Examining enterprise-level union influence in post-socialist countries, the authors hypothesize that calculative human resource management (HRM) is more strongly associated with low levels of union influence than collaborative HRM. Using the United Kingdom as a benchmark, they find that in the...

This paper critically reviews literature on the behaviour of US-based Multi National Companies (MNCs) in Germany in relation to the historic institutions of the German labour market: works councils and industry wide collective bargaining. The German system is becoming increasingly company-rather...

Change in employment practice in the European construction industry is reviewed with particular attention to the effects of flexible working on established arrangements for national collective bargaining. Data derive from European survey research coordinated by Cranfield School of Management in...

New developments in trust‐based working time systems (i.e. systems whereby managers formally devolve their responsibilities for monitoring working time) in Germany are examined. A picture of these systems is presented and the main debates reviewed. It is argued that the successful introduction...