Advancing Industrial Relations Theory: An Analytical Synthesis of British-American and Pluralist-Radical Ideas

YesProminent writers in industrial relations (IR) have concluded the field is in significant decline, partly because of a failed theory base. The theory problem is deepened because other writers conclude developing a theory foundation for industrial relations is neither possible nor desirable. We believe advancing IR theory is both needed and possible, and take up the challenge in this paper. A long-standing problem in theorizing industrial relations has been the lack of agreement on the field’s core analytical construct. However, in the last two decades writers have increasingly agreed the field is centred on the employment relationship. Another long-standing problem is that writers have theorized industrial relations using different theoretical frames of reference, including pluralist and radical-Marxist; different disciplinary perspectives, such as economics, sociology, history, and politics; and from different national traditions, such as British, French, and American. In this paper, we seek to advance IR theory and better integrate paradigms and national traditions. We do this by developing an analytical explanation for four core features of the employment relationship—generation of an economic surplus, cooperation-conflict dialectic, indeterminate nature of the employment contract, and asymmetric authority and power in the firm—using an integrative mix of ideas and concepts from the pluralist and radical-Marxist streams presented in a multi-part diagram constructed with marginalist tools from conventional economics. The diagram includes central IR system components, such as labour market, hierarchical firm, macro-economy, and nation state government. The model is used to explain the four features of the employment relationship and derive implications for IR theory and practice. Examples include the diagrammatic representation of the size and distribution of the economic surplus, a new analytical representation of labour exploitation, identification of labour supply conditions that encourage, respectively, cooperation versus conflict, and demonstration of how inequality of bargaining power in labour markets contributes to macroeconomic stagnation and unemployment

Using unitarist, pluralist, and radical frames to map the cross-section distribution of employment relations across workplaces : a four-country empirical investigation of patterns and determinants

The frames of reference model developed by Fox, and extended by a number of other authors, is arguably the central paradigm framework in the employment/industrial relations field. Despite its importance and popularity, use of frames of reference to structure empirical analysis and develop hypotheses is relatively rare and, to the best of our knowledge, the framework and its key constructs and principles have themselves never been empirically examined with data from a representative cross-section of workplaces using quantitative methods. This article, with the aid of a new four-country (Australia, Canada, UK, and US) survey data set on 7000+ workplaces, initiates this kind of empirical study. The frames of reference distinguish three main types of employment relationships: unitarist, pluralist, radical. We select six attitudinal/behavioral indicators from the data set that distinguish which frame a workplace is in, combine them to form a Relational Quality Index, plot the 7000+ Relational Quality Index observations as four-country frequency distributions, and use different statistical criteria to indicate the relative size of each frame. We next do regression analysis in which the 7000+ workplace Relational Quality Index scores are the dependent variable and construct from the data set 20 frames of reference explanatory variables. As theory predicts, workplaces with stronger common (opposed) interests have better (worse) employer–employee relations

The “good workplace”

Purpose The purpose of this paper is to take a serious look at the relationship between joint consultation systems at the workplace and employee satisfaction, while at the same time accounting for the (possible) interactions with similar union and management-led high commitment strategies. Design/methodology/approach Using new, rich data on a representative sample of British workers, the authors identify workplace institutions that are positively associated with employee perceptions of work and relations with management, what in combination the authors call a measure of the “good workplace.” In particular, the authors focus on non-union employee representation at the workplace, in the form of joint consultative committees (JCCs), and the potential moderating effects of union representation and high-involvement human resource (HIHR) practices. Findings The authors’ findings suggest a re-evaluation of the role that JCCs play in the subjective well-being of workers even after controlling for unions and progressive HR policies. There is no evidence in the authors’ estimates of negative interaction effects (i.e. that unions or HIHR negatively influence the functioning of JCCs with respect to employee satisfaction) or substitution (i.e. that unions or HIHR are substitutes for JCCs when it comes to improving self-reported worker well-being). If anything, there is a significant and positive three-way moderating effect when JCCs are interacted with union representation and high-involvement management. Originality/value This is the first time – to the authors’ knowledge – that comprehensive measures of subjective employee well-being are being estimated with respect to the presence of a JCC at the workplace, while controlling for workplace institutions (e.g. union representation and human resource policies) that are themselves designed to involve and communicate with workers

Spin-dependent thermoelectric transport coefficients in near-perfect quantum wires

Thermoelectric transport coefficients are determined for semiconductor quantum wires with weak thickness fluctuations. Such systems exhibit anomalies in conductance near 1/4 and 3/4 of 2e^2/h on the rising edge to the first conductance plateau, explained by singlet and triplet resonances of conducting electrons with a single weakly bound electron in the wire [T. Rejec, A. Ramsak, and J.H. Jefferson, Phys. Rev. B 62, 12985 (2000)]. We extend this work to study the Seebeck thermopower coefficient and linear thermal conductance within the framework of the Landauer-Buettiker formalism, which also exhibit anomalous structures. These features are generic and robust, surviving to temperatures of a few degrees. It is shown quantitatively how at elevated temperatures thermal conductance progressively deviates from the Wiedemann-Franz law.Comment: To appear in Phys. Rev. B 2002; 3 figure

Management and leadership in UK universities: exploring the possibilities of change

This paper considers the case for reform of management struc- tures in UK universities and offers proposals for change. The model of top-down, performance-led management that characterises many institutions is both outmoded and ill-suited to the chal- lenges of an increasingly turbulent higher education sector. Drawing on the experiences of a university that introduced a new scheme of performance management, I explore alternative approaches to leadership and management, collaborative or part- nership working designed to improve employee voice and the need to re-evaluate approaches to Human Resource Management. I conclude with a five-point model for change

High Involvement Management, High Performance Work Systems and Well-being

Studies on the impact of high-performance work systems on employees' well-being are emerging but the underlying theory remains weak. This paper attempts to develop theory of the effects on well-being of four dimensions of high-performance work systems: enriched jobs, high involvement management, employee voice, and motivational supports. Hypothesized associations are tested using multilevel models and data from Britain's Workplace Employment Relations Survey of 2004 (WERS2004). Results show that enriched jobs are positively associated with both measures of well-being: job satisfaction and anxiety–contentment. Voice is positively associated with job satisfaction, and motivational supports with neither measure. The results for high involvement management are not as predicted because it increases anxiety and is independent of job satisfaction

Consensus guidelines for the definition, detection and interpretation of immunogenic cell death.

Cells succumbing to stress via regulated cell death (RCD) can initiate an adaptive immune response associated with immunological memory, provided they display sufficient antigenicity and adjuvanticity. Moreover, multiple intracellular and microenvironmental features determine the propensity of RCD to drive adaptive immunity. Here, we provide an updated operational definition of immunogenic cell death (ICD), discuss the key factors that dictate the ability of dying cells to drive an adaptive immune response, summarize experimental assays that are currently available for the assessment of ICD in vitro and in vivo, and formulate guidelines for their interpretation

Cardiovascular development: towards biomedical applicability: Regulation of cardiomyocyte differentiation of embryonic stem cells by extracellular signalling

Investigating the signalling pathways that regulate heart development is essential if stem cells are to become an effective source of cardiomyocytes that can be used for studying cardiac physiology and pharmacology and eventually developing cell-based therapies for heart repair. Here, we briefly describe current understanding of heart development in vertebrates and review the signalling pathways thought to be involved in cardiomyogenesis in multiple species. We discuss how this might be applied to stem cells currently thought to have cardiomyogenic potential by considering the factors relevant for each differentiation step from the undifferentiated cell to nascent mesoderm, cardiac progenitors and finally a fully determined cardiomyocyte. We focus particularly on how this is being applied to human embryonic stem cells and provide recent examples from both our own work and that of others