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Endüstri İlişkileri Teorisi ve İnsan Kaynakları Yönetimi

Year 2014, Volume: 3 Issue: 42, 111 - 136, 01.01.2014

Abstract

Endüstri ilişkileri geçmişten günümüze çoğulcu karakterdedir ve esas meselesi çalışma ilişkisini incelemektir. Çalışma ilişkisini incelerken kullandığı ayırt edici perspektif, bu ilişkinin asimetrik ve çıkar farklılığına dayalı bir ilişki olduğu yönündeki kabulüdür. Endüstri ilişkileri teorisi iki meydan okumayla karşılaşmıştır: Mobilizasyon teorisi ve Neo-çoğulculuk. Mobilizasyon teorisi; adaletsizlik, kolektivizm, mobilizasyon ve uzun dalgalar gibi endüstri ilişkileri teorisi için önemli gündemler saptarken, neo-çoğulculuk endüstri ilişkileri odağının çalışma ilişkisi ile toplum arasındaki bağlantıya yönelmesi gerektiğini ifade etmektedir. İnsan kaynakları yönetimi İKY ise, endüstri ilişkileri geleneğiyle uzlaşması mümkün görünmeyen bireyselciliği ve tekilciliği ile emek probleminin işveren yönelimli çözümü ile ilgilenmektedir. Ayrıca İKY tek yanlı bir yönetim fonksiyonudur ve teorik yeterliliği tartışmaya açıktır. Endüstri ilişkilerinin ve sendikacılığın yerine İKY’nin ikame olması mümkün değildir

References

  • Ackers, P. (2002). Reframing Employment Relations: The Case for Neo-Pluralism. Industrial Relations Journal, 33(1), 2-19.
  • Ackers, P. (2007). Collective Bargaining as Industrial Democracy: Hugh Clegg and the Political Foundations of British Industrial Relations Pluralism. British Journal of Industrial Relations, 45(1), 77-101.
  • Ackers, P., & Payne, J. (1998). British Trade Unions and Social Partnership: Rhetoric, Reality and Strategy. The International Journal of Human Resource Management, 9(3), 529-550.
  • Ackers, P., & Wilkinson, A. (2005). British Industrial Relations Paradigm: A Critical Outline History and Prognosis. The Journal of Industrial Relations, 47(1), 443-456.
  • Badigannavar, V., & Kelly, J. (2005). Why Are Some Uinon Organizing Compaigns More Succesful Than Others. British Journal of Industrial Relations, 43(3), 515-535.
  • Bardasi, E., & Francesco, M. (2003). The Impact of Atypical Employment on Individual Wellbeing: Evidence from a Panel of British Workers. Essex: Institute of Social and Economic Research University of Essex.
  • Baruch, Y. (1998). The Rise and Fall of Organizational Commitment. Human Systems Management, 17(2), 135-143.
  • Bender, K. A., & Sloane, P. J. (1999). Trade Union Membership, Tenure and the Level of Job Insecurity. Applied Economics, 31, 123-135.
  • Blain, A. N., & Gennard, J. (1970). Industrial Relations Theory: A Critical Review. British Journal of Industrial Relations, 8(3), 359-407.
  • Blyton, P., & Turnbull, P. (1992). HRM: Debates, Dilemmas and Constradictions. P. Blyton, & P. Turnbull içinde, Reassessing Human Resource Management (s. 1- 15). London: SAGE Publication.
  • Blyton, P., & Turnbull, P. (2004). The Dynamics of Employee Relations (3 b.). London: Palgrave Macmillan.
  • Boxal, P., & Purcell, J. (2003). Strategy and Human Resource Management. New York: Palgrave Macmillan.
  • Boxal, P., Purcell, J., & Wright, P. (2007). Human Resource Management: Scope, Analysis, and Significance. P. Boxal, J. Purcell, & P. Wright içinde, The Oxford Handbook of Human Resource Management (s. 1-18). Oxford: Oxford University Press.
  • Bronfenbrenner, K. (2009). No Holds Barred: The Intensification of Employer Opposition to Organizing. Washington: Economic Policy Institute.
  • Bronfenbrenner, K., & Juravich, T. (October 1994). The Impact of Employer Opposition on Union Certification Win Rates. Washington: Economic Policy Institute.
  • Budd, J. W., Gomez, R., & Meltz, N. M. (2004). Why a Balance is Best: Pluralist Industrial Relations Paradigm of Balancing Competing Interest. B. E. Kaufman içinde, Theoretical Perpectives on Work and the Employment Relationship (s. 195-227). New York: Industrial Relations Research Association, Cornel University Press.
  • Cheng, G. H., & Chan, D. K. (2008). Who Suffers More from Job Insecurity? A Meta- Analytic Review. Applied Psychology: An International Review, 57(2), 272-303.
  • Clark, A. E. (2005). Your Money or Your Life: Changing Job Quality in OECD Countries. British Journal of Industrial Relations, 43(3), 377-400.
  • Clegg, H. A. (1975). Pluralism in Industrial Relations. British Journal of Industrial Relations, 13(3), 309-316.
  • Clegg, H. A. (1979). The Changing System of Industrial Relations in Great Britain (3 b.). Oxford: Blackwell.
  • Cohany, S. R. (1999). Alternative Work Arrangements: Workers in Alternative Employment Arrangements. Monthly Labor Review, 31-45.
  • Collings, D. G., & Wood, G. (2009). Human Resource Management: A Critical Approach. D. G. Collings, & G. Wood içinde, Human Resource Management: A Critical Approach (s. 1-16). London: Routledge.
  • Cradden, C. (2011). Unitarism, Pluralism and the Rest. Geneve: Universite de Geneve, Working Paper, No. 7.
  • Cranford, C. J. (2003). Community Unionism: Organising for Fair Employment in Canada. Just Labour, 3, 46-59.
  • Davy, J. A., Kinicki, A. J., & Scheck, C. L. (1997). A Test of Job Security's Direct and Mediated Effects on Withdrawal Cognitions. Journal of Organizational Behaviour, 18, 323-349.
  • Dekker, S. W., & Schaufeli, W. B. (1995). The Effects of Job Insecurity on Psychological Health and Withdrawal: A Longitudinal Study. Australian Psychologist, 30(1), 57-63.
  • Druker, J., White, G., Hegewisch, A., & Mayne, L. (1996). Beetwen Hard and Soft HRM: Human Resource Management in the Construction Industry. Construction Management and Economics, 14, 405-416.
  • Dunlop, J. (1958). Industrial Relations Systems. New York: Hart.
  • Edwards, P. (2003). The Employment Relationship and Field of Industrial Relations. P. Edwards içinde, Industrial Relations: Theory and Practice (s. 1-36). Malden: Blackwell Publishing.
  • Enhert, I. (2009). Sustainable Human Resource Management: A Conceptual and Exploratory Analysis from a Paradox Perspective. Berlin: Physica-Verlag.
  • Farnham, D., & Pimlott, J. (1995). Understanding Industrial Relations (5 b.). New York: Cassell.
  • Fiorito, J. (2001). Human Resource Management Practices and Worker Desires for Union Representation. Journal of Labor Research, 22(2), 335-354.
  • Flanders, A. (1967). Collective Bargaining: A Theoretical Approach. First World Congress of the International Industrial Relations Association. Geneva.
  • Fox, A. (1966). Industrial Sociology and Industrial Relations. London: HMSO.
  • Fox, A. (1974). Beyond Contract: Power, Work and Trust Relations. London: Faber & Faber.
  • Freeman, R. B. (2007). Do Workers Still Want Union? More Than Ever. Washington: Economic Policy Institute.
  • Freeman, R. B., & Kleiner, M. M. (1988). Employer Behavior in the Face of Union Organizing Drives. Cambridge: National Bureau of Economic Research.
  • Frege, C., Kelly, J., & McGovern, P. (2011). Richard Hyman: Marxism, Trade Unionsm and Comprative Industrial Relations. British Journal of Industrial Relations, 49(2), 209-230.
  • Gall, G. (2004). British Employer Resistance to Trade Union Recognition. Human Resorce Management Journal, 14(2), 36-53.
  • Gall, G., & McKay, S. (2001). Facing 'Fairness at Work': Union Perception of Employer Opposition and Response to Union Recognition. Industrial Relations Journal, 32(2), 94-113.
  • Gallie, D., Felstead, A., & Green, F. (2001). Employer Policies and Organizational Commitment in Britain 1992-97. Journal of Management Studies, 38(8), 1083-1101.
  • Geare, A., Edgar, F., & McAndrew, I. (2006). Employment Relationships: Ideology and HRM Practice. The International Journal of Human Resource Management, 17(7), 1190-1208.
  • Gill, C. (1999). Use of Hard and Soft Models of HRM to Illustrate the Gap between Rhetoric and Reality in Workforce Management. Working Paper Series, RMIT Business, WP 99/13.
  • Greenwood, M. R. (2002). Ethics and HRM: A Review and Conceptual Analysis. Journal of Business Ethics, 261-278.
  • Guest, D. E. (1987). Human Resource Management and Industrial Relations. Journal of Management Studies, 14(5), 503-521.
  • Guest, D. E. (1997). Human Resource Management and Performance: A Review and Research Agenda. The International Journal of Human Resource Management, 8(3), 263-276.
  • Guest, D. E. (1999). Human Resource Management - the Workers' Verdict. Human Resource Management Journal, 39(2), 207-236.
  • Hyman, R. (1978). Pluralism, Procedural Concensus and Collective Bargaining. British Journal of Industrial Relations, 16(1), 16-40.
  • Kalleberg, A. L. (2000). Nonstandart Employment Relations: Part-Time, Temporary and Contract Work. Annual Review of Sociology, 26, 341-365.
  • Kane, R. L. (1996). HRM: Changing Concepts in A Changing Environment. International Journal of Employment Studies, 4(2), 115-177.
  • Kaufman, B. E. (2001). The Theory and Practice of Strategic HRM and Participative Management: Antecedents in Early Industrial Relations. Human Resource Management Review, 11, 505-533.
  • Kaufman, B. E. (2004). Global Evolution of Industrial Relations. Geneva: ILO.
  • Kaufman, B. E. (2008). Paradigms in Industrial Relations: Original, Modern and Versions in-between. British Journal of Industrial Relations, 46(2), 314-339.
  • Keenoy, T. (1997). Review Article: HRMism and the Languages of Re- presentation. Journal of Management Studies, 34(5), 825-841.
  • Keller, B. (2005). The Industrial Relations Field in Germany: An Empirical and Comparative Analysis. Advances in Industrial & Labor Relations, 14, 239-277.
  • Kelly, J. (1998). Rethinking Industrial Relations: Mobilization, Collectivism and Long Waves. London: Routledge.
  • Kelly, J. (2004). Social Partnership Agreements in Britain: Labor Cooperation and Compliance. Industrial Relations, 43(1), 267-292.
  • Klee, A. R. (1986). Worker Participation in Japan: The Temporary Employee and Enterprise Unionism. Comparative Labor Law, 365, 365-403.
  • Kochan, T. A., & Osterman, P. (1994). Mutual Gains Enterprise: Forging a Winning Partnership among Labour, Management and Government. Boston: Harvard University Press.
  • Legge, K. (1995). Human Resource Management: Rhetorics and Realities. Basingstoke: Macmillan Press.
  • Legge, K. (2001). Human Resource Management: A Critical Analysis. J. Storey içinde, New Perspectives on Human Resource Management (3 b., s. 19-40). London: Thomson Learning.
  • Lengnick-Hall, C. A., & Lengnick-Hall, M. L. (1988). Strategic Human Resources Management: A Review of the Literature and a Proposed Typology. Academy of Management Review, 13(3), 454-470.
  • Machin, S., & Wood, S. (2005). Human Resource Management as a Substitute for Trade Unions in British Workplaces. Industrial and Labor Relations Review, 58(2), 201-218.
  • Mahoney, T. A., & Deckop, J. R. (1986). Evolution of Concept and Practice in Personnel Administration / Human Resource Management (PA/HRM). 1986 Yearly Review of Management of the Journal of Management, 12(2), 223-241.
  • Meyer, J. P., & Smith, C. A. (2000). HRM Practices and Organizational Commitment Test of a Mediation Model. Canadian Journal of Administrative Sciences, 17(4), 319-331.
  • Moody, K. (2009). Union Organising in the US: New Tactics, Old Barriers. G. Gall içinde, The Future of Union Organising: Building for Tomorrow (s. 10-27). Basingstoke: Palgrave Macmillan.
  • Mowday, R. (1998). Reflections on the Study and Relevance of Organizational Commitment. Human Resource Management Review, 8(4), 387-401.
  • Noon, M. (1992). HRM: A Map, Model or Theory? P. Blyton, & P. Turnbull içinde, Reassessing Human Resource Management (s. 16-32). London: SAGE Publication.
  • Ogilvie, J. R. (1986). The Role of Human Resource Management Practices in Predicting Organizational Commitment. Group and Organization Studies, 11, 335-359.
  • Paauwe, J., & Boon, C. (2009). Strategic HRM: A Critical Review. D. G. Collings, & G. Wood içinde, Human Resource Management: A Critical Approach (s. 38-54). London: Routledge.
  • Pieper, R. (1990). Introduction. R. Pieper içinde, Human Resources Management: An International Comparison (s. 1-26). Berlin: Walter de Gruyter.
  • Pollert, A. (2010). Spheres of Collectivism: Group Action and Perspectives on Trade Unions among the Low-Paid Unorganized with Problems at Work. Capital & Class, 34(1), 115-125.
  • Provis, C. (1996). Unitarism, Pluralism, Interests and Values. British Journal of Industrial Relations, 34(4), 473-495.
  • Robinson, I. (2008). What Explains Unorganized Worker's Growing Demand for Unions? Labor Studies Journal, 33(3), 235-243.
  • Roche, W. K. (2001). Accounting for the Trend in Trade Union Recognition in Ireland. Industrial Relations Journal, 32(1), 37-54.
  • Rose, M. (2005). Job Satisfaction in Britain: Coping with Complexity. British Journal of Industrial Relations, 43(3), 455-467.
  • Sims, R. R. (2002). Organizational Success through Effective Human Resources Management. London: Quorum Books.
  • Springer, B., & Springer, S. (1990). Human Resource Management in the U.S. - Celebration of its Centenary. R. Pieper içinde, Human Resource Management: An International Comparison (s. 41-60). Berlin: Walter de Gruyter.
  • Turner, T., & D'Art, D. (2012). Public Perceptions of Trade Unions in Countries of the European Union: A Casual Analysis. Labor Studies Journal, 37(1), 33-55.
  • Waddington, J., & Whitson, C. (1997). Why Do People Join Unions in a Period of Membership Decline? British Journal of Industrial Relations, 35(4), 515-546.
  • Wills, J. (2001). Community Unionism and Trade Union Renewal in the UK: Moving beyond the Fragments at Last? Transactions of the Institute of British Gegraphers, 26(4), 464-483.
  • Wilton, N. (2010). An Introduction to Human Resource Management. London: SAGE Publication.
  • Wood, S. (1995). The Four Pillar of HRM: Are They Connected? Human Resource Management Journal, 5(5), 49-59.
  • Wright, P. M., Dunford, B. B., & Snell, S. A. (2001). Human Resources and the Resource Based View of the Firm. Journal of Management, 27, 701-721.
  • Yıldırım, E. (1997). Endüstri İlişkileri Teorileri. Sakarya: Değişim.
  • Zeytinoğlu, I. U., Yılmaz, G., Keser, A., İnelmen, K., Uygur, D., & Özsoy, A. (2013). Job Satisfaction, Flexible Employment and Job Security among Turkish Service Sector Workers. Economic and Industrial Democracy, 34(1), 123-144.

Industrıal Relatıons Theory and Human Resource Management

Year 2014, Volume: 3 Issue: 42, 111 - 136, 01.01.2014

Abstract

Industrial relations theory has been formed with a pluralist character and its main issue has investigated employment relationship, and its subject matter has the asymmetry of power and the co-existence of conflict and cooperation in this relationship. Industrial relations theory was challenged by mobilization theory and neo-pluralism, which do not contrast with the tradition of industrial relations. While mobilization theory mapped very important agendas –such as injustice, long waves, mobilization and collectivism- for industrial relations, neo-pluralism emphasized that industrial relations should investigate ‘order problem’ rather than ‘labour problem’. Human resource management HRM , on the contrary, has a unitary and individualist character; at least, it has tried to constitute these. Moreover it has a unilateral management function, and its theoretical adequacy has opened to discussion. HRM, therefore, can substitute instead of neither industrial relations nor unionism

References

  • Ackers, P. (2002). Reframing Employment Relations: The Case for Neo-Pluralism. Industrial Relations Journal, 33(1), 2-19.
  • Ackers, P. (2007). Collective Bargaining as Industrial Democracy: Hugh Clegg and the Political Foundations of British Industrial Relations Pluralism. British Journal of Industrial Relations, 45(1), 77-101.
  • Ackers, P., & Payne, J. (1998). British Trade Unions and Social Partnership: Rhetoric, Reality and Strategy. The International Journal of Human Resource Management, 9(3), 529-550.
  • Ackers, P., & Wilkinson, A. (2005). British Industrial Relations Paradigm: A Critical Outline History and Prognosis. The Journal of Industrial Relations, 47(1), 443-456.
  • Badigannavar, V., & Kelly, J. (2005). Why Are Some Uinon Organizing Compaigns More Succesful Than Others. British Journal of Industrial Relations, 43(3), 515-535.
  • Bardasi, E., & Francesco, M. (2003). The Impact of Atypical Employment on Individual Wellbeing: Evidence from a Panel of British Workers. Essex: Institute of Social and Economic Research University of Essex.
  • Baruch, Y. (1998). The Rise and Fall of Organizational Commitment. Human Systems Management, 17(2), 135-143.
  • Bender, K. A., & Sloane, P. J. (1999). Trade Union Membership, Tenure and the Level of Job Insecurity. Applied Economics, 31, 123-135.
  • Blain, A. N., & Gennard, J. (1970). Industrial Relations Theory: A Critical Review. British Journal of Industrial Relations, 8(3), 359-407.
  • Blyton, P., & Turnbull, P. (1992). HRM: Debates, Dilemmas and Constradictions. P. Blyton, & P. Turnbull içinde, Reassessing Human Resource Management (s. 1- 15). London: SAGE Publication.
  • Blyton, P., & Turnbull, P. (2004). The Dynamics of Employee Relations (3 b.). London: Palgrave Macmillan.
  • Boxal, P., & Purcell, J. (2003). Strategy and Human Resource Management. New York: Palgrave Macmillan.
  • Boxal, P., Purcell, J., & Wright, P. (2007). Human Resource Management: Scope, Analysis, and Significance. P. Boxal, J. Purcell, & P. Wright içinde, The Oxford Handbook of Human Resource Management (s. 1-18). Oxford: Oxford University Press.
  • Bronfenbrenner, K. (2009). No Holds Barred: The Intensification of Employer Opposition to Organizing. Washington: Economic Policy Institute.
  • Bronfenbrenner, K., & Juravich, T. (October 1994). The Impact of Employer Opposition on Union Certification Win Rates. Washington: Economic Policy Institute.
  • Budd, J. W., Gomez, R., & Meltz, N. M. (2004). Why a Balance is Best: Pluralist Industrial Relations Paradigm of Balancing Competing Interest. B. E. Kaufman içinde, Theoretical Perpectives on Work and the Employment Relationship (s. 195-227). New York: Industrial Relations Research Association, Cornel University Press.
  • Cheng, G. H., & Chan, D. K. (2008). Who Suffers More from Job Insecurity? A Meta- Analytic Review. Applied Psychology: An International Review, 57(2), 272-303.
  • Clark, A. E. (2005). Your Money or Your Life: Changing Job Quality in OECD Countries. British Journal of Industrial Relations, 43(3), 377-400.
  • Clegg, H. A. (1975). Pluralism in Industrial Relations. British Journal of Industrial Relations, 13(3), 309-316.
  • Clegg, H. A. (1979). The Changing System of Industrial Relations in Great Britain (3 b.). Oxford: Blackwell.
  • Cohany, S. R. (1999). Alternative Work Arrangements: Workers in Alternative Employment Arrangements. Monthly Labor Review, 31-45.
  • Collings, D. G., & Wood, G. (2009). Human Resource Management: A Critical Approach. D. G. Collings, & G. Wood içinde, Human Resource Management: A Critical Approach (s. 1-16). London: Routledge.
  • Cradden, C. (2011). Unitarism, Pluralism and the Rest. Geneve: Universite de Geneve, Working Paper, No. 7.
  • Cranford, C. J. (2003). Community Unionism: Organising for Fair Employment in Canada. Just Labour, 3, 46-59.
  • Davy, J. A., Kinicki, A. J., & Scheck, C. L. (1997). A Test of Job Security's Direct and Mediated Effects on Withdrawal Cognitions. Journal of Organizational Behaviour, 18, 323-349.
  • Dekker, S. W., & Schaufeli, W. B. (1995). The Effects of Job Insecurity on Psychological Health and Withdrawal: A Longitudinal Study. Australian Psychologist, 30(1), 57-63.
  • Druker, J., White, G., Hegewisch, A., & Mayne, L. (1996). Beetwen Hard and Soft HRM: Human Resource Management in the Construction Industry. Construction Management and Economics, 14, 405-416.
  • Dunlop, J. (1958). Industrial Relations Systems. New York: Hart.
  • Edwards, P. (2003). The Employment Relationship and Field of Industrial Relations. P. Edwards içinde, Industrial Relations: Theory and Practice (s. 1-36). Malden: Blackwell Publishing.
  • Enhert, I. (2009). Sustainable Human Resource Management: A Conceptual and Exploratory Analysis from a Paradox Perspective. Berlin: Physica-Verlag.
  • Farnham, D., & Pimlott, J. (1995). Understanding Industrial Relations (5 b.). New York: Cassell.
  • Fiorito, J. (2001). Human Resource Management Practices and Worker Desires for Union Representation. Journal of Labor Research, 22(2), 335-354.
  • Flanders, A. (1967). Collective Bargaining: A Theoretical Approach. First World Congress of the International Industrial Relations Association. Geneva.
  • Fox, A. (1966). Industrial Sociology and Industrial Relations. London: HMSO.
  • Fox, A. (1974). Beyond Contract: Power, Work and Trust Relations. London: Faber & Faber.
  • Freeman, R. B. (2007). Do Workers Still Want Union? More Than Ever. Washington: Economic Policy Institute.
  • Freeman, R. B., & Kleiner, M. M. (1988). Employer Behavior in the Face of Union Organizing Drives. Cambridge: National Bureau of Economic Research.
  • Frege, C., Kelly, J., & McGovern, P. (2011). Richard Hyman: Marxism, Trade Unionsm and Comprative Industrial Relations. British Journal of Industrial Relations, 49(2), 209-230.
  • Gall, G. (2004). British Employer Resistance to Trade Union Recognition. Human Resorce Management Journal, 14(2), 36-53.
  • Gall, G., & McKay, S. (2001). Facing 'Fairness at Work': Union Perception of Employer Opposition and Response to Union Recognition. Industrial Relations Journal, 32(2), 94-113.
  • Gallie, D., Felstead, A., & Green, F. (2001). Employer Policies and Organizational Commitment in Britain 1992-97. Journal of Management Studies, 38(8), 1083-1101.
  • Geare, A., Edgar, F., & McAndrew, I. (2006). Employment Relationships: Ideology and HRM Practice. The International Journal of Human Resource Management, 17(7), 1190-1208.
  • Gill, C. (1999). Use of Hard and Soft Models of HRM to Illustrate the Gap between Rhetoric and Reality in Workforce Management. Working Paper Series, RMIT Business, WP 99/13.
  • Greenwood, M. R. (2002). Ethics and HRM: A Review and Conceptual Analysis. Journal of Business Ethics, 261-278.
  • Guest, D. E. (1987). Human Resource Management and Industrial Relations. Journal of Management Studies, 14(5), 503-521.
  • Guest, D. E. (1997). Human Resource Management and Performance: A Review and Research Agenda. The International Journal of Human Resource Management, 8(3), 263-276.
  • Guest, D. E. (1999). Human Resource Management - the Workers' Verdict. Human Resource Management Journal, 39(2), 207-236.
  • Hyman, R. (1978). Pluralism, Procedural Concensus and Collective Bargaining. British Journal of Industrial Relations, 16(1), 16-40.
  • Kalleberg, A. L. (2000). Nonstandart Employment Relations: Part-Time, Temporary and Contract Work. Annual Review of Sociology, 26, 341-365.
  • Kane, R. L. (1996). HRM: Changing Concepts in A Changing Environment. International Journal of Employment Studies, 4(2), 115-177.
  • Kaufman, B. E. (2001). The Theory and Practice of Strategic HRM and Participative Management: Antecedents in Early Industrial Relations. Human Resource Management Review, 11, 505-533.
  • Kaufman, B. E. (2004). Global Evolution of Industrial Relations. Geneva: ILO.
  • Kaufman, B. E. (2008). Paradigms in Industrial Relations: Original, Modern and Versions in-between. British Journal of Industrial Relations, 46(2), 314-339.
  • Keenoy, T. (1997). Review Article: HRMism and the Languages of Re- presentation. Journal of Management Studies, 34(5), 825-841.
  • Keller, B. (2005). The Industrial Relations Field in Germany: An Empirical and Comparative Analysis. Advances in Industrial & Labor Relations, 14, 239-277.
  • Kelly, J. (1998). Rethinking Industrial Relations: Mobilization, Collectivism and Long Waves. London: Routledge.
  • Kelly, J. (2004). Social Partnership Agreements in Britain: Labor Cooperation and Compliance. Industrial Relations, 43(1), 267-292.
  • Klee, A. R. (1986). Worker Participation in Japan: The Temporary Employee and Enterprise Unionism. Comparative Labor Law, 365, 365-403.
  • Kochan, T. A., & Osterman, P. (1994). Mutual Gains Enterprise: Forging a Winning Partnership among Labour, Management and Government. Boston: Harvard University Press.
  • Legge, K. (1995). Human Resource Management: Rhetorics and Realities. Basingstoke: Macmillan Press.
  • Legge, K. (2001). Human Resource Management: A Critical Analysis. J. Storey içinde, New Perspectives on Human Resource Management (3 b., s. 19-40). London: Thomson Learning.
  • Lengnick-Hall, C. A., & Lengnick-Hall, M. L. (1988). Strategic Human Resources Management: A Review of the Literature and a Proposed Typology. Academy of Management Review, 13(3), 454-470.
  • Machin, S., & Wood, S. (2005). Human Resource Management as a Substitute for Trade Unions in British Workplaces. Industrial and Labor Relations Review, 58(2), 201-218.
  • Mahoney, T. A., & Deckop, J. R. (1986). Evolution of Concept and Practice in Personnel Administration / Human Resource Management (PA/HRM). 1986 Yearly Review of Management of the Journal of Management, 12(2), 223-241.
  • Meyer, J. P., & Smith, C. A. (2000). HRM Practices and Organizational Commitment Test of a Mediation Model. Canadian Journal of Administrative Sciences, 17(4), 319-331.
  • Moody, K. (2009). Union Organising in the US: New Tactics, Old Barriers. G. Gall içinde, The Future of Union Organising: Building for Tomorrow (s. 10-27). Basingstoke: Palgrave Macmillan.
  • Mowday, R. (1998). Reflections on the Study and Relevance of Organizational Commitment. Human Resource Management Review, 8(4), 387-401.
  • Noon, M. (1992). HRM: A Map, Model or Theory? P. Blyton, & P. Turnbull içinde, Reassessing Human Resource Management (s. 16-32). London: SAGE Publication.
  • Ogilvie, J. R. (1986). The Role of Human Resource Management Practices in Predicting Organizational Commitment. Group and Organization Studies, 11, 335-359.
  • Paauwe, J., & Boon, C. (2009). Strategic HRM: A Critical Review. D. G. Collings, & G. Wood içinde, Human Resource Management: A Critical Approach (s. 38-54). London: Routledge.
  • Pieper, R. (1990). Introduction. R. Pieper içinde, Human Resources Management: An International Comparison (s. 1-26). Berlin: Walter de Gruyter.
  • Pollert, A. (2010). Spheres of Collectivism: Group Action and Perspectives on Trade Unions among the Low-Paid Unorganized with Problems at Work. Capital & Class, 34(1), 115-125.
  • Provis, C. (1996). Unitarism, Pluralism, Interests and Values. British Journal of Industrial Relations, 34(4), 473-495.
  • Robinson, I. (2008). What Explains Unorganized Worker's Growing Demand for Unions? Labor Studies Journal, 33(3), 235-243.
  • Roche, W. K. (2001). Accounting for the Trend in Trade Union Recognition in Ireland. Industrial Relations Journal, 32(1), 37-54.
  • Rose, M. (2005). Job Satisfaction in Britain: Coping with Complexity. British Journal of Industrial Relations, 43(3), 455-467.
  • Sims, R. R. (2002). Organizational Success through Effective Human Resources Management. London: Quorum Books.
  • Springer, B., & Springer, S. (1990). Human Resource Management in the U.S. - Celebration of its Centenary. R. Pieper içinde, Human Resource Management: An International Comparison (s. 41-60). Berlin: Walter de Gruyter.
  • Turner, T., & D'Art, D. (2012). Public Perceptions of Trade Unions in Countries of the European Union: A Casual Analysis. Labor Studies Journal, 37(1), 33-55.
  • Waddington, J., & Whitson, C. (1997). Why Do People Join Unions in a Period of Membership Decline? British Journal of Industrial Relations, 35(4), 515-546.
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There are 86 citations in total.

Details

Primary Language Turkish
Journal Section Research Article
Authors

Sadık Kılıç This is me

Publication Date January 1, 2014
Published in Issue Year 2014 Volume: 3 Issue: 42

Cite

APA Kılıç, S. (2014). Endüstri İlişkileri Teorisi ve İnsan Kaynakları Yönetimi. Çalışma Ve Toplum, 3(42), 111-136.

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