Paternalism at a crossroads: labour relations in Chile in transition

Abstract

PurposePaternalism in labour relationships is characteristic of Chilean and Latin American firms. Despite its empirical and practical relevance it lacks adequate conceptual elaboration so that it remains an opaque real drive that cannot be managed. This paper seeks to propose some conceptual distinctions to help clarify its meaning.Design/methodology/approachUsing the social systems theory of Niklas Luhmann, paternalism is analysed as semantics which makes three main aspects visible: interests, autonomous decisions and responsibility that are seen as different sources of risk and danger for the workers. Paternalism is allegedly a protective device.FindingsPaternalism is reinforced and reproduced by distrust in the workers' capacities to make decisions on their own and it becomes a justification to keep wages low, hinder delegation and becomes an ideology that justifies gaps between productivity and compensation.Research limitations/implicationsPaternalism is difficult to operationalize in order to make empirical observations, but through qualitative analysis we were able to characterize it with two examples. This will help empirical research to continue on a more appropriate conceptual basis.Practical implicationsHRM practices should consider that paternalism is present as an expectation and that management should know that it can also pervade administration despite its modernized appearance.Originality/valueSince paternalism pervades expectations in opaque ways, it sets limits to management's capacities to administer human resources in a modern way. Awareness of this fact allows its comprehension and the ability to properly deal with it.

Linking paternalistic leadership to follower's innovative work behavior: the influence of leader–member exchange and employee voice

“…Second, Pakistani nationals give a greater emphasis on culture, family, race and group well-being than individual values. They value the strength of personalized relationships with leaders (Darío Rodríguez and René Ríos, 2009). In this family-oriented culture, family heads pay more considerable attention to all family members while expecting respectful behavior from them (Khilji, 2002).…”

Association of Workplace Bullying and Workplace Vulnerability in the Psychological Distress of Chilean Workers

“…In this context, organizations are geared toward maximizing profits with little regard for workers and their well-being. On the other hand, the Organization for Economic Cooperation and Development (OECD) stated that industrial relations in Chile are generally confrontational and marked by a lack of trust [25]. According to the agency, the conflict is partly due to limited union coverage.…”

From reciprocity to welfare: Rerum Novarum, Catholicism, and early social security in Latin America

“…Just as rural settings were characterized by paternalism, face to face interactions between laborers and patrones which furnished a web of reciprocal—non contractual—obligations, modern firms encouraged loyalty in return for a combination of wages and in‐kind support (Medina Echeverria, 1998, for the role of Catholic folk traditions see Long & Roberts, 1994). These practices were prevalent as industries consolidated behind a wall of protectionism during the Cold War but continued with trade liberalization in the 1990s (Martínez, 2003; Rodríguez & Ríos, 2009).…”