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  • Analyzing the experiences of 3 unionized manufacturing firms in North America, 2 relatively unexplored issues in previous literature are examined: 1. skill based pay in unionized organizations, and 2. the transition from job-based pay to skill-based pay. The 3 cases showed substantial variety, particularly in the areas of practical details of SBP and the work system in which SBP operates. The cases show that SBP can be successfully designed and implemented in older unionized workplaces with strong contract language. Specifically, it was found that SBP can be introduced even where numerous job classifications are retained and that seniority rights are not inconsistent with an effective SBP system.

  • A study empirically examines the relationships between union status, union involvement, and the performance of gainsharing programs. The predictions of various competing theoretical perspectives are evaluated: 1. the agency/transaction cost approach, 2. the monopoly model, 3. the institutional voice model, and 4. a 2-faces model of labor organization. Gainsharing programs with union involvement in program administration resulted in better perceived performance than average programs in the nonunion sector. However, gainsharing programs in the union sector without union involvement had worse outcomes than those in the nonunion sector. These 2 divergent situations resulted in union status itself having an insignificant relationship with program performance.

  • In this study, we examine the role of mutual trustworthiness between labour representatives and management and its relationship with the adoption of High Performance Work Systems (HPWS) in the Korean employment relations context. We argue that trustworthiness is a feature of the parties to the exchange, as opposed to trust, which explains the nature of exchange relationships. We follow existing literature on trustworthiness and agree that it is composed of three variables, i.e., ability, integrity, and benevolence. We test the effects of these three variables as important antecedents for the adoption of HPWS at the workplace level. Using the National Establishment Survey 2009 conducted by Statistics Korea as a sample frame, we survey a representative sample of Korean establishments. These data consist of 1,353 paired responses from labour representatives and managers. Our results show that labour-management mutual ability trustworthiness (MAT) has a positive and significant relationship with the adoption of high performance work systems (Hypothesis 1); mutual benevolence trustworthiness (MBT) has a positive and significant relationship with the adoption of high performance work systems (Hypothesis 2); and mutual integrity trustworthiness (MIT) has a positive and significant relationship with the adoption of high performance work systems (Hypothesis 3). These results show that mutual trustworthiness in Korean employment relations is an important antecedent for the adoption of HPWS and can enable Korean industry to improve its position in the global economy. In the final analysis, it is implied that employment relations actors pursuing cooperative employment practices should ensure the development of a virtuous cycle of mutual trustworthiness. (English)

Last update from database: 9/23/24, 4:10 AM (UTC)