Frames of Reference: Dynamics of Change and Frame Misalignment Between Employers and Unions

IF 1.6 Q2 INDUSTRIAL RELATIONS & LABOR
Andrea Signoretti, Adrian Wilkinson
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引用次数: 0

Abstract

Industrial relations studies have struggled to explain the variations in human resource (HR) practices in firms operating in the same institutional contexts and sectors and facing similar market pressures. Budd, Pohler, and Huang's (2021) model on the frames of reference used by managers and employees constitutes a notable exception, as it focuses on how actors view HR practices. We build on this model and critique and extend it by including unions as actors and exploring employers' and unions' frames concerning HR practices and the ensuing outcomes. We also develop an analytical framework composed of workplace-level relational and beyond-workplace external elements. We invite future research to show the empirical validity of our model and framework.

Abstract Image

参考框架:雇主与工会之间的动态变化和框架错位
劳资关系研究一直在努力解释在相同的制度背景和部门中运营并面临类似市场压力的公司的人力资源(HR)实践的差异。Budd, Pohler和Huang(2021)关于管理者和员工使用的参考框架的模型是一个值得注意的例外,因为它关注的是行为者如何看待人力资源实践。我们建立在这个模型的基础上,通过将工会作为行动者,探索雇主和工会关于人力资源实践的框架以及随之而来的结果,对其进行批判和扩展。我们还开发了一个由工作场所级别的关系和工作场所以外的外部元素组成的分析框架。我们邀请未来的研究来证明我们的模型和框架的实证有效性。
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来源期刊
INDUSTRIAL RELATIONS JOURNAL
INDUSTRIAL RELATIONS JOURNAL INDUSTRIAL RELATIONS & LABOR-
CiteScore
2.50
自引率
14.30%
发文量
33
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