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Vertrauen und Verbetrieblichungsneigung von Managern und Betriebsräten. Ergebnisse einer empirischen Erhebung – Teil 1
Nienhüser, Werner | Hoßfeld, Heiko
Sozialer Fortschritt, Vol. 59 (2010), Iss. 8 : pp. 219–225
3 Citations (CrossRef)
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Prof. Dr. Werner Nienhüser, Universität Duisburg-Essen, Lehrstuhl für Allg. Betriebswirtschaftslehre, insb. Arbeit, Personal und Organisation, Fakultät für Wirtschaftswissenschaften, Universitätsstraße 12, 45117 Essen.
Heiko Hoßfeld, Universität Duisburg-Essen, Lehrstuhl für Allg. Betriebswirtschaftslehre, insb. Arbeit, Personal und Organisation, Fakultät für Wirtschaftswissenschaften, Universitätsstraße 12, 45117 Essen.
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The Flip Side of Organized Decentralization: Company‐Level Bargaining in Denmark
Ilsøe, Anna
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Abstract
Effects of Trust on the Preference for Decentralized Bargaining. An Empirical Study of Managers and Works Councillors
Critics of the German multi-employer collective bargaining system have demanded changes to this system to increase the amount of bargaining at the plant level. But do the actors at the plant level – human resource managers and works councillors who would be responsible for such negotiations – want such a system and what factors explain any possible differences in the strength of their preferences? This paper analyses the preferences for plant-level bargaining in 1000 companies. The main question is whether the trust relationship between management and works council has an impact on the preferences of these actors. Our hypothesis is that the higher the level of mutual trust, the stronger the preference for plant-level bargaining will be. The results confirm this hypothesis only partially. For managers, trust does not have a statistically significant impact, although trust increases the preference to negotiate with the works council instead of with trade unions. By contrast, for the works councillors we find the expected effects of trust. One explanation for the different results could be that works councils are less powerful than managements. Thus, the social relationship and therefore the trust relationship are much more important for them than they are for management.