Understanding continuity in public sector HRM through neo‐institutional theory: why national collective bargaining has survived in English local government
Understanding continuity in public sector HRM through neo‐institutional theory: why national collective bargaining has survived in English local government
复制标题
通过新制度理论理解公共部门人力资源管理的连续性：为什么国家集体谈判在英国地方政府中得以幸存
DOI：
10.1111/1748-8583.12051
复制
发表时间：
2015
影响因子：
5.5
通讯作者：
D. Hislop
中科院分区：
文献类型：
--
作者：
P. Beszter;P. Ackers;D. Hislop
近几十年来，大多数人力资源管理研究都集中在“变化”上，描绘了越来越分散、个性化和单一的雇佣关系。公共部门人力资源管理也是如此，其重点一直是新自由主义和市场化。然而，在许多国家和部门，集体的、多元化的人力资源管理和劳资关系方法已被证明是非常有弹性的。本文使用新制度理论来解释一个这样的人力资源管理系统的“连续性”：英国地方政府的国家集体谈判（1979-2007）。我们认为，这种模式之所以能够存活，是因为它管理着连接中央政府和中央与地方关系的政治和管理过程，并作为机构利益相关者之间的渠道，向公众提供服务。通过理解将集体主义人力资源管理系统结合在一起的“被动共识”，我们可以预测可能将其分开的力量。
Most HRM research over recent decades has concentrated on ‘change’, charting ever more fragmented, individualised and unitarist employment relationships. This is equally true of public sector HRM, where the emphasis has been on neo-liberalism and marketisation. However, in many countries and sectors, collective, pluralist approaches to HRM and industrial relations have proved remarkably resilient. This article uses Neo-Institutional theory to explain the ‘continuity’ of one such HRM system: national collective bargaining in English local government (1979–2007). We argue that this survives because it manages the political and managerial processes that link central government and central–local relations and acts as a conduit between institutional stakeholders to deliver services to the public. By understanding the ‘passive consensus’ that holds the collectivist HRM system together, we can anticipate the forces that might pull it apart.