- The Oxford Handbook of Participation in Organizations
- List of Figures
- List of Tables
- About the Contributors
- Conceptualizing Employee Participation in Organizations
- An HRM Perspective on Employee Participation
- An Industrial Relations Perspective on Employee Participation
- A Legal Perspective on Employee Participation
- Labour Process and Marxist Perspectives on Employee Participation
- An Economic Perspective on Employee Participation
- Direct Employee Participation
- Collective Bargaining as a Form of Employee Participation: : Observations on the United States and Europe
- Employer Strategies Towards Non‐Union Collective Voice
- Worker Directors and Worker Ownership/Cooperatives
- Employee Participation Through Non‐Union Forms of Employee Representation
- Works Councils:: The European Model of Industrial Democracy?
- Employee Share Ownership
- Financial Participation
- Labour Union Responses to Participation in Employing Organizations
- Voice in the Wilderness? The Shift From Union to Non‐Union Voice in Britain
- High Involvement Management and Performance
- Employee Voice and Mutual Gains
- Participation Across Organizational Boundaries
- Public Policy and Employee Participation
- Corporate Governance and Employee Participation
- Cross‐National Variation in Representation Rights and Governance at Work
- Employee Participation in Developing and Emerging Countries
- International and Comparative Perspectives on Employee Participation
- Freedom, Democracy, and Capitalism:: Ethics and Employee Participation
Abstract and Keywords
This article focuses on the differences between the United States and Germany. These two nations are viewed as representative of distinctive varieties of capitalism, and they have very different representation rights and institutional norms accounting for these varieties. The contribution of this article is to address the reasons for this variation and why it persists in view of such pressures. It begins by briefly describing cross-national differences in representational rights and in organizational governance structures associated with these rights (or lack thereof). The article then addresses various explanations that have or can be advanced to explain this variation and why it persists. Next, based on these explanations, it adopts a historical-institutionalist perspective to explore the historical basis of this variation.
Carola Frege, Reader in Employment Relations, London School of Economics.
John Godard is Professor in the School of Business at the University of Manitoba, and Chief Editor of the British Journal of Industrial Relations. His work has generally focused on the associations between national institutional environments, employer practices, and both union and worker outcomes, although he has also published a number of papers on labor law and strike activity. His work has appeared mainly in the British Journal of Industrial Relations, Industrial and Labor Relations Review, and Industrial Relations.
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