Using a theoretical approach founded on resilience studies, this article presents a comparative analysis of the reconfiguration of labour relations in Portugal, Poland and Ireland during the ...financial crisis. It proposes a critical understanding of social resilience that captures not only the organisation of the system that emerges post-crisis but also its underlying dynamic power relations, the rule and institutional arrangement systems as well as the redistribution of resources. Moreover, it argues that the crisis created an opportunity for the convergence and liberalisation of labour market models across Europe.
Business law includes contractual, labor, corporate, tax and other relations. However, the purpose of the study is to highlight and analyze only few interesting issues since it is physically ...impossible to cover all its aspects within the framework of one article. First of all, it is necessary to determine the legal basis for doing business in Germany and then – the features of starting and doing business. Therefore, this paper serves as a concise methodological guide to the regulation of the business environment in Germany. In this sense, the study examines the legal forms of doing business recognized in Germany, the legal possibilities for establishing various contractual or labor relations with contractors, as well as the grounds for corporate or private liability in case of violation of the rules. Model of corporate governance, external liability and internal corporate governance issues are of particular interest in Germany. The study confirms that the basis for regulation of various aspects of doing business in Germany is specific. The principle of direct corporate liability to creditors is common in Germany but the principle of piercing the corporate veil is allowed if the relevant prerequisites are present. However, business contracts in Germany are based on a narrow approach of contract terms regulation compared to the United States. Hearing of cases by specialized judges in Germany ensures a better and fairer judicial system in labor disputes.
After Latin America's transition to a market economy in the 1980s and 1990s, most left-wing governments in the region recognised the importance of committing to macroeconomic equilibria and ...successfully managed to combine this goal with a wide array of social policies. Wage policy, however, proved a conflictive arena in the wake of a period of harsh austerity measures. This article provides unique insights from the experience of the Chilean Concertación governments (1990-2010) about the important role intra-left conflicts played in the advancement of collective labour rights. My working hypothesis is that the conflict between technocrats and non-technocrat political cadres in conjunction with a perceived trade-off between growth and distribution was a major determinant of wage outcomes. My analysis relies on a mixed-methods approach combining regression analysis and process tracing. Chile's attempts at labour reform during the Concertación governments help explain how the perceived trade-off mentioned above may have unfolded not only in Latin America but also in other regions of the developing world. The novelty of this analysis lies in highlighting intra-left conflict as an important and understudied driver of labour and wage policies and elucidating the political economy of distributive strategies during the period 1990-2010.
Leveraging a longitudinal data set concerning 102 interfirm disputes, we evaluate the effects of contract structure on trust and on the likelihood of continued collaboration. We theoretically refine ...and empirically extend prior research by (1) distinguishing between the control and coordination functions of contracts, (2) separating goodwillbased and competence-based trust, and (3) evaluating the effects of contract structure on relational outcomes in the context of disputes. We find that control provisions increase competence-based trust but reduce goodwill-based trust, resulting in a net decrease in the likelihood of continued collaboration. Coordination provisions increase competence-based trust, leading to an increased likelihood of continued collaboration.
Employee Justice Across Cultures Shao, Ruodan; Rupp, Deborah E.; Skarlicki, Daniel P. ...
Journal of management,
01/2013, Volume:
39, Issue:
1
Journal Article
Peer reviewed
This article explores the moderating influence of Hofstede’s cultural dimensions (individualism/collectivism, masculinity/femininity, uncertainty avoidance, and power distance) on the relationship ...between justice perceptions and both supervisor- and employer-related outcomes. The integration of justice theories with Hofstede’s national culture typology implies multiple, and potentially competing, propositions regarding the impact of culture on justice effects. To sort out these issues, the authors present meta-analytic findings summarizing data from 495 unique samples, representing over 190,000 employees working in 32 distinct countries and regions. Results indicate that justice effects are strongest among nations associated with individualism, femininity, uncertainty avoidance, and low power distance. The authors discuss these findings in terms of the practice of justice across cultures.
The global labour market is witnessing an increase in non‐standard employment, and China is no exception, albeit with distinct socio‐political dynamics. This research explores the variation of ...employment relations in China’s platform economy and discusses how the various types of precarious employment are generated and developed in post‐socialist China. Based on interviews with platform company managers and platform food delivery workers in China, this study draws a broader picture of platform work, considering the complex layers of labour practices at the level of platform companies and platform work. The research discusses the various labour arrangements in the ZZ food delivery platform and finds that variation serves to intensify and diversify managerial practices in platform work; at the same time, traditional types of work in platform companies are also undergoing transitions and the boundary between internal and external organisations is increasingly blurred and fluid. Labour relations in the platform economy are characterised by multiplication, and this multiplication is facilitated by the post‐socialist Chinese labour market’s general trend towards precariousness and the state’s tolerant approach to various non‐standard employment types in the era of “the new normal.”
We propose a cross-level contingent process model based on social cognitive theory to explain how and when the quality of social exchange relationships with a supervisor (leader-member exchange; LMX) ...and fellow team members (team-member exchange; TMX) affect individual creativity in work teams. Using longitudinal, multisource data for 828 employees on 116 teams, we found LMX and TMX had unique indirect effects on employee creativity via self-efficacy. Further, moderated path analysis revealed LMX differentiation attenuated LMX quality's direct effect on self-efficacy and indirect effect on creativity, whereas TMX differentiation augmented TMX quality's direct effect on self-efficacy and indirect effect on creativity.
While research on managing labour relations in multinational companies (MNCs) has made great strides in recent years, large-scale quantitative comparisons of these companies’ behaviour and the extent ...to which this behaviour is shaped by country-of-origin and country-of-operations institutional effects are still in short supply. In this article we analyse organised labour activities in 18 countries via a sample of 1872 private organisations – 874 MNCs and 998 domestic organisations – using the Cranet survey database. Research results imply a weaker position of organised labour in MNCs than in domestic private organisations. MNCs from the Anglo-Saxon and Corporatist labour relations environment were found to adapt their labour relations practices to the local setting to a significant extent, while Mediterranean MNCs proved less adaptable. They all recognised organised labour endeavours to a greater extent when required, yet reduced their recognition of these when this was acceptable from a local labour relations environment perspective, implying opportunistic behaviour.
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