Titlebook: Employee Relations in Foreign-Owned Subsidiaries; German Multinational Heinz-Josef Tüselmann,Frank McDonald,Svitlana Voro Book 2007 Palgrav

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Formal Justice as a Common Language, after the United States, the second most important host location for German FDI, this study highlights the general ER preferences of a large percentage of the subsidiaries of German MNCs and also examines the subsequent performance outcomes. The findings from the study reveal important evidence on

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Overview of Employee Relations in Germany and the United Kingdom, great deal of attention within the HRM literature (Pfeffer, 1994), they tend to be downplayed within that on the varieties of national capitalisms (Allen, 2006). One possible reason for this is that direct involvement systems do not rely overtly on legislation for their establishment. The omission

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Employee Relations in Multinational Companies,ce model. Convergence towards best practice should lead to the adoption of ‘global best practice’ ER systems in MNCS. If country-of-origin effects are dominant over global best practice effects, ER systems in foreign-owned subsidiaries are likely to display complex interactions between national inst

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Firm Performance and Employee Relations,ubbed best practice) on firm performance. More specifically, it is necessary to examine the literature relating to trade unions, JCCs, works councils, high-involvement systems (HISs) and partnership models. This examination will be located within the framework set out in Chapter 5. In this framework

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Voice in Employee Relations Systems,the HRM and IR literature in recent years (Benson, 2000; Dundon et al., 2004; Roche, 2000). There is a broad consensus on the forms and functions of voice (McCabe and Lewin, 1992; Millward, Bryson and Forth, 2000; cf. Gollan, 2001). Building on this consensus, which can be traced back to Hirschman (

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