Pay Developments in Britain and Germany: Collective Bargaining, ‘Benchmarking’, and ‘Mimetic Wages’
Pay Developments in Britain and Germany: Collective Bargaining, ‘Benchmarking’, and ‘Mimetic Wages’
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英国和德国的薪酬发展：集体谈判、“基准化”和“模拟工资”
DOI：
10.1177/0959680106061370
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发表时间：
2006
影响因子：
2.6
通讯作者：
B. Dworschak
中科院分区：
文献类型：
--
作者：
Werner Schmidt;B. Dworschak
本文考察了1980年至2000年期间英国和德国国家劳资关系机构对薪酬变动的影响。尽管英国的多雇主谈判和协议破裂，而德国的多雇主谈判和协议持续存在，但英国的加薪幅度略高。有证据表明，英国的薪酬决定主要是由模仿而不是市场决定的。文章认为，英国的“薪酬基准”制度可以替代德国的“部门协议模式”，并解释了薪酬变动的相似之处。
This article examines the impact of national industrial relations institutions on pay movements in Britain and Germany between 1980 and 2000. Pay increases are slightly higher in Britain, despite the breakdown of multi-employer bargaining and agreements in the UK and their persistence in Germany. Evidence shows that pay decisions in Britain are mainly determined by imitation and not by markets. The article suggests that a system of ‘pay benchmarking’ in Britain acts as a substitute for the German ‘sectoral agreement model’ and explains similarities in pay movements.