Management Industrial Relations Research Articles

Industrial relations management practice and performance of tertiary institutions in Enugu State Nigeria

The study examined effect of industrial relations management practices on the performance of tertiary institutions in Enugu State. Survey research design was adopted. The population of the study was 11802. Taro Yamani statistical sampling formula was employed to determine the sample size of 387 for the study. The hypotheses were tested using t-test analysis. The findings revealed that expressive participatory management practices had a significant positive effect on the efficiency of tertiary institutions in Enugu State (where t-calculated = 7.39 is higher than the t-table value = 2.776, that employment practices had a significant positive effect on quality of service of tertiary institutions in Enugu State (t-calculated= 6.93 is higher than the t-table = 2.776) and that disengagement practices had a significant positive effect on the efficiency of tertiary institutions in Enugu State ( where the t-value =11.20, whereas the t-table value = 2.77). The study concluded that expressive participatory management, employment practices and disengagement practices influenced the performance of tertiary institutions in Enugu State. The study recommended among others that since industrial democracy effect the performance of tertiary institutions, management should give more room for unions in the organisation to air their views and try as much as possible to align the needs of the employees to that of the institutions so to improve on service delivery

Analisis Kebutuhan Sumber Daya Manusia Dan Manajemen Hubungan Industrial Pada Karyawan Administrasi Di RSUD Bandung Kiwari

The Human Resources (HR) is a key element in carrying out organizational operational activities. Quality HR can provide the best service to customers. The quality and competence of employees can be influenced by effective industrial relations management. This study aims to analyze the needs of human resources and industrial relations management at RSUD Bandung Kiwari. The research method used is qualitative analysis with a descriptive approach. The results of the study show that the analysis of human resource needs and industrial relations management are interrelated. The analysis of human resource needs aims to determine the quantity, qualifications, and competencies needed by the organization, while industrial relations management aims to create a conducive and harmonious work environment. The administrative human resource needs are measured by workload analysis. Industrial relations management for administrative employees at RSUD Bandung Kiwari is already conducive and harmonious, in accordance with the provisions in the employment agreement.

How boundary spanners wield influence by involving a third person: an exploratory study grounded in social control theory

PurposePower is one of the single most critical concepts for understanding industrial relations management. Yet, despite having been subject to much scholarly attention, existing research often implicitly assumes an organizational level of behavior or examines influence tactics within the confines of an individual-level dyad. This has led to a limited understanding of influence exercises involving a third person. Motivated to advance the understanding of this phenomenon, this study aims to explore how boundary spanners from a buying organization influence supplier representatives by involving a third person.Design/methodology/approachThis study uses a longitudinal single case study design grounded in social control theory. Data consist of interviews, observations and documents collected over a period of 27 months in a global sourcing context.FindingsThe findings demonstrate how the influence agent from the buying organization can invoke a third person’s mediated and nonmediated social power base through either direct or indirect social control mechanisms. With these findings, this paper makes a novel theoretical contribution by developing a deeper understanding of underexposed social influence tactics unfolding in individual-level triads.Practical implicationsThis study offers boundary spanning managers with practical insights into subtle and indirect forms of social influence with which they can influence external exchange partners.Originality/valueTo the best of the authors’ knowledge, this study is the first to draw on social control theory to examine interpersonal influence tactics in buyer-supplier relationships. By integrating this theoretical perspective with extant research on social power, this study emphasizes the importance of considering how the influence agent mobilizes a third person’s social influence base.

The Role of Government in Promoting Harmonious, Stable and Progressive Industrial Relation in Vietnam

The government is an essential partner in the 3-party mechanism of industrial relations in Vietnam, coordinating and facilitating the effective operation of representative organizations and employers' representative organizations. Simultaneously, through the tripartite dialogue mechanism at national and provincial levels, it promptly resolves recommendations from employers and employees, thereby promoting industrial relation development. However, the current model of government management organization on industrial relation from the central to local levels is not consistent; Government management functions on labor and industrial relations are still dispersed; The force for the government management of labor and industrial relations is still thin, the capacity of the staff has not met the requirements. Therefore, the article describes the role of government in industrial relations in Vietnam, thereby offers some solutions to enhance the role of the government in promoting harmonious industrial relations, stable and progressive in Vietnam

Enablers of the Collective Bargaining in Industrial Relations: A Study of India’s Industrial Policies Through ISM and MICMAC Analysis

Industrial disputes result in a loss of work days, resources and also put a lot of pressure on employers, employees and the Government. Collective bargaining as a bipartite process is an effective mechanism to resolve disputes through the negotiation between employee and employer representatives. The study aims to identify the ‘enablers’, i.e. factors that permit and encourage collective bargaining in an industry. Through this study, the researchers have attempted to identify the nature of the relation and linkages between the factors identified. The research was undertaken in three major parts. In the initial part of the study, the enablers were identified through extant literature review. These factors were then validated with basic statistics in the second part of the research. In the final part, Interpretative Structural Modelling and MICMAC analysis was performed to arrive at a model highlighting the nature of relationship between the identified factors. Case studies on collective bargaining practices were studied to further validate the enablers. The ISM model for the enablers of collective bargaining had four levels, from the model awareness about law emerged as the most important enabler. MICMAC analysis further classified the enablers and disablers as driving, dependent, linkage and autonomous factors. The research is unique as it attempts to propose a model through the expert opinion on industrial relations manager, trade union representatives, employees’ representatives, management and experts from academia. To the researcher’s knowledge, there has been no significant contribution in the area of proposing a model for the enablers of collective bargaining through ISM and MICMAC. The researchers have also studied case studies related to the practices of collective bargaining in industries. The identified and validated factors would be useful to stakeholders in collective bargaining to design policies to ensure the effectiveness of the process.

Getting Dividend from Demography: Skills Policy and Labour Management in Contemporary Indian Industry

This article is an analytical reflection based on a personal account of working with one of India’s new-generation vocational training and placement agencies implementing the government’s skills policy after its revamping in 2009. As the author struggles to search for decent jobs on behalf of trained candidates, she provides insights into the state of blue-collar jobs and the troubled relationships between company ‘human resources’ (HR) and industrial relations (IR) managers and their workforce. While the public programmes and policies referred to here are ostensibly about skill, the article reveals them to have quite a different purpose for industry: they offer ways by which employers can not only secure the flow of casual workers but also tie them in, thereby stabilizing their workforce in an era where the ‘permanent worker’ is no longer an acceptable or viable category. Presenting a backdrop of moral ambiguity and dilemma, the article highlights the disconnect between the declared intent of government ‘skills’ policy and the way in which it is actually realized, from the viewpoint of employer, student and vocational training provider.

ECONOMIC POTENTIAL OF TOURISM ENTERPRISES OF UKRAINE

Introduction. The article considers the effectiveness of Ukrainian tourism activity. It shows the advantages and disadvantages of management, marketing and strategic planning of the travel business activity during 2014-2017. Purpose. The article aims to conduct the analysis of the tourist flow of foreign and domestic tourists within Ukraine or behind it; analyse the used (mastered) capital investments and their structures according to branches related to the institutional environment of tourism; evaluate financial results from economic tourism activities business in Ukraine; develop measures to improve the management of tourism activities in the country. Method (methodology). Based on the methods of system and structural analysis and synthesis, we have determined the stages and ways of improving the management and implementation of industrial relations in the field of tourism activity. Their practical application will allow rational use of resource support organizations and increase financial results from tourism activities in Ukraine. Result. The author has analysed the tourist flow of foreign and domestic citizens, its structure, the dynamics of volumes of capital investments that are related to Ukrainian tourism activity, and the growth rate / decrease in the volume of sales of services in this area during the last 4 years. This article includes the estimation of economic efficiency’s functioning in the areas, which are connected with tourist activity of the enterprises. It focuses on the necessity of introducing the ways aimed at increasing the effectiveness of strategic tourism management in relation to the realization of tourism activity in Ukraine at the each stage of creation and distribution in this type activity.

Participative Management in Organizational Decision-Making: A Study in a Developing Country

Workers’ participation in management, regardless of its dissension and conflicts, is being increasingly embraced in different countries, both in capitalist and socialist, predominantly in the European countries, and in the Third World, as an ultimate approach of industrial democracy. In Bangladesh several attempts have been made through legislation to introduce joint consultation-type participation schemes but all are in vain. The failures are attributed, in the main, to the non-enforcement of laws, illiteracy of workers and apathy of management. No empirical research has been carried out to find out the real reasons. In the present study an attempt has been made to elicit the attitudes of the actors in the industrial relations system, i.e., workers, management and government, towards workers’ participation in management as a whole and to make an objective analysis of the same. The study found that there is considerable scope for introduction and development of appropriate workers’ participation program in the public sector industries if certain preconditions are met. It is, in fact, an attitudinal study in a large nationalized industrial enterprise in Bangladesh.

Public Policy Influences on Academia in the European Union

The aim of this research is to examine the public policy influences on academic investigations that contain a substantial convergence among human resource management–industrial relations and corporate social responsibility–stakeholder approach by means of using bibliometric and content analyses of relevant publications in the Scopus and ScienceDirect databases. Totally, 160 publications were subject to bibliometric, cluster, and summative content analyses. In this context, this study claims that public policy in the EU influences academic investigations and scholars. The investigation draws attention to the importance of active participation of different public institutions and key stakeholders (e.g., trade unions, works councils, academic associations) that prepare a basis for collaboration, solidarity, and communication for strengthening EU social model, social dialogue, collective bargaining, and the protection of social rights. The research findings illuminate the fact that European public policies have significant effects on shaping and encouraging investigations that are considered within the scope of IR–HRM and CSR–SA. One of the most crucial recommendations of this study is that the investigations which are out of this framework can be considered quite idealistic. Therefore, researchers may attempt to publish more scientific investigations in frame of IR–HRM and CSR–SA to enhance the comprehensiveness and depth of these two clusters.

ECONOMIC DEVELOPMENT PLAN AND EMPLOYEE PARTICIPATION IN PUBLIC SECTOR IN MALAYSIA

Employee Participation (EP) is an important area of research in the field of industrial relations and employment relations. Extensive literature review has argued that EP has the capacity to enhance the quality of decision making by broadening inputs, promotes commitment to the outcomes of the decision making process, improves motivation, cooperation and communication in the workplace. EP also may reduce workloads of supervisors, encourage skill development in the workforce, and can contribute to improved employment relations in general. For that matter, the issue of EP in decision making has attracted the interest among management scholars, industrial relations researchers and managers in organizations as well especially in promoting partnership between employer-employee work relationship. EP has been practiced in the private sector; however there is a broad gap on the importance of EP in the public sector. Therefore, the objective of this paper is to explore on the effectiveness of EP in the public sector from the academic, employers and trade union’s perspectives. The finding of this research has some implication to the industrial relations system and practices in in the public sector in Malaysia. Keywords: employee participation, public sector, decision making

Imperatives of Good Industrial Relations Management in the Nigerian Banking Industry : An Empirical Study of Selected Commercial Banks in Delta State

This study was carried out to investigate the imperatives of good industrial relations management in the Nigerian banking industry: An empirical study of selected commercial banks in Delta State, Nigeria. A set of structured questionnaire was used as the instrument for data collection and administered on 60 respondents of the commercial banks under study randomly selected using Yaro Yemane formula. Applying this formula, the sample size from a population of 70 is 60 respondents at 95% confidence level. Data analysis was made and the hypotheses formulated were tested using Kruskal Wallis one-way analysis of variance by rank. The findings revealed that positive and significant relationship exists between good industrial relations management in the banking industry and improvement of the morale of the employees and providing the activities in the country. It was concluded that good industrial relations management is necessary for the performance and survival of the banking industry in Nigeria. The study, however, recommended good human resources management, recognition of the sources or causes of disagreements and evolve measures to address appropriately and a host of others for good industrial relations management in the Nigerian banking industry.

Industrial Relations at Cummins India Limited - A Case Study

An industrial relations system consists of the whole gamut of relationships between employees and employees and between employees and employers which are managed by means of conflict and cooperation. It includes matter pertaining to employment conditions like pay, hours of works, leave with wages, health, and safety disciplinary actions, lay-off, dismissals retirements etc., laws relating to such activities, regulations governing labour welfare, social security, industrial relations, issues concerning with workers participation in management, collective bargaining, etc. The present research is a case study of the industrial relations scenario at Cummins India Limited. 50 respondents from the organization had been picked on the basis of random convenience sampling. It was found that industrial relations have been cordial, harmonious and collaborative since 2010.Communication and meeting with union representatives and workers is there on regular basis. The management representative, store managers regularly meet on weekly and monthly basis. Industrial relations manager conducts weekly meetings and resolves grievances immediately. In addition to this the senior leadership meets on monthly basis with union.CEO of the company also communicates the goals of the business and situations of the business to the employees on quarterly basis. The voices of the employees are captured during these meetings and the issues/grievances are resolved as per feasibility. Line managers and shop floor managers are regularly interacting with IR Department for day to day issues of production associates and communicating the issues to IR Department for resolving.

French multinational companies, new state regulations and changes in the employment relationship during the crisis

On the basis of a survey conducted in three French multinational corporations in the automobile industry that have set up production facilities in central and eastern Europe, this article examines some of the major changes in the employment relationship that have taken place in the rather specific economic context of the second half of the decade after 2000. Two main propositions are put forward and discussed: the first relates to the rise of a ‘management-led social dialogue’ as the outcome of an increasingly close meshing of corporate industrial strategies, human resource policies and the management of industrial relations at the local level; the second relates to the emergence of a ‘Porterian state’ playing a role of, on the one hand, mediator in the effort to build some ‘labour-management compromises’ for coping with the crisis and, on the other hand, promoter of new forms of socio-economic regulation requiring new institutional complementarities. The analysis, developed on the basis of a comparative approach – i.e. France versus the central and eastern European countries – is rounded off by an examination of the place and role of the European Union in these changes.

Cross-national comparative human resource management and the ideational sphere: a critical review

This paper analyses how research in cross-national comparative human resource management deals with ideas, values and norms. On the basis of an analysis of the articles with that focus that were published in selected leading journals between 2001 and 2010, it first identifies the main approaches to comparative work, which are labelled as materialism, hard institutionalism, soft institutionalism, interlocking institutionalism and culturalism. How each of these broad approaches deals with ideational values is critically assessed. The paper then reviews attempts to deal with two specific problems: the shaping of national and actor identities, and the production of new ideas and cross-national learning. We conclude that the ideational sphere is under-operationalised and under-theorised in most cross-national research on human resource and industrial relations management, and suggest how this problem might be addressed.

Автоматизація управління відносинами промислових підприємств з використанням CRM-систем на базі платформи «1С підприємство»

Автоматизація управління відносинами промислових підприємств з використанням CRM-систем на базі платформи «1С підприємство»

노사관계의 질이 직무태도와 직무성과에 미치는 영향

본 연구의 주된 목적은 노사관계관리의 관점에서 노사관계의 질이 직무태도와 직무성과에 미치는 영향을 규명하기 위한 것이다. 구체적으로는 노사관계의 질이 종업원의 조직몰입과 이직의도 그리고 직무성과에 미치는 영향, 노조원 여부의 조절효과를 확인하기 위한 것이다. 연구결과 노사관계의 질은 조직몰입에정(+)의 영향을, 이직의도에는 부(-)의 영향을 그리고 직무성과에는 정(+)의 영향을 미치는 것으로 확인되었으나, 노조원 여부의 조절효과는 발견되지 않았다. 그리고 이러한 연구결과를 토대로 효과적인 노사관계관리에 필요한 전략적 시사점을 제시하였다. The main purpose of this study is to examine the effect of QUMR to job attitude and job performance from a industrial relations management point of view. Concretely, it is confirmed whether there are effects of QUMR to organizational commitment, turnover intention and job performance of employee and whether there is a moderating effect of union membership status between QUMR and organizational commitment, QUMR and turnover intention, QUMR and job performance of employee. As a result of this study, firstly, there is a positive effect of QUMR to organizational commitment. Secondly, QUMR effects to turnover intention negatively. Thirdly, QUMR effects to job performance positively. Lastly, there is no moderating effect according to union membership status. On the basis of these study results, I suggested alternatives of business strategy for effective industrial relations management.

The Impact of Global Employment Models in a Developing Country: Industrial Relations Management in Multinational Banks in Tanzania

Abstract: This paper examines Industrial Relations (IR) in a developing country under the influence of two foreign-owned Multinational Companies (MNCs). By means of qualitative research, two banks, one US-based, the other South African-owned, are studied to determine the influence of the firm and of the host country in shaping IR practices. The paper begins by discussing employment relations in Tanzania, and then focuses on how the banks are actively transferring their employment practices to their subsidiaries. Considering the challenges posed by the host country IR systems, the paper illustrates how Tanzania aims to strike a balance between IR practices in the two MNCs and the social and economic need to sustain employment.

Partnership consultation and employer domination in two British life and pensions firms

Partnership agreements between employers and trade unions usually establish joint consultation committees for union representatives and managers to discuss workplace issues. According to conventional wisdom dominant employers use consultation under the rubric of partnership to reduce union influence and effectiveness.This article tests this assumption through a longitudinal study of new joint consultation committees introduced as part of partnership agreements in two employer dominant British life and pensions firms. Ineffective consultation in one firm reflected a conflictual industrial relations climate and management seeking retrenchment. In the other firm effective consultation developed notwithstanding employer dominance due to a more cooperative industrial relations climate, a history of cooperative management-union relations and management motives for adaptation. The findings suggest that consultation under partnership agreements enables effective union influence in such circumstances.

Law and Politics in Interwar France: Pierre Laroque's Search for a Democratic Corporatism

Pierre Laroque, the architect of French social security, emerged during the 1930s as an advocate for the corporatist management of industrial relations. Laroque's corporatist views were an outgrowth of his educational background and his experiences as a young civil servant. A member of the Conseil d'État, he came under the influence of the main doctrines of French public law. During the first half of the twentieth century, legal thinkers such as Léon Duguit and Maurice Hauriou elaborated theoretical justifications for the growing interventionism of the state. As a student of the law, Pierre Laroque became concerned with maintaining the balance between the necessity of state intervention and the preservation of individual and collective rights, thus explaining his interest in administrative decentralization. By the mid-1930s, after being assigned to the Conseil National Économique, he became interested in industrial conflict and applied a similar approach to the issue of collective bargaining. Impressed by the social achievements of Fascist Italy, Laroque advocated the corporatist management of industrial relations, an objective that he promoted in a succession of political and intellectual forums associated with the nonconformist movement. A new collective bargaining mechanism would bring together the state, business, and labor in order to mediate and resolve industrial disputes. Unlike the Fascists, however, this form of corporatism did not break with democratic or republican principles; rather, it was a decentralized administrative structure that compensated for the weaknesses of the collective bargaining process while providing a new forum for the cultivation of social solidarity.

The Americanisation of the European business system?

This article examines the impact of contemporary business practices within the American business system on established patterns of industrial relations (IR) management in European subsidiaries of US multinationals, specifically how established firm‐level settlements for the management of IR may or may not combine with host‐country effects to constrain such innovations. The empirical material leads us to evaluate subsidiaries of US multinationals as a contingent factor indicating that institutional effects at the level of the national business system are likely to be more embedded than the effects of ownership on employment and IR at firm level.