engleski

Organizational Career Management Practices: The role of the relationship between HRM and Trade Unions

With an aim to gain understanding of the contextual background created by the complex relationship between trade union ‘strength’ and HRM ‘strength’, we followed the theory of cooperation and competition (Deutsch, 1949) to make initial assumptions and further analyzed survey data on career management practices collected from 92 large- sized private-sector organizations. Fourteen OCM practices were examined as outcomes both individually and as bundles of of practices in four different modalities of the union-HRM relationship. Our results offer consistent empirical evidence on the positive effects of co-operative behavior, beyond what could be achieved by pursuing conflict and competition between unionism and managerial opposition. Thus, we attempted to move beyond a traditional industrial relations research by introducing a new theoretical lens for studying the interplay between trade unions and HRM ; and have put an emphasis on how their relationship is related to the occurrence of OCM practices.

upravljanje karijerom, menadžment ljudskih potencijala, sindikati, CRANET

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