Organizational Structure, Human Resource Practices and Industrial Relations
Organizational Structure, Human Resource Practices and Industrial Relations
复制标题
DOI：
10.1108/eum0000000000106
复制
发表时间：
2013-03
影响因子：
4.6
通讯作者：
Ali Dastmalchian;P. Blyton
中科院分区：
文献类型：
--
作者：
Ali Dastmalchian;P. Blyton
报告了一项研究的结果，该研究考察了组织结构（正规化、专业化、参与和集中化）和人力资源实践（培训和内部劳动力市场（ILM）与公司劳资关系状况之间的关系。该数据是通过对来自 51 个加拿大组织的经理和工会/雇员协会代表进行广泛访谈而收集的。结果表明，决策集中化对公司的劳资关系状况产生负面影响（无论是从工会还是管理层的角度）的观点），而培训对公司劳资关系的质量有积极影响，而另一方面，考虑到当前关于劳资关系性质变化的争论，以及它们受到公司运营其他方面的影响，我们的初步研究强调了更详细研究的必要性。
Reports the results of a study examining the relationships between organizational structure (formalization, specialization, participation, and centralization) and human resource practices, (training and internal labour market (ILM) with the state of the firm′s industrial relations. The data were collected by means of extensive interviews with managers and union/employee association representatives from 51 Canadian organizations. The results show that decision‐making centralization has a negative impact on a firm′s industrial relations situations (both from the union′s and the management′s point of view), while training has a positive effect on the quality of a company′s industrial relations. The ILM, on the other hand, did not appear to have a major impact on the firm′s industrial relations. Given the current arguments about the changing nature of industrial relations, and that they are influenced by other aspects of a firm′s operations, our preliminary study has reinforced the need to study in more detai...