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The Routledge Companion to Employment Relations

Book Description

Comprising five thematic sections, this volume provides a critical, international and interdisciplinary exploration of employment relations. It examines the major subjects and emerging areas within the field, including essays on institutional theory, voice, new actors, precarious work and employment. Led by a well-respected team of editors, the contributors examine current knowledge and debates within each topic, offering cutting-edge analysis and reflection.

The Routledge Companion to Employment Relations is an extensive reference work that offers students and researchers an introduction to current scholarship in the longstanding discipline of employment relations. It will be an essential addition to library collections in business and management, law, economics, sociology and political economy.

Table of Contents

  1. Cover
  2. Half Title
  3. Series Information
  4. Title Page
  5. Copyright Page
  6. Contents
  7. List of figures/tables
  8. About the editors
  9. The contributors
  10. General introduction
    1. 1 Employment relations: Older reflections and new horizons
      1. Introduction
      2. Employment relations perspectives
      3. Actors
      4. Regulating employment relations
      5. Broadening employment relations
      6. Contemporary reflections and future challenges
      7. References
  11. Part I Perspectives on employment relations
    1. 2 The field of employment relations: A review
      1. Introduction
      2. Analytical traditions within the field
      3. Employment relations and the consequence of crisis
      4. The trajectory of conflict in employment relations
      5. Conclusion
      6. References
    2. 3 Economics and employment relations
      1. Introduction
      2. A history of dialogue?
      3. Authority and contract
      4. The problem of collective action
      5. Voice
      6. Conclusion
      7. Notes
      8. References
    3. 4 Employment relations and the law
      1. Introduction
      2. The role of law in employment relations
      3. Sources of legal regulation in employment relations
      4. ‘Soft law’ and employment relations
      5. The scope of the law in employment relations
        1. The individual employment relationship
        2. The collective employment relationship
      6. Autonomy, enforcement and compliance
        1. The social partners
        2. Dispute resolution and the law
      7. Conclusions and future agendas
      8. Notes
      9. References
    4. 5 Employment relations and history
      1. Introduction
      2. What is history?
      3. History and employment relations
      4. Conclusion
      5. References
    5. 6 Sociology, the labour process and employment relations
      1. Introduction
      2. The sociological imagination and employment relations
      3. Labour process theory and employment relations
        1. Marx, Braverman and the emergence of labour process theory
        2. Subsequent developments in labour process theory
          1. The nature of the employment relationship
          2. Managerial control strategies
          3. Employee responses
        3. Sociology, gender and employment relations
      4. The legacy of sociology in employment relations
      5. Conclusion
      6. References
    6. 7 Employment relations and gender equality
      1. Introduction
      2. Beyond employment: embedding employment in the family and welfare system
      3. Beyond class inequalities: addressing multiple inequalities and intersectionality
      4. Beyond structures and practice: gender and the organisation and valuation of work
      5. Beyond the gender neutral work experience: new understandings of work and work behaviours
      6. Conclusions
      7. References
    7. 8 Employment relations and human resource management
      1. Introduction
      2. Origins and domain assumptions of human resource management
        1. Domain assumptions
      3. Contemporary emergence of HRM
        1. Matching models
        2. HRM and performance
        3. Employee-centric HRM
      4. ER and HRM: 5Cs for conversation
        1. C1 Complexity
        2. C2 Context
        3. C3 Contingency
        4. C4 Causality
        5. C5 Critique
      5. Conclusion
      6. Notes
      7. References
    8. 9 Institutional theory and employment relations
      1. Introduction
      2. The Varieties of Capitalism framework and business systems theory
        1. Institutional change
        2. Internationalisation
      3. Historical institutionalism
        1. Institutional change
        2. Internationalisation
      4. Regulation theory
        1. Institutional change
        2. Internationalisation
      5. Empirical evidence
      6. Assessment
      7. Conclusion
      8. References
    9. 10 Research methods in employment relations
      1. Introduction
      2. What’s in a name?
      3. Epistemological and ontological issues
      4. Changing times
        1. Workplace surveys: curse, blessing or foundation?
        2. Whither employment relations research methods?
      5. References
  12. Part II Actors in employment relations
    1. 11 The state and employment relations: Continuity and change in the politics of regulation
      1. Introduction
      2. Competing roles and approaches to the state: from consensus and representation to politics and conflict
      3. The state and traditional perspectives on employment relations: thinking in terms of macro- and micro-level state roles
      4. Mapping the state over time and across roles and institutions: an emergent synthesis in understanding regulation, coordination and ideology
      5. The death and rebirth of the state in the context of neoliberalism, fragmentation and austerity
      6. Conclusion
      7. Notes
      8. References
    2. 12 Unions
      1. Introduction
      2. The history of American unions
        1. Origins
        2. The nineteenth century
        3. The twentieth century
        4. Period of decline for American unions
      3. Theories explaining the American labour movement
      4. American unions in the twenty-first century
        1. Coalition building
        2. Constituency groups
        3. Alt-labour organisations
        4. Unions and politics
      5. The future
      6. Notes
      7. References
    3. 13 Employers, managers and employment relations
      1. Introduction
      2. Ways of exploring and explaining employers and employment relations
      3. Employment relations contexts, employer autonomy and managerial strategies
      4. Management of the individual employee: psychological contracts
      5. Management initiatives at the organisational level
        1. Labour process theory and the question of control
        2. Internal labour markets: employee commitment through security and advancement
        3. Flexibilities for employers plus commitment from employees
        4. High-performance work systems
        5. Employers and strategic choices about representative employee participation
      6. Beyond the workplace: employers, management and collective employment relations
        1. Employer associations
        2. Employers and the shaping of employment relations systems
      7. Conclusion
      8. References
    4. 14 Multinationals as employment relations actors
      1. Introduction
        1. MNCs: the global employer
        2. MNCs as ER actors in the global arena
        3. MNCs as rule-takers
        4. Non-unionism in MNC: bypassing the rules
        5. Non-unionism in MNCs and home country effects
        6. Non-unionism in MNCs and host country effects
        7. Non-unionism in MNCs and firm-specific factors
      2. Beyond institutional effects: MNCs as rule-makers
      3. MNCs as contested spaces and the implications for employment relations practices
      4. Conclusion
      5. References
  13. Part III Core employment relations processes and issues
    1. 15 Collective bargaining
      1. Introduction
      2. Collective bargaining: elements of a framework
      3. Institutions
        1. Regulatory and normative institutions
        2. Cognitive institutions
      4. Governance of the employment relationship: collective bargaining forms and structures
      5. Power
      6. The bargaining process
      7. Collective bargaining outcomes
        1. Efficiency
        2. Equity
        3. Voice
      8. Conclusion
      9. Note
      10. References
    2. 16 Employee voice: Conceptualisations, meanings, limitations and possible integration
      1. Introduction
      2. Untangling the meanings and conceptualisations of voice
        1. OB Voice
      3. HRM Voice
      4. ER Voice
      5. LPT and voice
      6. Limitations and possible integration
      7. Power and voice
      8. New directions and conclusion
      9. Acknowledgment
      10. References
    3. 17 Knowns and unknowns in the study of workplace dispute resolution: Towards an expanded research agenda
      1. Introduction
      2. Knowns in the study of workplace dispute resolution
        1. Conflict resolution procedures in unionised workplaces
        2. The rise of ADR in non-union organisations
        3. Usage and outcomes
        4. The emergence of conflict management systems
      3. Unknowns in the study of workplace dispute resolution
        1. Representation in conflict resolution
        2. Workplace conflict management and organisational and individual level outcomes
        3. Comparative and international perspectives
        4. Conflict management in entrepreneurial firms
      4. Conclusion
      5. References
    4. 18 A pacified labour?: The transformation of labour conflict
      1. Introduction
      2. Two fundamental perspectives
      3. Reduction of structural opportunities and the withering away of strikes
      4. Has labour peace triumphed?
      5. The transformation of labour conflict
        1. Individualised forms of conflict: formal grievances and misbehaviour
      6. Research challenges
      7. Conclusion and research agenda
      8. Notes
      9. References
  14. Part IV Broadening employment relations
    1. 19 Employment relations and precarious work
      1. Introduction
      2. Precarious work – a cross-national overview
      3. The causes of (growing) precarious work
      4. Consequences of precarious work
        1. The individual and precarious work
        2. The organisation and precarious work
        3. Precarious work and society
      5. Policy response to precarious work
      6. Moving beyond the core-periphery model of the firm
      7. Conclusions and future research
      8. Notes
      9. References
    2. 20 Globalisation and workProcesses, practices and consequences
      1. Introduction
      2. Globalisation as a process in four domains
        1. Economy
        2. Technology
        3. Politics
        4. Society
      3. Globalisation’s consequences for employment and work
        1. Multinational corporations: contribution to the global economy
        2. Multinationals, global supply chains and employment
        3. Globalisation, offshoring and other effects
        4. Job loss and wage effects in developed countries
        5. Job creation, wages and labour standards in developing countries
        6. Globalisation and income inequality in developed and developing countries
      4. Conclusion
      5. Notes
      6. References
    3. 21 Global supply chains and employment relations
      1. Introduction
        1. What are global supply chains?
      2. The governance of employment relations in supply chains
      3. The growth of private labour governance
        1. Global value chains and global production networks
        2. Employment relations literature on MNCs
        3. CSR approach
      4. Employment relations in supply chains: understanding the changed role of actors
        1. Employers
        2. Brands
        3. Unions
        4. The state
        5. NGOs
      5. Conclusion
      6. References
    4. 22 Employment relations in the informal sector
      1. Introduction
      2. The informalisation of employment relations
        1. The ‘degrees of informalisation’ approach towards employment relations
        2. Explaining cross-national variations in the level of informal employment
      3. Nature of informality
        1. Forms of paid employment relationship
        2. Evaluating the nature of informality
      4. Future directions and issues
      5. Conclusion
      6. References
    5. 23 Emerging economies, freedom of association and collective bargaining for women workers in export-oriented manufacturing
      1. Introduction
      2. Transformative collective rights and action and women workers in global supply chains
      3. Collective labour rights and development
      4. Corporate codes of conduct, social upgrading and collective rights
      5. Conclusion
      6. Notes
      7. References
    6. 24 Employment relations in Latin America
      1. Introduction
      2. A framework for studying employment relations in Latin America
      3. Economic and labour market context
      4. Labour and employment laws
      5. Labour laws in practice: unionisation and collective bargaining coverage
      6. Human resource management practice
      7. Conclusion
      8. Notes
      9. References
    7. 25 The transformation of employment relations in contemporary China1
      1. Introduction
      2. Political and economic contexts of employment relations2
      3. 1949–1978: the socialist economy
      4. 1979–2000: global factories
      5. 2001–2011: harmonious labour relations?
      6. Since 2012: the economic slowdown
      7. Changing management practices
      8. SOEs
      9. JVs and MNCs
      10. POEs and FIEs5
      11. Chinese cultural and institutional influence
      12. Changes and trends
      13. Escalating industrial conflicts
        1. Protests in SOEs
        2. Strikes in FIEs
      14. The role of trade unions
        1. The legacy of socialist trade unionism
        2. Collective bargaining
      15. Conclusions
      16. Notes
      17. References
    8. 26 Employment relations in Africa
      1. Introduction
      2. Economic context, poverty and stability
      3. Institutional legacies
      4. Industrial policy and structural adjustment
      5. Union membership, density and mobilisation
      6. Employment relations and different organisational types
      7. Transnational organisation of trade unions
      8. Engagement with political parties and tripartite experiments
      9. Union representation of vulnerable and marginal categories of worker
      10. Conclusion
      11. References
    9. 27 International institutions and supranational influence in employment relations1
      1. Introduction
      2. International institutions and supranational influence: origins and evolution
      3. International institutions and the governance of employment relations in the European Union
      4. International institutions of financial assistance: the case of the EU financial bailout packages
      5. An unexpected supranational actor: the European Central Bank
      6. Supranational institutional transformation and the governance of industrial relations: an empirical assessment
      7. The International Labour Organization
      8. Conclusion
      9. Notes
      10. References
    10. 28 Employment relations, stakeholder theory and business ethics
      1. Introduction
      2. Power and exploitation in the employment relationship
      3. Business ethics and child labour
      4. The ethics of employee participation
        1. Employees as stakeholders
        2. Employee democracy and corporate governance
        3. Employee participation as corporate citizenship
      5. The ‘ideal’ distribution of decision-making
      6. Discussion and future research agenda
      7. Conclusion
      8. References
  15. Part V Contemporary reflections and future challenges
    1. 29 The financial model of the firm, the ‘future of work’, and employment relations
      1. Introduction
      2. The financial model of the firm
      3. The financial firm and its implications for HR and employment relations
      4. The role of technology
      5. From employment relationships to contingent employment contracts
      6. Implications for the field of HR management and employment relations
      7. Conclusion
      8. Note
      9. References
  16. Index