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Culture as grand theory in East Asian employment relations

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  • Simon Fry
  • Bernard Mees

Abstract

Considerable emphasis has often been placed on cultural factors in explaining the peculiarities of East Asian employment relations. By comparison with workplace relations in the West, East Asian employment relations are characterized by low rates of unionization and collective bargaining, and a relative absence of industrial disputation. A critique of notions of culture found in employment-relations scholarship is presented which draws on long-established conceptualizations developed in historical, post-colonial, anthropological and cultural studies. Most of the peculiarities of East Asian workplace relations can be adequately accounted for through manners other than invoking a grand theory of culture.

Suggested Citation

  • Simon Fry & Bernard Mees, 2014. "Culture as grand theory in East Asian employment relations," Asia Pacific Business Review, Taylor & Francis Journals, vol. 20(4), pages 603-617, October.
    • Handle: RePEc:taf:apbizr:v:20:y:2014:i:4:p:603-617
    DOI: 10.1080/13602381.2014.892767
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    References listed on IDEAS

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    1. J. E. King, 1999. "Introduction," Review of Political Economy, Taylor & Francis Journals, vol. 11(3), pages 251-255.
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    Cited by:

    1. Tim G. Andrews & Chris Rowley & Khongphu Nimanandh & Ruth Banomyong, 2018. "Age negotiation at the Asian corporate subsidiary: challenges of managerial ‘youth’ in Thai-based subsidiaries of Western multinationals," Asia Pacific Business Review, Taylor & Francis Journals, vol. 24(3), pages 330-350, May.

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