Abstract
This paper uses evidence from organizations with more than 200 employees in several countries across Europe to explore the proposition that industrial relations in Europe is becoming more convergent around a non-union HRM model. The evidence indicates that, although there are some similar moves taking place, national patterns remain distinctive, the IR/HRM distinction may not be sustainable in Europe and there are significant elements of continuity in industrial relations in Europe alongside the changes that are taking place.
| Original language | English |
|---|---|
| Pages (from-to) | 640-656 |
| Number of pages | 17 |
| Journal | International Journal of Human Resource Management |
| Volume | 7 |
| Issue number | 3 |
| DOIs | |
| Publication status | Published - 1996 |
UN SDGs
This output contributes to the following UN Sustainable Development Goals (SDGs)
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SDG 9 Industry, Innovation, and Infrastructure
Keywords
- Europe
- Human resource management
- Industrial relations
- Membership
- Recognition
- Trade unions
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