The Internal Legal Culture of Organizations

95-11842 Edelman现代法律规定雇主有重大责任遵守和执行政府旨在保护公民权利和雇主与雇员关系其他方面的政策。 尽管如此，规范雇用关系的法律往往宽泛而模糊，使各组织有很大的自由来解释和决定如何遵守这些法律。 先前的研究表明，组织通过创建内部法律的结构来回应这些法律，这些结构作为对法律的关注的象征。 但是，关于这些结构如何塑造其组织的内部法律的文化，或者是否（多少？）当他们认为自己的法律的权利受到侵犯时，他们会影响雇员维护这些权利，或者通过制造雇主必须遵守法律的印象来安抚雇员。 本研究以组织理论为基础，对组织内部法律的文化的产生和特点以及旨在保护雇员的法律实际上改变组织文化和影响雇员工作生活的程度进行了广泛的调查。 它是根据对六个组织的一般、法律的和人事行政官员的访谈以及对每个组织200名雇员的调查得出的。 在组织内一级，它将调查雇员对在组织内实现权利的看法，以及他们选择法律的办法解决就业问题的可能性。 在组织一级，这项研究将阐明官员对法律和制定的概念。规范雇佣关系的法律往往是宽泛和模糊的，给组织留下了很大的自由来解释和决定如何遵守这些法律。 先前的研究表明，组织通过创建内部法律的结构来回应这些法律，这些结构作为对法律的关注的象征。 但是，关于这些结构如何塑造其组织的内部法律的文化，或者是否（多少），当他们认为自己的法律的权利受到侵犯时，他们会影响雇员维护这些权利，或者通过制造雇主必须遵守法律的印象来安抚雇员。 本研究以组织理论为基础，对组织内部法律的文化的产生和特点以及旨在保护雇员的法律实际上改变组织文化和影响雇员工作生活的程度进行了广泛的调查。 它是根据对六个组织的一般、法律的和人事行政官员的访谈以及对每个组织200名雇员的调查得出的。 在组织内一级，它将调查雇员对在组织内实现权利的看法，以及他们选择法律的办法解决就业问题的可能性。 在组织层面，本研究将阐明官员的法律观念和内部法律的文化的制定。 ****

95-11842 Edelman Contemporary laws impose substantial responsibilities upon employers to adhere to and enforce government policies designed to protect civil rights and other aspects of the employer-employee relation. Despite this, the laws regulating the employment relation tend to be broad and ambiguous, leaving organizations wide latitude to interpret and decide how to comply with them. Previous research indicates that organizations respond to these laws by creating internal legal structures that serve as symbols of attention to law. But research give few clues concerning a number of important questions concerning how these structures shape the internal legal culture of their organizations or whether (how much?) they influence employees to assert their legal rights when they perceive them to be infringed or pacify employees by creating the impression that the employer must be obeying the law. Drawing on organization theory, this study is a broad investigation of the creation and characteristics of internal legal cultures within organizations and the extent to which laws designed to protect employees actually change organizational culture and affect the work lives of employees. It is based on interviews with general, legal, and personnel administrative officials in six organizations and on a survey of 200 employees in each of these organizations. At the intraorganizational level, it will investigate employees views of the realization of rights in organizations and of the likelihood of their opting for legal solutions to employment problems. At the organization level, the study will elucidate officials' conceptions of law and enactment %%%% The laws regulating the employment relation tend to be broad and ambiguous, leaving organizations wide latitude to interpret and decide how to comply with them. Previous research indicates that organizations respond to these laws by creating internal legal structures that serve as symbols of attention to law. But research give few clues concern ing a number of important questions concerning how these structures shape the internal legal culture of their organizations or whether (how much?) they influence employees to assert their legal rights when they perceive them to be infringed or pacify employees by creating the impression that the employer must be obeying the law. Drawing on organization theory, this study is a broad investigation of the creation and characteristics of internal legal cultures within organizations and the extent to which laws designed to protect employees actually change organizational culture and affect the work lives of employees. It is based on interviews with general, legal, and personnel administrative officials in six organizations and on a survey of 200 employees in each of these organizations. At the intraorganizational level, it will investigate employees views of the realization of rights in organizations and of the likelihood of their opting for legal solutions to employment problems. At the organization level, the study will elucidate officials' conceptions of law and enactment of internal legal culture. ****