Documents employers participation 29 results

"Les institutions paritaires peuvent être analysées comme des formes spécifiques de relations entre les organisations patronales et syndicales dont l'objet est la gestion d'éléments de la relation salariale déléguée par l'État, ce dernier gardant un rôle plus ou moins important de contrôle. L'objectif de cet article est d'analyser les mutations dans les formes d'engagement des organisations patronales dans la gouvernance des institutions paritaires de la protection sociale et de la formation professionnelle. Ces mutations, qui trouvent leur origine dans les transformations du système productif (montée des activités de service au détriment des activités industrielles), dans celles du marché du travail (précarisation, individualisation…) ainsi que dans les reconfigurations de l'État-providence, ébranlent les institutions paritaires. L'analyse part d'une réinterprétation dans le contexte français des analyses de Streeck (1991), pour réévaluer, à l'aune des logiques d'influence et de cohésion, les formes de construction historique de la stratégie patronale de la régulation paritaire – au lendemain de la Seconde Guerre mondiale pour la protection sociale et au tournant des années 1970 pour la formation professionnelle continue. L'articulation de ces deux logiques éclaire également les transformations de la conception du paritarisme portée par le patronat. Toutefois, ce renouvellement stratégique est insuffisant pour protéger la régulation paritaire de l'intervention étatique qui cherche à en faire un appendice de l'action étatique."

"‘This Handbook is an important contribution to knowledge about employee voice which combines a variety of approaches to the subject by drawing on different disciplines, forms and philosophies. It provides new research from a wide range of national and international experience and covers both collective and individual means of expressing the views of employees in the workplace. A feature of the Handbook is that it covers not only employment relations perspectives on the subject but also draws upon human resource management as well as organizational studies. The editors are leading authors in the subject area and have brought together both established authors and emerging scholars who have fresh approaches to the role of employee voice in organizations and society. I am sure that the Handbook will become a standard reference in the future.'
– Russell Lansbury, University of Sydney, Australia

‘Given that employee voice has become more important recently across a range of disciplines, this book is very timely indeed. It brings together contributions from 50 well-known academics from different countries who provide a comprehensive account of employee voice from a variety of historical and contemporary angles. Crucially it also raises key questions for current and future research and practice. In my view this book should be compulsory reading for academics, policy-makers, practitioners and students in the subject area.'
– Michael Marchington, University of Strathclyde and University of Manchester, UK

The term ‘employee voice' refers to the ways and means through which employees can attempt to have a say and influence organizational issues that affect their work and the interests of managers and owners. The concept is distinct, but related to and often overlapping with issues such as participation, involvement and, more recently, engagement. This Handbook provides an up-to-date survey of the current research into employee voice, sets this research into context and sets a marker for future research in the area.

The contributors are all expert in their field. The book examines the theory and history of employee voice and what voice means to various actors, including employers, middle managers, employees, unions and policy-makers. The authors observe how these actors engage in various voice processes, such as collective bargaining, grievance procedures, task-based voice, partnership and mutual gains. The efforts that have been made to date to evaluate voice across and between firms are then assessed, before the contributors go on to open up the debate on potential new areas for voice research, with a focus on voice and its relationship to organizational inclusion and exclusion. "

"Managing employer social insurance compliance is a particularly difficult governance challenge in emerging economies that have weak regulatory regimes. Utilizing qualitative evidence from eight case studies conducted in Shanghai, the People's Republic of China, this article details how employers respond to attempts by the State to manage social insurance behaviour. Five concerns arose from employers' perceptions and responses to the established policies and regulatory structures: construction of an effective policy, level playing field, cost control, firm reputation, and recruitment and retention. Further, the findings indicate that there are three enterprise features that could affect compliance behaviour: risk factors, skill composition of the workforce, and form of ownership. It was anticipated that firm size may affect compliance behaviour, but no clear pattern emerged."