De-collectivism and managerial ideology: towards an understanding of trade union opposition

Dundon, Tony; Harney, Brian; Cullinane, Niall

doi:10.1504/ijmcp.2010.037812

Cited by 9 publications

(14 citation statements)

References 45 publications

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“…The above results reflect the key debate in the literature of whether the HPWS – trade union relationship is a substitutive or complementary one. The substitution thesis views HPWS as outweighing or diminishing the requirement for trade unions either as a result of the benefits accrued from HPWS and/or because of staunch anti‐unionism (Dundon, Harney and Cullinane ). The alternative compatibility thesis is founded on a mutual gains perspective focusing on the alignment of HPWS and trade union intent, e.g.…”

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

“…Research reveals that the relationship between HPWS and trade unions is contested and equivocal (Liu et al 2009). Early critiques claimed HRM represented a deliberate attempt by management to individualise the employment relationship at the expense of any collective representation (Dundon, Harney and Cullinane 2010). Fiorito, Lowman and Nelson (1987) found that the likelihood of establishing a trade union was significantly reduced where HPWS were in place.…”

Section: Interactive Effect Of Hpws and Trade Unions On Employee Engamentioning

confidence: 99%

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Towards better work in China: mapping the relationships between high‐performance work systems, trade unions, and employee well‐being

Yang

Nawakitphaitoon

Huang

et al. 2018

Asia Pac J Human Res

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Human resource management (HRM) is a major mechanism to realise decent work and achieve employee well‐being in China. Key questions concern how and when HRM is mutually beneficial for employers and employees, particularly how well HRM works with trade unions in achieving decent work. This study examines the effect of high‐performance work systems and trade unions on employee engagement, paying particular attention to the role of industrial relations (IR) climate in facilitating this relationship. Hypotheses were tested via unique cross‐sectional survey data from a large employer–employee matched dataset collected from 264 manufacturing firms and 6921 workers in China. The findings highlight that HPWS are a key mechanism for realising decent work. We also find positive evidence for the mutual gains of decent work illustrating the combined impact of HPWS and trade unions in achieving higher levels of employee engagement. Notably, a co‐operative (as opposed to adversarial) IR climate is seen to reinforce this relationship, indicating the significance of the quality of relationships among management, employees, and unions in shaping employee outcomes. Overall, these findings advance understanding of the realisation of decent work and ‘mutual gains’ in a Chinese context.

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Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

Section: Interactive Effect Of Hpws and Trade Unions On Employee Engamentioning

confidence: 99%

Towards better work in China: mapping the relationships between high‐performance work systems, trade unions, and employee well‐being

Yang

Nawakitphaitoon

Huang

et al. 2018

Asia Pac J Human Res

Self Cite

View full text Add to dashboard Cite

show abstract

“…Absent are more broader considerations of context, emergence or a sense of the inherent tensions of the employment relationship. This in turn reflects more general commentary as to the ideological bent and performance focus of employment relations and HRM respectively (Dundon, Harney, and Cullinane, 2010;Edwards, 1995;Harney et al, 2017).…”

Section: Evolution and Imprint Of Systems Theory In Er/hrmmentioning

confidence: 82%

Systems theory: forgotten legacy and future prospects

Harney¹

2019

Elgar Introduction to Theories of Human Resources and Employment Relations

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“…However, they reflect the dominant ideology of employers (Dundon et al, 2010) and the conscious legislative enhancement of employer power (Baccaro and Howell, 2017; McLaughlin and .…”

Section: Introductionmentioning

confidence: 99%

Towards a new web of rules

Wright

Wood

Trevor

et al. 2019

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Purpose The purpose of this paper is to review “institutional experimentation” for protecting workers in response to the contraction of the standard employment relationship and the corresponding rise of “non-standard” forms of paid work. Design/methodology/approach The paper draws on the existing research and knowledge base of the authors as well as a thorough review of the extant literature relating to: non-standard employment contracts; sources of labour supply engaging in non-standard work; exogenous pressures on the employment relationship; intermediaries that separate the management from the control of labour; and entities that subvert the employment relationship. Findings Post-war industrial relations scholars characterised the traditional regulatory model of collective bargaining and the standard employment contract as a “web of rules”. As work relations have become more market mediated, new institutional arrangements have developed to govern these relations and regulate the terms of engagement. The paper argues that these are indicative of an emergent “patchwork of rules” which are instructive for scholars, policymakers, workers’ representatives and employers seeking solutions to the contraction of the traditional regulatory model. Research limitations/implications While the review of the institutional experimentation is potentially instructive for developing solutions to gaps in labour regulation, a drawback of this approach is that there are limits to the realisation of policy transfer. Some of the initiatives discussed in the paper may be more effective than others for protecting workers on non-standard contracts, but further research is necessary to test their effectiveness including in different contexts. Social implications The findings indicate that a task ahead for the representatives of government, labour and business is to determine how to adapt the emergent patchwork of rules to protect workers from the new vulnerabilities created by, for example, employer extraction and exploitation of their individual bio data, social media data and, not far off, their personal genome sequence. Originality/value The paper addresses calls to examine the “institutional intersections” that have informed the changing ways that work is conducted and regulated. These intersections transcend international, national, sectoral and local units of analysis, as well as supply chains, fissured organisational dynamics, intermediaries and online platforms. The analysis also encompasses the broad range of stakeholders including businesses, labour and community groups, nongovernmental organisations and online communities that have influenced changing institutional approaches to employment protection.

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De-collectivism and managerial ideology: towards an understanding of trade union opposition

Cited by 9 publications

References 45 publications

Towards better work in China: mapping the relationships between high‐performance work systems, trade unions, and employee well‐being

Towards better work in China: mapping the relationships between high‐performance work systems, trade unions, and employee well‐being

Systems theory: forgotten legacy and future prospects

Towards a new web of rules

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