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Looking for HRM/Union Substitution: Evidence From British Workplaces

Overview This paper tests the HRM/union substitution hypothesis that human resource management (HRM) practices act as a substitute for unionization. The paper uses British workplace data between 1980 and 1998 which allows examining for the first time whether increased HRM incidence has coincided with union decline. This paper finds no evidence of HRM substitution operating in the hypothesised way of it replacing unions and concludes that increased HRM incidence does not seem to be an important factor underpinning union decline in Britain.

Further White Paper Details
Publisher	London School of Economics and Political Science	File Format	PDF, requires Acrobat Rdr 5
Date Published	January 2004	Downloads	4
Format	White Papers
Topics	Human Capital Management

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