No abstract

In combining the micropolitics approach in international management, the industrial relations literature and business ethics, this article conceptualizes global framework agreements as an alliance between central CSR managers of transnational corporations and central actors within trade unions to monitor subsidiaries in the implementation of CSR policies. The empirical investigation, based on the qualitative analysis of 10 French multinational companies, confirms the relevance of such a conceptualization. It particularly shows that central CSR managers hope mobilizing the union network to increase their capacity to supervise subsidiaries. Over there, it helps understanding concrete mechanisms adopted to implement global framework agreements since, in some of the studied cases, the managerial and union channels are coordinated precisely to strengthen this capacity. It, then, highlights the procedural nature of policies regarding global framework agreements. Overall, this paper examines the conditions necessary for mobilization of the union network and suggests avenues for future research.

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In this article we analyse two French restructuring cases, using Walton and McKersie's theoretical framework, and provide evidence of the potential of integrative bargaining in restructuring. We argue that any restructuring situation, even in an unfavourable context such as the French, displays an integrative potential, in that employers' and employees' risks are closely interrelated and these risks can be successfully addressed in a cooperative way. The two cases are from widely contrasting contexts: a medium-sized firm in the declining textile industry, and a large insurance company with no short-term economic threat. We show to what extent the underlying bargaining processes are illustrative of an integrative approach as defined by Walton and McKersie and that such an approach may prevail in different kinds of situation, decline-related as well as competitionenhancing restructurings. Moreover, in reference with the four subprocesses developed in the Walton and MacKersie's model, we analyse how and under which conditions, an integrative approach can be achieved. Finally, we discuss theoretical implications concerning the application of this model to restructuring processes.

Les plans de départs volontaires mettent en jeu différentes logiques qui entrent en tension les unes avec les autres et vont expliquer une formalisation différenciée par les employeurs. Dans le contexte français, la recherche du consentement individuel dans une perspective de pacification des restructurations peut se heurter à un principe juridique selon lequel l’employeur doit mettre en œuvre les moyens qui sont en son pouvoir pour sauvegarder l’emploi. Pour répondre à ces tensions, la notion de projet professionnel joue un rôle central. Partant de ce constat, les auteurs se donnent pour objectif de rendre compte de la diversité des dispositions prévues dans les plans de départs volontaires. Ils s’appuient, pour cela, sur l’analyse du contenu de 67 plans de départs volontaires en France et dressent une typologie des modes de régulation à l’œuvre 1 .