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The Individualization of Irish Industrial Relations?

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  • William K. Roche

Abstract

Research claims that industrial relations in greenfield sites in Ireland are commonly individualized. Data from a representative sample of workplaces in Ireland show that no trend towards more pronounced individualization is apparent in the use of HRM practices in new as compared with established workplaces. The state of collective industrial relations in workplaces in general is also shown to be independent of the extent to which individually focused HRM practices have been adopted. The Irish findings, and recent international research, question the idea of individualization as a useful way of understanding the character and dynamics of employment relations in advanced economies.

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  • William K. Roche, 2001. "The Individualization of Irish Industrial Relations?," British Journal of Industrial Relations, London School of Economics, vol. 39(2), pages 183-206, June.
    • Handle: RePEc:bla:brjirl:v:39:y:2001:i:2:p:183-206
    DOI: 10.1111/1467-8543.00196
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    Cited by:

    1. Tim Fry & Kelly Jarvis & Joanne Loundes, 2003. "Industrial Relations Reform at the Enterprise and Workplace," Melbourne Institute Working Paper Series wp2003n07, Melbourne Institute of Applied Economic and Social Research, The University of Melbourne.
    2. Bill Harley & Cynthia Hardy, 2004. "Firing Blanks? An Analysis of Discursive Struggle in HRM," Journal of Management Studies, Wiley Blackwell, vol. 41(3), pages 377-400, May.
    3. Seppo Honkapohja & Frank Westermann, 2009. "Pay-setting Systems in Europe: Ongoing Developments and Possible Reforms," Palgrave Macmillan Books, in: Seppo Honkapohja & Frank Westermann (ed.), Designing the European Model, chapter 3, pages 82-121, Palgrave Macmillan.

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