International Employment Relations: The Impact of Varieties of Capitalism

Globalization and convergence–divergence of HRM across nations: New measures, explanatory theory, and non-standard predictions from bringing in economics

“…Particularly utilized is the varieties of capitalism framework (Colvin & Darbishire, 2012;Wood et al, 2009). The idea is that culture, history, institutions, legal regimes, and political governance systems: (1) vary considerably across countries and regions; (2) create different macro-level institutional contexts, social/legal rules of the game, and individual/group behavior norms; (3) create substantively different varieties of capitalism, business systems, and social preferences; (4) these different forms of capitalist economy, business systems, and culture systems lead to uniquely differentiated HRM/employment systems at a point in time across countries; and (5) divergence in HRM at a point in time may persist or even widen over time as economies move along different development/growth trajectories.…”

Grievance Procedures in Non-union Firms

“…For example, in Germany and France, the percentage of the workforce submitting an employment claim through their respective public procedures was 1.5% and 0.7% in 2002 respectively (Gibbons, 2007). By contrast, in the liberal market economies, particularly the Anglo-American countries, the large and growing non-union sector has seen greater variation and innovation in employment relations practices including non-union grievance procedures (Colvin and Darbishire, 2012).…”