisms of an industrial relations system but that the regulatory approach is limited by its vulnerability to changes in industrial relations policy. The article concludes that, whatever strategy is used to narrow the gender pay gap, it must be able to show those who use and observe it that gender itself is a continuous, effortful and political process. [source]

    Disaffection with trade unions in China: some evidence from SOEs in the auto industry

    INDUSTRIAL RELATIONS JOURNAL, Issue 1 2010
    Theo Nichols
    ABSTRACT Despite the growing research into China's industrial relations system there is remarkably little research into how China's workers regard their trade union. This article draws on over 500 interviews conducted in three SOEs in the auto industry in Hubei Province to examine this question. [source]

    "Adversarial legalism" in the German system of industrial relations?

    REGULATION & GOVERNANCE, Issue 3 2009
    Britta Rehder
    Abstract The US has a distinctive legal style, which Robert Kagan has called "adversarial legalism." It is marked by a pattern of political decisionmaking and conflict resolution in which the courtrooms and the law are systematically exploited as political arenas for making and implementing political settlements and policy outlines. In this article it is argued that a "German way" of adversarial legalism is about to emerge in the German industrial relations system. Economic liberalization, the fragmentation and decentralization of lawmaking authority in the political sphere, and the common-law-like nature of German labor law have contributed to the appearance of a judicialized pattern of governance. Nonetheless, Germany is not converging on the "American way of law" and major differences are expected to persist in the years to come. [source]

    RESEARCH AND EVALUATION: WorkChoices and Howard's Defeat

    AUSTRALIAN JOURNAL OF PUBLIC ADMINISTRATION, Issue 3 2010
    Dennis Woodward
    This article seeks to perform two tasks. It seeks to first detail the changes to the industrial relations system entailed in WorkChoices (set against the background of previous Howard government policies in this field), analyse the Australian Council of Trade Unions (ACTU's) campaign against it and the Australian Labor Party's (ALP's) industrial relations policy in response to it, and belated changes to WorkChoices. Second, it seeks to examine the extent to which WorkChoices (and the industrial relations issue) was decisive in Howard's defeat. This will be done by using Newspoll surveys to plot the revival of ALP electoral support against salient events leading up to the election, drawing upon early post election assessments and existing studies, and also examining the results of the Australian Election Study 2007 to see whether this new evidence confirms the importance of industrial relations in the election outcome. [source]

    The Incompatibility of Decentralized Bargaining and Equal Employment Opportunity in Australia

    BRITISH JOURNAL OF INDUSTRIAL RELATIONS, Issue 3 2000
    Glenda Strachan
    Profound changes have occurred in the industrial relations system in Australia since the mid-1980s as the system of centralized regulation has been replaced by collective bargaining at the level of the enterprise. This has corresponded with the considerable expansion of women's employment, mainly in part-time and temporary jobs. At the same time, recognition of the disadvantaged position of women in the work-force has resulted in the enactment of laws to promote equal employment opportunity. This article examines the ability of these laws to achieve equal employment opportunity policies alongside bargaining decentralization and a growing non-standard women's work-force. [source]

    Deploying the Classic ,Community Method' in the Social Policy Field: The Example of the Acquired Rights Directive

    EUROPEAN LAW JOURNAL, Issue 2 2009
    Gavin Barrett
    The use of the Community method of legislation, in particular the deployment of directives, has for a long time been at the core of EC labour market policy. This article seeks to reflect on the lessons to be learned from the experience of the adoption and operation of one particularly significant directive, namely the Acquired Rights Directive, and on the experience of its transposition in one Member State, Ireland. Among features noted at the EU level are the watering down of the Commission's initial legislative ambitions; the substantial lacunae, failures to address issues and ambiguities incorporated in the text of the directive, the consequent enlarged role for the Court of Justice and the apparent difficulty in changing policy direction in the event of errors being made. As regards the Irish experience of transposing the directive, lessons learnt have included the importance of the means of implementation chosen by the Member State; the obstructive effect which national industrial relations systems may have on the evolution of a common European approach; the significance which attaches to national sanctions and enforcement mechanisms; the importance attaching to the degree of collective organisation in workplaces where the implementing legislation is sought to be relied upon; and the potential which the implementation of a directive has for disruption of the harmony of a national policy approach. Finally, the use of a form of social dialogue in the implementation of employment-related directives in Ireland is also commented upon. [source]

    Institutional effects on occupational health and safety management systems

    HUMAN FACTORS AND ERGONOMICS IN MANUFACTURING & SERVICE INDUSTRIES, Issue 3 2010
    Robson Sų Rocha
    Abstract Research analyzing the effects of occupational health and safety management systems (OHSMS) has been divided roughly between support for and criticism of these systems. This article adopts a new, explorative perspective by analyzing how different national institutional environments are likely to affect the functioning of OHSMS. The argument of this article is that such functioning is greatly dependent on the features of the national institutional environment in which such systems are implemented. The article discusses three ideal types of market economy (i.e., liberal market economy, coordinated market economy, and particularistic environment) in relation to industrial relations systems, prevailing organizational templates, and patterns of skills formation. It assesses the possible impact of these features on the functioning of OHSMS. © 2010 Wiley Periodicals, Inc. [source]

    Ownership, corporate governance and industrial relations in the banking and telecommunications sectors: the case of Greece

    INDUSTRIAL RELATIONS JOURNAL, Issue 3 2010
    Stella ZambarloukouArticle first published online: 10 MAY 2010
    ABSTRACT The article examines how changes in ownership and corporate governance have affected industrial relations systems by drawing on the recent experience of Greece in two sectors: banking and telecommunications. The findings show that despite the seeming institutional stability in industrial relations arrangements, substantive change has taken place in the aforementioned sectors, which has resulted in the decentralisation of bargaining procedures. [source]

    International Patterns of Union Membership

    BRITISH JOURNAL OF INDUSTRIAL RELATIONS, Issue 1 2007
    David G. Blanchflower
    This paper examines changes in unionization that have occurred over the last decade or so using individual level micro data on many countries, with particular emphasis on the United Kingdom, the United States and Canada. I document an empirical regularity not hitherto identified, namely the probability of being unionized follows an inverted U-shaped pattern in age, maximizing in the mid- to late 40s in 34 of the 38 countries I study. I consider the question of why union membership seems to follow a similar inverted U-shape pattern in age across countries with such diverse industrial relations systems. I find evidence that this arises in part because of cohort effects, but even when cohort effects are removed a U-shape remains. [source]