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Journal articles on the topic 'Industrial relations research'

Author: Grafiati

Published: 4 June 2021

Last updated: 30 January 2023

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1

McGRATH-CHAMP, SUSAN. "INTEGRATING INDUSTRIAL GEOGRAPHY AND INDUSTRIAL RELATIONS RESEARCH." Tijdschrift voor Economische en Sociale Geografie 85, no. 3 (June 1994): 195–208. http://dx.doi.org/10.1111/j.1467-9663.1994.tb00689.x.

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2

Kirkbride, Paul. "Power in industrial relations research." Industrial Relations Journal 16, no. 1 (March 1985): 44–56. http://dx.doi.org/10.1111/j.1468-2338.1985.tb00503.x.

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3

Rohlfer, Sylvia. "Does Industrial Relations Research Support Policy?" Articles 68, no. 3 (September 24, 2013): 431–56. http://dx.doi.org/10.7202/1018435ar.

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This article reviews the English-speaking literature on Spanish and German industrial relations published in the top 10 journals in this field between 2000 and 2010. The analysis contributes to the ongoing debate about the relevance of industrial relations by establishing the state of the art in research on Spain in comparison to Germany. Following this assessment we then ask whether existing research on Spain is well situated to orient policymakers. The consequences of either normative or normative-free research have largely been overlooked; our discussion expands on two contrasting positions: suggesting a move away from ideology in research (Mitchell, 2001) or recommending normative assumptions as a necessary precondition (Frege, 2007) in the context of Spain. Our findings reveal a greater convergence in research regarding its restricted multidisciplinary character, its focus on the international level and a strong emphasis on empirical, quantitative work with analysis conducted at various levels. At the same time, some path dependency continues to exist, particularly concerning the active participants in research and the subjects for investigation. The results point to deficiencies in research on Spanish industrial relations. We conclude by advocating an openly stated, normative base in industrial relations research to guide policymakers in Spain. While an evidence-based approach in policy making is desirable, normative choices are highly consequential and should feature in research in order to avoid a “democratic shock” in Spain.

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4

LEWIN, DAVID, and GEORGE STRAUSS. "Behavioral Research in Industrial Relations: Introduction." Industrial Relations: A Journal of Economy and Society 27, no. 1 (January 1988): 1–6. http://dx.doi.org/10.1111/j.1468-232x.1988.tb01042.x.

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5

Gosselin, Emile. "New Conception of Industrial Relations Research." Relations industrielles 7, no. 1-2 (February 27, 2014): 110–13. http://dx.doi.org/10.7202/1023117ar.

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6

Boyd, J. B. "The Employer Approach to Industrial Relations Research." Relations industrielles 21, no. 4 (April 12, 2005): 552–60. http://dx.doi.org/10.7202/027731ar.

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In his article, the author shall emphazise that the managers role is to relate technology to human values. Traditionally, the governing value has been productivity in the economic sense. He shall suggest that a wider range of human values must be supported, e.g. the satisfying growth of the individual employee.

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7

Kuruvilla, Sarosh, and Roy Adams. "Comparative Industrial Relations: Contemporary Research and Theory." Industrial and Labor Relations Review 46, no. 4 (July 1993): 737. http://dx.doi.org/10.2307/2524331.

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8

da Costa, Isabel, and Roy Adams. "Comparative Industrial Relations: Contemporary Research and Theory." Le Mouvement social, no. 162 (January 1993): 142. http://dx.doi.org/10.2307/3779524.

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9

Kaufman, Bruce E. "Models of Man in Industrial Relations Research." Industrial and Labor Relations Review 43, no. 1 (October 1989): 72. http://dx.doi.org/10.2307/2523209.

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10

Kaufman, Bruce E. "Models of Man in Industrial Relations Research." ILR Review 43, no. 1 (October 1989): 72–88. http://dx.doi.org/10.1177/001979398904300107.

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The author attempts to identify the essential characteristics that distinguish behavioral from nonbehavioral research in industrial relations. He argues that behavioral research is distinguished from nonbehavioral research by the psychological model of man that is contained in the theoretical framework used to deduce or test hypotheses. More specifically, the “behavioral man” of behavioral research and the “economic man” of nonbehavioral research differ in the assumptions they embody about human motivation and cognition. The author cites examples from the literature to support his contention that the choice between these alternative models significantly affects predictions of industrial relations outcomes.

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11

Young, Stanley. "Industrial Relations: A Paradigmatic Analysis." Relations industrielles 37, no. 1 (April 12, 2005): 32–52. http://dx.doi.org/10.7202/029231ar.

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12

Kinnie, Nicholas. "The Decentralisation of Industrial Relations? – Recent Research Considered." Personnel Review 19, no. 3 (March 1990): 28–34. http://dx.doi.org/10.1108/00483489010004478.

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13

Danieli, Ardha. "Gender: the missing link in industrial relations research." Industrial Relations Journal 37, no. 4 (July 2006): 329–43. http://dx.doi.org/10.1111/j.1468-2338.2006.00407.x.

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14

Michelson, Grant, and Marian Baird. "Conference Report: Case-Study Research in Industrial Relations." Labour & Industry: a journal of the social and economic relations of work 6, no. 3 (October 1995): 127–33. http://dx.doi.org/10.1080/10301763.1995.10669148.

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15

Allen, Ronald S. "A Research into Industrial Relations Considerations under NAFTA." Cross Cultural Management: An International Journal 1, no. 2 (February 1994): 29–33. http://dx.doi.org/10.1108/eb010154.

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16

Bluen, Stephen D., and Julian Barling. "Stress and the Industrial Relations Process: Development of the Industrial Relations Event Scale." South African Journal of Psychology 17, no. 4 (December 1987): 150–59. http://dx.doi.org/10.1177/008124638701700406.

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Although organizational stress has been the focus of much attention, there is a paucity of research on the stress associated with involvement in industrial relations. This article outlines the development of the Industrial Relations Event Scale (IRES), a measure designed to assess stressful events associated with the practice of industrial relations. The format of the IRES allows for the measurement of the occurrence, desirability, and perceived impact of each item. Test – retest reliability and internal consistency are satisfactory. The IRES also shows acceptable concurrent and known-group difference validity. A 20-item short form of the IRES was developed, with similar psychometric properties to the 63-item IRES. Future research priorities for the IRES and industrial relations stress in general are identified.

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17

Czarzasty, Jan, and Adam Mrozowicki. "Industrial relations in Poland." Employee Relations 40, no. 4 (June 4, 2018): 674–91. http://dx.doi.org/10.1108/er-04-2017-0082.

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Purpose The purpose of this paper is to examine the interrelations between the evolution of industrial relations (IR) and IR research in Poland in the historical context. Two questions are put forward: How was the evolution of the IR system in Poland influenced by the re-constitution of a particular model of the capitalism and the strategies and struggle of IR actors? How were the ways of approaching and theorizing IR influenced by the aforementioned evolution? Design/methodology/approach The paper draws upon academic literature, secondary data on actors and processes of IR as well as four expert interviews with the representatives of the first generation of IR scholars in Poland. Findings The paper suggests that the development of the IR system and the related scholarship can be divided into three phases: the pre-1989 period characterised by the lack of autonomous interests representation and rather limited IR research; the early development of the post-1989 IR system marked by the debates on the integrative role of IR as peacekeeping mechanism in the period of deep economic and political changes (1989-2004); the post-EU accession consolidation of the IR system characterised by the weakness of the IR actors vis-à-vis the state and increasing neo-etatist tendencies. Originality/value This paper contributes to the ongoing debate on the relationships between the emergent models of Eastern European capitalism and the evolution of IR systems. It critically analyses the state of the discussion on the IR field Poland emphasising the relevance of political-economic factors as well as the ideology of “social peace” for both the evolution of the IR system in the country and the state of the IR debate.

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18

Morgan, David E. "The Nature of Workplace Relations: A Typology of Social Relations and Analysis of Industrial Relations Systems." Economic and Labour Relations Review 4, no. 1 (June 1993): 140–66. http://dx.doi.org/10.1177/103530469300400108.

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There has been growing concern over the role of industrial relations arrangements in the workplace in Australia. In response more industrial relations research has focused on the workplace over the recent past. Although this work has centred on a range of themes, it has however relied on essentially the same theoretical framework or industrial relations paradigm. The basis of which is the analysis of bargained rules — the result of the joint-regulation of employment and workplace practice. In other words, the bargaining paradigm focuses overwhelmingly on one type of labour-management relation — viz. bargaining. This paper proposes a typology based on a number of types of social relations in order to broaden the basis of industrial relations analysis. It is used to analyse the characteristics and dynamics of a number of industrial relations systems currently under debate in Australia over the reshaping of industrial relations.

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19

Darlington, Ralph, and John Dobson. "Objective but not detached: Partisanship in industrial relations research." Capital & Class 37, no. 2 (June 2013): 285–97. http://dx.doi.org/10.1177/0309816813489936.

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20

Pocock, Barbara. "Gender and Australian Industrial Relations Theory and Research Practice." Labour & Industry: a journal of the social and economic relations of work 8, no. 1 (August 1997): 1–19. http://dx.doi.org/10.1080/10301763.1997.10669167.

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21

Rubery, Jill, and Colette Fagan. "Comparative Industrial Relations Research: Towards Reversing the Gender Bias." British Journal of Industrial Relations 33, no. 2 (June 1995): 209–36. http://dx.doi.org/10.1111/j.1467-8543.1995.tb00432.x.

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22

Thompson, Mark. "Research Needs in Canadian Industrial Relations: Emerging from the Solitudes." Discussion 47, no. 2 (April 12, 2005): 358–63. http://dx.doi.org/10.7202/050774ar.

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To focus this discussion, "industrial relations" is defined as the organizations and processes through which wages, hours and conditions of work are determined for employees who are represented collectively. This definition excludes topics such as labour history, labour economics and labour law, frequently incorporated into industrial relations research, but separate here. Research should address and attempt to explain the significant features of Canadianindustrial relations, as well as provide the bases for predictions of the future. The distinguishing features of the Canadian industrial relations System for these purposes are its fragmentation, extensive legal regulation and pattern of strikes. Research needs should be based on this description of Canadian industrial relations, including the environment of the System, major actors within it, the processes of industrial relations and the results of negotiation.

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23

Verma, Anil. "Future Directions in Canadian Industrial Relations." Discussion 47, no. 2 (April 12, 2005): 342–47. http://dx.doi.org/10.7202/050771ar.

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The process of research or scientific enquiry is often serendipitous and, like art, inherently creative. The intricacies and complexities of the human mind determine its course. Exigencies such as war and social upheaval often drive its priorities. It is difficult, therefore, if not impossible, to chart out research directions the way corporations plot market strategies. Nevertheless, it is useful (even necessary, some would argue) to make some assessments of the directions in Industrial Relations (IR) research, past and present, and to speculate on its potential. It is with these ideas in mind that the Canadian Industrial Relations Association (CIRA) invited a panel of researchers and practitioners to address the issue of future directions at the meetings in Victoria in June 1990. This paper and those that follow grew out of the discussions at the panel.

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24

Kochan, Thomas A. "Presidential Address: Lauching a Renaissance in International Industrial Relations Research." Articles 51, no. 2 (April 12, 2005): 247–63. http://dx.doi.org/10.7202/051094ar.

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25

Cook, Maria Lorena. "Trends in Research on Latin American Labor and Industrial Relations." Latin American Research Review 34, no. 1 (1999): 237–54. http://dx.doi.org/10.1017/s0023879100024390.

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26

Burgess, John, Roslyn Cameron, and Al Rainnie. "Contemporary research on work, workplaces and industrial relations in Australia." Economic and Labour Relations Review 25, no. 1 (February 27, 2014): 5–9. http://dx.doi.org/10.1177/1035304613519200.

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27

Arthur, Jeffrey B., and James B. Dworkin. "Current Topics in Industrial and Labor Relations Research and Practice." Journal of Management 17, no. 3 (September 1991): 515–51. http://dx.doi.org/10.1177/014920639101700301.

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Recent research on six current topics in industrial and labor relations is reviewed: (a) the decline in union membership in the United States, (b) concession bargaining, (c) unions and employee participation programs, (d) the effect of unions on productivity and profits, (e) dispute resolution, and (f) international industrial relations. For each topic, major research findings are summarized and evaluated along with suggestions forfuture research. The article concludes by considering future scenarios for the U.S. labor movement.

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28

Terry, M. "Research and reports. The industrial relations context for New Labour." Industrial Law Journal 28, no. 1 (March 1, 1999): 105–8. http://dx.doi.org/10.1093/ilj/28.1.105.

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29

Purdy, D. E. "Accounting, industrial and organisational relations: Some comments for future research." British Accounting Review 23, no. 1 (March 1991): 67–79. http://dx.doi.org/10.1016/0890-8389(91)90008-p.

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30

Whitfield, Keith, and George Strauss. "Methods Matter: Changes in Industrial Relations Research and their Implications." British Journal of Industrial Relations 38, no. 1 (March 2000): 141–51. http://dx.doi.org/10.1111/1467-8543.00155.

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31

JAHODA, MARIE. "Some Comments on Industrial Relations Research in the Twentieth Century." Industrial and Corporate Change 2, no. 1 (1993): 279–89. http://dx.doi.org/10.1093/icc/2.1.279.

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32

JAHODA, MARIE. "Some Comments on Industrial Relations Research in the Twentieth Century." Industrial and Corporate Change 2, no. 2 (1993): 279–89. http://dx.doi.org/10.1093/icc/2.2.279.

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33

Littler, Craig R. "The Future of Industrial Relations Research in Australia: Editorial Introduction." Labour & Industry: a journal of the social and economic relations of work 3, no. 1 (March 1990): 1–9. http://dx.doi.org/10.1080/10301763.1990.11673894.

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34

Lansbury, Russell D., and Nick Wailes. "Introduction to the symposium: doing research in comparative industrial relations." International Journal of Human Resource Management 10, no. 6 (January 1999): 967–70. http://dx.doi.org/10.1080/095851999340053.

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35

Whitfield, Keith, Rick Delbridge, and William Brown. "Comparative research in industrial relations: helping the survey cross frontiers." International Journal of Human Resource Management 10, no. 6 (January 1999): 971–80. http://dx.doi.org/10.1080/095851999340062.

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36

Frege, Carola M. "Varieties of Industrial Relations Research: Take-over, Convergence or Divergence?" British Journal of Industrial Relations 43, no. 2 (June 7, 2005): 179–207. http://dx.doi.org/10.1111/j.1467-8543.2005.00351.x.

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37

Collings, David G. "Multinational corporations and industrial relations research: A road less travelled." International Journal of Management Reviews 10, no. 2 (June 2008): 173–93. http://dx.doi.org/10.1111/j.1468-2370.2007.00223.x.

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38

Barling, Julian. "Industrial relations--A "blind spot" in the teaching, research and practice of industrial/organizational psychology." Canadian Psychology/Psychologie canadienne 29, no. 1 (January 1988): 103–8. http://dx.doi.org/10.1037/h0079760.

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39

Pohan, Masitah, and Rahmayanti Rahmayanti. "Legal Protection of Workers in Fostering Industrial Relations." Randwick International of Social Science Journal 3, no. 1 (January 28, 2022): 162–67. http://dx.doi.org/10.47175/rissj.v3i1.386.

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The workforce in Indonesia is one of the drivers of economic life and is an abundant resource. The development of industrial relations is expected to create work peace. Conducive work environment and harmonious working relationship. and fair. The purpose of the research raised in this paper is to determine the legal protection of workers in fostering industrial relations. The research method used is by applying normative or doctrinal legal research, with an analytical approach and comparative law study (comparative law) by emphasizing comparisons with legal provisions governing work agreements in several common law and civil law countries, as the basis for legal research methodology. The data collection tool comes from document studies on secondary data. A balanced position between labor and industrial relations is certainly directly proportional to the protection of workers. For this reason, regulations are needed that can accommodate the interests of interested parties.

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40

Bellemare, Guy. "Adams, Roy J., ed. Comparative Industrial Relations: Contemporary Research and Theory." Relations industrielles 48, no. 3 (1993): 566. http://dx.doi.org/10.7202/050879ar.

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41

Cummings, L. L. "The Essential Nature of Models of Humans in Industrial Relations Research." Industrial and Labor Relations Review 43, no. 1 (October 1989): 93. http://dx.doi.org/10.2307/2523212.

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42

Inoue, Masao. "What has Research into Japanese Industrial Relations Elucidated over 20 Years?" Asian Business & Management 4, no. 2 (May 16, 2005): 133–56. http://dx.doi.org/10.1057/palgrave.abm.9200127.

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43

Moore, Sian, Sonia McKay, Richard Hyman, Linda Clarke, Eddy Donnelly, and John Kelly. "Whats the Point of Industrial Relations?" International Journal of Comparative Labour Law and Industrial Relations 27, Issue 3 (September 1, 2011): 239–53. http://dx.doi.org/10.54648/ijcl2011016.

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What is the point of industrial relations? Research in the field has existed in Britain for well over a century, and university teaching in the subject dates back to the 1930s. Yet, in recent years, its relevance has been increasingly questioned by policymakers, with moves towards a form of 'disciplinary cleansing'. In this article, we demonstrate why the critical, cross-disciplinary, multilevel analysis that is of central importance to the industrial relations tradition remains both intellectually and ethically essential.

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44

Vasilska, Maria. "Characteristics of Strategic Subcontracting Relations of Industrial SMEs." European Journal of Economics and Business Studies 7, no. 1 (April 15, 2021): 1. http://dx.doi.org/10.26417/324kps71i.

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The paper explores and analyses the activities of industrial small and medium-sized enterprises (SMEs), working as subcontractors, that have built sustainable relationships with at least one of their clients. It focuses on the importance of such dealings for SMEs that enables them to overcome their inherent weaknesses, to enhance competitiveness and to realize promising development. For that reason, subcontractors usually seek to build strategic partnerships with contractors. The paper reveals the main characteristics of the buyer-supplier relations that could be defined as strategic to the subcontracting SMEs, such as: to be sustainable over time, to provide access to key resources and innovations, to lead to acquisition of new competitive advantages and growth, etc. In addition, the paper presents some key traits of the relations that mark the existence of a mutual strategic partnership between subcontractors and their clients. The data and methods used in the paper include a study of literature sources, an investigation of available research findings, results of the author’s individual research and expert observations, as well as data from a collective research project.

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45

Simpen, I. Ketut, and Herry Indiyah Wismani. "Penyelesaian Perselisihan Hubungan Industrial Menurut Undang-Undang Ketenagakerjaan." Jurnal Ilmiah Raad Kertha 2, no. 2 (July 8, 2020): 82–97. http://dx.doi.org/10.47532/jirk.v2i2.164.

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Disputes or disputes are always possible in every human relationship including disputes inwork relations. Industrial relations disputes usually occur between workers / employers and employersor between workers 'organizations / labor organizations and company organizations / employers'organizations. Industrial relations disputes can be divided into two, namely: a) Industrial relationsdisputes according to their nature, which consist of: Collective industrial relations disputes, andindividual industrial relations disputes b) Industrial Relations Disputes according to their type, whichconsist of Rights Disputes and Interest Disputes. This research is a normative legal research that is astudy that mainly analyzes the provisions of positive law and the principles of law, by carrying outsystematic explanations. The problems studied are how is the Industrial Relations Dispute ResolutionMechanism according to the Labor Law. The industrial relations dispute resolution mechanism iscarried out in two ways, namely through a non-litigation path that is carried out by bipartid (eachdisputing party) and tripartid (mediation, negotiation, and consolidation) and through litigationchannels (court lines namely Industrial Relations Control.

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46

Müller-Jentsch, Walther. "Seven decades of industrial relations in Germany." Employee Relations 40, no. 4 (June 4, 2018): 634–53. http://dx.doi.org/10.1108/er-01-2017-0016.

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Purpose The purpose of this paper is to reconstruct the development of industrial relations (IR) in Germany since the end of the Second World War and discusses the current challenges posed by economic globalisation und European integration. Design/methodology/approach Combining a political economy, identifying Germany as a coordinated market economy (social market economy), and actor-centred historical institutionalism approach, outlining the formation and strategies of the main social actors within a particular institutional setting, the paper draws on the broad range of research on IR in Germany and its theoretical debates, including own research in the field. Findings The legacy of the key institutional settings in the post-war era – primarily the social market economy, co-determination at supervisory boards, works councils and sector-based non-ideological unions with their analogously organised employer counterparts, as well as the dual system of interest representation – has shaped the German IR and still underlie the bargaining processes and joint learning processes although trade unions and employers’ associations have been weakened because of loss of membership. In consequence the coverage scope of collective agreements is now somewhat reduced. Despite being declared dead many times, the “German model” of a “conflictual partnership” of capital and labour has survived many turbulent changes affecting it to the core. Originality/value The paper presents an original, theoretical informed reconstruction of the German IR and allows an understanding of the current institutional changes and challenges in the light of historical legacies. Additionally the theoretical debates on path dependence and learning processes of collectivities are enriched through its application to the German case.

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47

Doucouliagos, Hristos, Patrice Laroche, and T. D. Stanley. "Publication Bias in Union-Productivity Research?" Articles 60, no. 2 (December 6, 2005): 320–47. http://dx.doi.org/10.7202/011724ar.

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This paper develops and applies several meta-analytic techniques to investigate the presence of publication bias in industrial relations research, specifically in the union-productivity effects literature. Publication bias arises when statistically insignificant results are suppressed or when results satisfying prior expectations are given preference. Like most fields, research in industrial relations is vulnerable to publication bias. Unlike other fields such as economics, there is no evidence of publication bias in the union-productivity literature, as a whole. However, there are pockets of publication selection, as well as negative autoregression, confirming the controversial nature of this area of research. Meta-regression analysis reveals evidence of publication bias (or selection) among U.S. studies.

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48

Maryanto, Maryanto, and Wahyuni Safitri. "MEKANISME PENYELESAIAN PERKARA PERSELISIHAN HUBUNGAN INDUSTRIAL DITINJAU DARI UNDANG-UNDANG NOMOR 2 TAHUN 2004 TENTANG PENYELESAIAN PERSELISIHAN HUBUNGAN INDUSTRIAL PADA PENGADILAN NEGERI KLAS IA SAMARINDA." Yuriska : Jurnal Ilmiah Hukum 10, no. 1 (February 4, 2020): 50. http://dx.doi.org/10.24903/yrs.v10i1.261.

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The relation between legal subjects such as person or legal entity in a case, frequently generates dispute. Along with the complexity of social life, then, the more parties are involved in the dispute, the wider scope of the dispute case. One of the concerned dispute in the society is Industrial Relations Disputes that become the competence of Industrial Relations Court. Since 2015, The Act No. 2/2004 about Industrial Relations Dispute Settlement has enforced effectively, it still has many weaknesses, wether from practical or regulation aspects. The legal problems of its Act cause the settlement of Industrial Relations Dispute become less effective and efficient, also hamper the principle of constante justitite (principle of rapid, fair and easy trial). The research concluded that the practical/operational level of the Judges Panel in examining and adjudicating the cases of Industrial Relations Dispute in Industrial Relations Court of Samarinda, which tend to apply the general civil procedure law, from the examination of legal standing of the parties, exception, interlocutory decision, replik, duplik, writen proof, the witnesses, experts/professional witnesses, conclusion and verdict. This procedures only prolong the examination and trial process to settle the case of Industrial Relations Dispute. Therefore, the SOP (Standard Operational Procedure) of the settlement of Industrial Relations Dispute cannot be well-implemented yet as the mandate of the law.

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49

Maryanto, Maryanto, and Wahyuni Safitri. "MEKANISME PENYELESAIAN PERKARA PERSELISIHAN HUBUNGAN INDUSTRIAL DITINJAU DARI UNDANG-UNDANG NOMOR 2 TAHUN 2004 TENTANG PENYELESAIAN PERSELISIHAN HUBUNGAN INDUSTRIAL PADA PENGADILAN NEGERI KLAS IA SAMARINDA." Yuriska : Jurnal Ilmiah Hukum 10, no. 1 (February 25, 2018): 50. http://dx.doi.org/10.24903/yrs.v10i1.267.

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The relation between legal subjects such as person or legal entity in a case, frequently generates dispute. Along with the complexity of social life, then, the more parties are involved in the dispute, the wider scope of the dispute case. One of the concerned dispute in the society is Industrial Relations Disputes that become the competence of Industrial Relations Court. Since 2015, The Act No. 2/2004 about Industrial Relations Dispute Settlement has enforced effectively, it still has many weaknesses, wether from practical or regulation aspects. The legal problems of its Act cause the settlement of Industrial Relations Dispute become less effective and efficient, also hamper the principle of constante justitite (principle of rapid, fair and easy trial). The research concluded that the practical/operational level of the Judges Panel in examining and adjudicating the cases of Industrial Relations Dispute in Industrial Relations Court of Samarinda, which tend to apply the general civil procedure law, from the examination of legal standing of the parties, exception, interlocutory decision, replik, duplik, writen proof, the witnesses, experts/professional witnesses, conclusion and verdict. This procedures only prolong the examination and trial process to settle the case of Industrial Relations Dispute. Therefore, the SOP (Standard Operational Procedure) of the settlement of Industrial Relations Dispute cannot be well-implemented yet as the mandate of the law.

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50

Begega, Sergio González, and Mona Aranea. "The establishing of a European industrial relations system." Employee Relations 40, no. 4 (June 4, 2018): 600–616. http://dx.doi.org/10.1108/er-07-2017-0151.

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Purpose The purpose of this paper is to examine European Union (EU) industrial relations in their development over time. It describes and analyzes their main constituent parts, which are deployed along four interlinked institutional dimensions: tripartite concertation; cross-industry social dialogue; sectoral social dialogue; and employee representation and negotiation at the transnational company level. The focus lies strictly on the emerging EU layer of industrial relations, which is common to the different Member States and not on comparative European industrial relations. Design/methodology/approach The paper is conceptual in nature. It considers the differences and mutually interdependent legal and political processes, policies and institutions between EU industrial relations and national industrial relations. Findings The findings substantiate that EU industrial relations constitute an incomplete but perfectly traceable transnational reality distinct from industrial relations in the Member States. EU industrial relations are not to supersede but to supplement national industrial relations. Neither the EU institutional framework nor the European social partners have the mandate, legitimation or desire to perform a more ambitious role. Research limitations/implications More empirically oriented research would further support the findings in the paper. Originality/value The paper presents a conceptual review based on a comprehensive and critical reading of the literature on EU industrial relations. It also puts labor strategies at the forefront of the analysis in corporate relocation.

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