Suchergebnisse
Filter
17 Ergebnisse
Sortierung:
The hybridization of national collective bargaining systems: The impact of the economic crisis on the transformation of collective bargaining in the European Union
In: Economic and industrial democracy, Band 40, Heft 3, S. 469-489
ISSN: 1461-7099
In this article it is argued that the economic crisis has made national collective bargaining systems increasingly multi-layered, perforated and dynamically unstable, i.e. hybrid. The authors explain these transformations in terms of the concomitance of two different sources of change which do not necessarily follow the same logics. The first source stems from national systems' endogenous logic of path dependency and the second from pressure to reform in accordance with exogenously applied strategies and logics. It is argued that these sources act like a whipsaw, pushing and pulling national collective bargaining systems between the two logics, leading to hybrid collective bargaining systems.
measurement and analysis of industrial relations aggregates: what is the relevant unit of analysis in comparative research?
In: European political science: EPS, Band 14, Heft 4, S. 422-438
ISSN: 1682-0983
The role of the capability, opportunity, and motivation of firms for using human resource analytics to monitor employee performance: A multi‐level analysis of the organisational, market, and country context
The digitalisation of business processes has led to the availability of (big) data which increasingly allows firms to analyse their workforce using HR analytics. On the basis of a cross-national multi-level analysis and a data set that covers more than 20,000 firms in all member states of the European Union we investigate the reasons why some firms make use of human resource (HR) analytics to monitor employee performance while others refrain from doing so. We show that the use of HR analytics depends upon firm characteristics as well as contextual factors. In terms of firm characteristics, we find that firms require the structural and managerial capability to make use of HR analytics. For contextual factors, our findings show that some market factors motivate firms to make use of HR analytics while the institutional, that is, juridico-political, and cultural environment in which firms are embedded influences firms' opportunities to use HR analytics.
BASE
Die Akzeptanz von sozial- und wirtschaftspolitischen Maßnahmen: mehr Politik als Wirtschaftspolitik?
In: Österreichische Zeitschrift für Politikwissenschaft, Band 40, Heft 3, S. 217-236
Near Is My Shirt but Nearer Is My Skin: Ideology or Self-Interest as Determinants of Public Opinion on Fiscal Policy Issues
In: Kyklos: international review for social sciences, Band 64, Heft 2, S. 271-290
ISSN: 1467-6435
The management of variable pay in European banking
In: International journal of human resource management, Band 21, Heft 15, S. 2716-2740
ISSN: 1466-4399
Near Is My Shirt but Nearer Is My Skin. Ideology or Self-Interest as Determinants of Public Opinion on Fiscal Policy Issues
Several empirical studies derive that personal positions with respect to policy measures are dominated by ideology instead of narrow self-interest. In the present field study we carried out a telephone survey with 1,003 respondents all over Austria. Instead of measuring selfishness indirectly by using more or less "objective indicators" for self-interest, we requested respondents to assess directly whether they expect to be affected by policy measures. Our results indicate that such a subjectively measured narrow self-interest explains attitudes towards economic policies at least as good as ideological conviction. In some cases ideology appears to determine whether people feel affected by a proposed policy measure.
BASE
Institutions or resources and capabilities? Explaining engagement in European sectoral social dialogue
In: Economic and industrial democracy, Band 43, Heft 3, S. 1420-1439
ISSN: 1461-7099
In this article the authors analyse social partner engagement in European sectoral social dialogue, testing two prominent theories to disentangle sector and country dynamics: institutional and resources and capabilities theories. While institutional theory accounted for certain social partner preferences, resources and capability theory proved stronger in predicting participation and provided insight into regulatory preferences. The authors conclude that resources and capability theory better explains their case, associating it with weaknesses of transnational governance. Specifically, limited incentives for participation mean that social partners with fewer resources forego participation, entailing pre-eminence of social partners with greater resources and hindering outcomes reflecting national institutional influences.
Opening the black box : Actors and interactions shaping European sectoral social dialogue
This article highlights the importance of organizational resources and individual capabilities for interactions and relationships among social partners in European sectoral social dialogue committees (SSDCs). We use an actor-centred approach to investigate work programme setting in the hospital and metalworking SSDCs. Our research reveals differences in how European social partner organizations coordinate and integrate members in SSDCs. In hospital, European Union (EU)-social partners build bridges that span otherwise separate actors or groups. The findings suggest that the absence of bridging efforts can lead to the dominance of a few actors. In metalworking, small cohesive groups are more effective in forming close networks and determining work programmes. While work programmes in hospital represent issues which are on national agendas, in metalworking, they focus mainly on EU policy areas.
BASE
What's the Point of European Sectoral Social Dialogue? Effectiveness and Polycontexturality in the Hospital and Metal Sectors
In: Industrial Relations Journal, Band 51, Heft 5, S. 410-426
SSRN