Union-HRM compability: an empirical assessment
One view held by some researchers is that human resource management is a form of employee management practice which is anti-union. The emphasis on a strategic approach in human resource management implies that management's agenda should be accepted by all. This assumes that all parties in an o...
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| Format: | Article |
| Language: | English |
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Penerbit Universiti Kebangsaan Malaysia
1997
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| Online Access: | http://journalarticle.ukm.my/7975/1/815-1556-1-SM.pdf |
| _version_ | 1825726152890646528 |
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| author | Rozhan Othman, |
| author_facet | Rozhan Othman, |
| author_sort | Rozhan Othman, |
| collection | UKM |
| description | One view held by some researchers is that human resource management is a form of employee management practice which is anti-union. The emphasis on a strategic approach in human resource management implies that
management's agenda should be accepted by all. This assumes that all parties in an organisation share a common interest. Unions are therefore seen as unimportant. In fact there is the view that the practice of human resource management is aimed at preventing the formation of unions. Empirical studies on this issue has result in different conclusions. This study is an empirical examination of the relationship between unions presence and human resource management practice. |
| first_indexed | 2024-03-06T04:06:31Z |
| format | Article |
| id | ukm.eprints-7975 |
| institution | Universiti Kebangsaan Malaysia |
| language | English |
| last_indexed | 2024-03-06T04:06:31Z |
| publishDate | 1997 |
| publisher | Penerbit Universiti Kebangsaan Malaysia |
| record_format | dspace |
| spelling | ukm.eprints-79752016-12-14T06:45:49Z http://journalarticle.ukm.my/7975/ Union-HRM compability: an empirical assessment Rozhan Othman, One view held by some researchers is that human resource management is a form of employee management practice which is anti-union. The emphasis on a strategic approach in human resource management implies that management's agenda should be accepted by all. This assumes that all parties in an organisation share a common interest. Unions are therefore seen as unimportant. In fact there is the view that the practice of human resource management is aimed at preventing the formation of unions. Empirical studies on this issue has result in different conclusions. This study is an empirical examination of the relationship between unions presence and human resource management practice. Penerbit Universiti Kebangsaan Malaysia 1997 Article PeerReviewed application/pdf en http://journalarticle.ukm.my/7975/1/815-1556-1-SM.pdf Rozhan Othman, (1997) Union-HRM compability: an empirical assessment. Jurnal Pengurusan, 16 . pp. 47-58. ISSN 0127-2713 http://ejournals.ukm.my/pengurusan/issue/view/ |
| spellingShingle | Rozhan Othman, Union-HRM compability: an empirical assessment |
| title | Union-HRM compability: an empirical assessment |
| title_full | Union-HRM compability: an empirical assessment |
| title_fullStr | Union-HRM compability: an empirical assessment |
| title_full_unstemmed | Union-HRM compability: an empirical assessment |
| title_short | Union-HRM compability: an empirical assessment |
| title_sort | union hrm compability an empirical assessment |
| url | http://journalarticle.ukm.my/7975/1/815-1556-1-SM.pdf |
| work_keys_str_mv | AT rozhanothman unionhrmcompabilityanempiricalassessment |