Employment relationships: ideology and HRM practice

References

• Ackers , P. and Wilkinson , A. , eds. 2003 . Understanding Work and Employment , Oxford : Clarendon Press .
   Google Scholar
• Anthony , P.D. 1977 . The Ideology of Work , London : Tavistock .
   Google Scholar
• Arthur , J. 1994 . Effects of Human Resource Systems on Manufacturing Performance and Turnover . Academy of Management Journal , 37 ( 3 ) : 670 – 87 .
   Web of Science ®Google Scholar
• Babbage , C. 1832 . On the Economy of Machine and Manufactures , London : Charles Knight .
   Google Scholar
• Budd , J.W. , Gomez , R. and Meltz , N.M. 2004 . “ Why a Balance is Best: The Pluralist Industrial Relations Paradigm of Balancing Competing Interests ” . In Theoretical Perspectives on Work and the Employment Relationship. Industrial Relations Research Series , Edited by: Kaufman , B. 265 – 92 . Ithaca, NJ : Cornell University Press .
   Google Scholar
• Delaney , J. and Godard , J. 2001 . An Industrial Relations Perspective on the High-performance Paradigm . Human Resource Management Review , 11 : 395 – 429 .
   Google Scholar
• Delery , J. 1998 . Issues of Fit in Strategic Human Resource Management: Implications for Research . Human Resource Management Review , 8 ( 3 ) : 289 – 309 .
   Web of Science ®Google Scholar
• Dunlop , J. 1958 . Industrial Relations Systems , New York : Holt .
   Google Scholar
• Eaton , A.E. 1994 . Factors Contributing to the Survival of Employee Participation Programmes in Unionized Settings . Industrial and Labour Relations Review , 47 : 371 – 89 .
   Web of Science ®Google Scholar
• Edgar , F. and Geare , A. 2004 . Employee Demography in HRM Research . Research and Practice in Human Resource Management , 12 ( 1 ) : 33 – 50 .
   Google Scholar
• Farnham , D. and Pilmott , J. 1986 . Understanding Industrial Relations , London : Holt, Rinehart and Winston .
   Google Scholar
• Fox , A. 1966 . Industrial Sociology and Industrial Relations , London : HMSO .
   Google Scholar
• Geare, A. (1986) ‘An Examination of Certain Aspects of Industrial Relations Ideologies: A Theoretical Analysis and an Empirical Study’, PhD thesis 87 30270, New Zealand: University of Otago.
   Google Scholar
• Ghoshal , S. 2005 . Bad Management Theories are Destroying Good Management Practices . Academy of Management: Learning and Education , 4 ( 1 ) : 75 – 91 .
   Web of Science ®Google Scholar
• Goll , I. 1991 . Environment, Corporate Ideology and Involvement Programs . Industrial Relations , 30 : 138 – 49 .
   Web of Science ®Google Scholar
• Godard , J. 1997 . Whither Strategic Choice: Do Managerial IR Ideologies Matter? . Industrial Relations , 36 ( 2 ) : 206 – 28 .
   Web of Science ®Google Scholar
• Guest , D. 1987 . Human Resource Management and Industrial Relations . Journal of Management Studies , 24 ( 5 ) : 503 – 21 .
   Web of Science ®Google Scholar
• Guest , D. 1999 . Human Resource Management – the Workers' Verdict . Human Resource Management Journal , 9 ( 3 ) : 5 – 25 .
   Google Scholar
• Guthrie , J.P. 2001 . High-involvement Work Practices, Turnover and Productivity: Evidence from New Zealand . Academy of Management Journal , 44 ( 1 ) : 180 – 91 .
   Web of Science ®Google Scholar
• Hart , T.J. 1993 . Human Resource Management – Time to Exorcize the Militant Tendency . Employee Relations , 15 ( 3 ) : 29 – 37 .
   Google Scholar
• Horwitz , F. 1991 . HRM: An Ideological Perspective . International Journal of Manpower – The Best of Strategic Human Resource Management: Part 2 , 12 ( 6 ) : 2 – 9 .
   Google Scholar
• Hutchinson , S. , Purcell , J. and Kinnie , N. 2000 . Evolving High Commitment Management and the Experience of the RAC Call Centre . Human Resource Management Journal , 10 ( 1 ) : 63 – 78 .
   Google Scholar
• Ichniowski , C. , Kochan , T. , Levine , D. , Olson , C. and Strauss , G. 1996 . What Works at Work: Overview and Assessment . Industrial Relations , 35 ( 3 ) : 299 – 333 .
   Web of Science ®Google Scholar
• Kaufman , B.E. 2004 . The Global Evolution of Industrial Relations , Geneva : ILO .
   Google Scholar
• Keenoy , T. 1990 . HRM: A Case of the Wolf in Sheep's Clothing? . Personnel Review , 19 ( 2 ) : 3 – 9 .
   Web of Science ®Google Scholar
• Keenoy , T. 1999 . HRM as Hologram: A Polemic . The Journal of Management Studies , 36 ( 1 ) : 1 – 19 .
   Web of Science ®Google Scholar
• Kochan , T. 1998 . “ What is Distinctive about Industrial Relations Research? ” . In Researching the World of Work: Strategies and Methods in Studying Industrial Relations , Edited by: Whitfield , K. and Strauss , G. Ithaca, NJ : Cornell University Press .
   Google Scholar
• MacDuffie , J.P. 1995 . Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry . Industrial and Labor Relations Review , 48 ( 2 ) : 197 – 221 .
   Web of Science ®Google Scholar
• Macky , K. and Johnson , H. 2000 . The Strategic Management of Human Resources in New Zealand , Auckland : McGraw-Hill .
   Google Scholar
• Martin , R. 2003 . “ Politics and Industrial Relations ” . In Understanding Work and Employment , Edited by: Ackers , P. and Wilkinson , A. Oxford : Clarendon Press .
   Google Scholar
• Moore , B. and Gardener , S. 2004 . HR Managers, SHRM and the Australian Metal Mining Sector: Embracing the Unitarist Vision . Asia Pacific Journal of Human Resources , 42 ( 3 ) : 274 – 300 .
   Google Scholar
• Muller , M. 1999 . Unitarism, Pluralism, and Human Resource Management in Germany . Management International Review , 3 : 125 – 44 . Special Issue
   Google Scholar
• Nankervis , A.R. , Compton , R.L. and McCarthy , T.E. 1996 . Strategic Human Resource Management , Melbourne : Nelson .
   Google Scholar
• New Zealand Business Who's Who . 2004 . New Zealand : New Zealand Financial Press Limited .
   Google Scholar
• Osterman , P. 1994 . How Common is Workplace Transformation and Who Adopts It? . Industrial and Labor Relations Review , 47 : 531 – 44 .
   Google Scholar
• Rudman , R. 2002 . Human Resources Management in New Zealand , Auckland : Pearson Education .
   Google Scholar
• Tsui , A. 1990 . A Multiple-Constituency Model of Effectiveness: An Empirical Examination at the Human Resource Subunit Level . Administrative Science Quarterly , 35 : 458 – 83 .
   Web of Science ®Google Scholar
• van der Broek , D. 2003 . Recruitment Strategies and Union Exclusion in Two Australian Call Centres . Industrial Relations , 58 ( 3 ) : 515 – 35 .
   Web of Science ®Google Scholar
• Voos , P. 1996 . “ Labor Law Reform: Closing the Representation Gap ” . In Reclaiming Prosperity , Edited by: Schaefer , T. and Faux , J. 123 – 41 . New York : Sharpe .
   Google Scholar
• Walton , R. 1985 . From Control to Commitment in the Workplace . Harvard Business Review , 63 ( 2 ) : 77 – 84 .
   Web of Science ®Google Scholar
• Webb , S. and Webb , B. 1894 . The History of Trade Unionism , London : Longman Green .
   Google Scholar
• Wells , D. 1993 . Are Strong Unions Compatible with the New Model of Human Resource Management? . Relations Industrielles , 48 ( 1 ) : 56 – 85 .
   Web of Science ®Google Scholar
• Whitener , E. 2001 . Do “High Commitment” Human Resource Practices Affect Employee Commitment? A Cross Level Analysis Using Hierarchical Linear Modelling . Journal of Management , 27 : 515 – 35 .
   Web of Science ®Google Scholar
• Wood , S. 1978/9 . Ideology in Industrial Relations Theory . Industrial Relations Journal , 9 ( 4 ) : 42 – 56 .
   Google Scholar
• Wood , S. 1995 . The Four Pillars of HRM: Are They Connected? . Human Resource Management Journal , 5 ( 5 ) : 49 – 58 .
   Google Scholar
• Wood , S. and Albanese , M.T. 1995 . Can We Speak of a High Commitment Management on the Shop Floor? . Journal of Management Studies , 32 ( 2 ) : 215 – 47 .
   Web of Science ®Google Scholar
• Wood , S. and de Menezes , L. 1998 . High Commitment Management in the UK: Evidence from the Workplace Industrial Relations Survey, and Employers' Manpower and Skills Practices Survey . Human Relations , 51 ( 4 ) : 485 – 515 .
   Web of Science ®Google Scholar