... to be a useful complement. Staff councils Power resources Public sector Co-determination Labour relations Local authorities Germany “Staff councils” (Personalräte) are the elected interest representation at workplace level in German public service. They represent about 4.9 million employees...

... or overemployed in terms of hours worked for workers without and with disabilities in Germany by using longitudinal data. Design/methodology/approach Data are taken from the German Socio-Economic Panel (1985-2013) for a large sample of salaried workers aged 16-64. The authors have used a “Random-effects...

... Publishing Limited 2014 Ireland Germany Human resource management Institutional theory Electronic human resource management Multi-national companies The majority of large organizations employ some form of information system (IS) to record, store and analyze employee data (Parry et...

...Axel Hauser‐Ditz; Markus Hertwig; Ludger Pries Purpose The purpose of this paper is to analyse the distribution and the contextual conditions of statutory and non‐statutory forms of employee representation in Germany (works councils and non‐statutory employee representation (NSRs) respectively...

... for the elderly in Germany. Data of 150 respondents were analyzed using multiple hierarchical regression and mediation tests. The mediating role of relationship quality in the relationship between age and employee performance was examined. Findings It was found that older employees experienced better exchange...

... employees of the federal government and the municipalities (with the exception of civil servants, the so‐called Beamte). This article focuses on the implementation of PRP at the local level, which in Germany has a relatively high degree of autonomy (Kuhlmann, 2009). After outlining the main features...

... as for permanent employees, there were more Black than Asian temporary associates, and in particular more Black women than Asian women (the researcher saw several black women on a daily basis, but no Asian women). Organizational culture Employees Multinational companies United Kingdom Germany...

... or occupational‐stratum culture affects work‐life balance, as well as shed some light on the contradictory results of earlier studies. © Emerald Group Publishing Limited 2007 Flexible working hours Job satisfaction Industrial relations Multinational companies United Kingdom Germany...

...Thomas Klikauer Purpose Aims to test Walton and McKersie’s theory on labour negotiations, specifically in the case of German car manufacturers. Design/methodology/approach The research is based on interviews with industrial actors in Germany’s car industry – an empirical case study...

...‐based systems with little regard for German institutional arrangements. © MCB UP Limited 2002 Multinationals Fast‐food industry Industrial relations Germany It has been suggested that the German industrial relations system is one of the most important elements in the success...

...Thomas Klikauer; Richard Morris While Germany’s employment relations are commonly seen as a high value added trust relationship built around the well publicised “new production concepts”, this paper aims to show that there is also another side to Germany’s ER. Using a detailed case study...

...). [I]t is a remarkable indication of the stability and successful institutionalisation of the German social partnership model that union members in the declining clothing industry in east Germany revealed such a considerable support and trust for their new labour institutions … The likelihood...

... and German restaurant hierarchy is a superficial one. In Germany the “five star” system to distinguish between different crew employees is no longer used. In the UK crew members still receive a star when they have mastered certain stations or attitudinal tests. These achievements are usually accompanied...

...Thomas Murakami The paper contributes to the discussion on works councils and teamwork in the German auto industry. General Motors’ Opel plant in Germany has been chosen to study works councils’ participation in the process of introducing teamwork, and the effects of teamwork on workers...

...‐determination laws in Germany and the German company in question is French‐owned, enabling comparisons to be drawn with the introduction of new management methods in France. Outlines the positions of the works council and labour director towards TQM and the difficulties that they experienced when...

... the underlying incentive structure for high skills/high productivity approaches to flexibility. In view of the contextual developments of the 1970s and 1980s, Germany has been regarded frequently as a model case for a consensual path to upmarket restructuring. During the 1990s this perception has gradually...

...Heinz‐Josef Tüselmann Government and employers’ sources frequently emphasize that companies located in western Germany have traditionally been circumscribed in their pursuit of flexibility in staffing, working time arrangements and pay, due to the particular configuration of the German industrial...

... radical change. In terms of formal workplace skills, 96 per cent of the labour force had some formal certified vocational training, compared with 77 per cent in West Germany (Buechtemann and Schupp, 1992 , p. 93; see also Handelsblatt, 1991b, p. 4). Trade unions in the DDR were organized...

... speculative) hypothesis claims that, in Germany at least, the discussion of HRM problems over the last 30 years has been selective and influenced by different and changing paradigms of HRM. The second hypothesis is that nearly all formulations of HRM concepts have to be embedded in a national context...

... and internationalization have prompted new concepts and negotiation patterns, the approach to personnel management in Germany has not changed drastically. This is reflected in a reluctance to accept, or translate, the label of “human resource management”. The historically unique constellation of a rapid integration...