Testing alternative models of human resource policy effects on trade union recognition in the Republic of Ireland

Abstract

This paper tests two alternative models of human resource policy effects on the incidence of union non-recognition in a sample of over 150 organizations in the Republic of Ireland. A series of scales of human resource policy sophistication is developed, guided by the broad body of theory in the area of HRM. A conceptual model linking HRM policies to union recognition/non-recognition is also elaborated. Two alternative theoretical models of HRM policy effects are developed and estimated using logistic regression. The first of these models, the 'simple additive model', tests for the discrete effects of various areas of human resource policy on the incidence of union non-recognition. Only the management of reward systems along HRM lines is significantly associated with the incidence of non-recognition. A second model, called the 'threshold-fit model' tests for a decisive overall HRM effect on union non-recognition in organizations which implement relatively sophisticated and internally consistent sets of HRM...