Sistemas de emprego, estratégias de gestão e instituições do trabalho
DOI :
https://doi.org/10.1590/S0103-20702004000200010Mots-clés :
Sistemas de emprego, Relação de emprego, Gestão de recursos humanos, Organização do trabalhoRésumé
O artigo sublinha a importância do estudo da dinâmica da relação de emprego para o entendimento das mudanças recentes tanto na gestão de recursos humanos no mercado de trabalho, como nas instituições sindicais. A relação de emprego é uma instituição socioeconômica que deve satisfazer os interesses daqueles que a adotam, sejam firmas, sejam trabalhadores. Na primeira parte, examina-se a estrutura da relação de emprego e os requerimentos para a sua viabilidade. Nas duas partes seguintes, procura-se mostrar como o entendimento antes estabelecido afeta a compreensão da dinâmica de diferentes tipos de sistemas de gestão de recursos humanos nos locais de trabalho e como ele impõe um novo foco à abordagem das instituições sindicais, e assim, ao fazê-lo, explora-se como aplicar essa linha de análise ao estudo de formas de emprego emergentes, como o "emprego baseado em projeto", o qual, à primeira vista, poderia ser entendido como um desafio aos fundamentos da relação de emprego.
##plugins.themes.default.displayStats.downloads##
Références
APPELBAUM, E. & BATT, R. (1994), The new American workplace: transforming work systems in the United States. Ithaca, N.Y., Cornell University Press.
BARALDI, L.; DUMASY, J.-P. & TROUSSIER, J.-F. (1995), “Accords salariaux innovants et théorie du salaire”. Économie Appliquée, 48 (4): 105-137.
BARON, J.; DAVIS-BLAKE, A. & BIELBY, W. (1986), “The structure of opportunity: how promotion ladders vary within and among organizations”. Administrative Science Quarterly, 31 (2): 248-273, jun.
BARON, J. N.; BURTON, M. D. & HANNAN, M. T. (1996), “The road taken: the origins and evolution of employment systems in emerging high-technology companies”. Industrial and Corporate Change, 5: 239-276.
BARON, J. N.; BURTON, M. D. & HANNAN, M. T. (1999), “Engineering bureaucracy: the genesis of formal policies, positions, and structures in high technology firms”. Journal of Law, Economics and Organization, 15: 1-41.
BAUMANN, Arne. (2003), Path-dependency or convergence? The emergence of labour market institutions in the media production industries of the UK and Germany. Dissertação de mestrado, Florence, European University Institute.
BECKER, G. S. (1975), Human capital: a theoretical and empirical analysis, with special reference to education. Chicago, University of Chicago Press.
BEWLEY, Truman. (1999), Why wages don’t fall during a recession. Cambridge, Mass., Harvard University Press.
BURAWOY, M. (1979), Manufacturing consent: changes in the labor process under monopoly capitalism. Chicago, University of Chicago Press.
CLARK, J. (1993), “Full-flexibility and self-supervision in an automated factory”. In: CLARK, J. (ed.). Human resource management and technical change. Londres, Sage.
COASE, R. H. (1937), “The nature of the firm”. Economica, 16 (4): 386-405, nov.
COLE, R. (1994), “Different quality paradigms and their implications for organisational learning”. In: AOKI, M. & DORE, R (eds.). The Japanese firm: the sources of competitive strength. Oxford, Oxford University Press.
COLE, R. E. (1989), Strategies for learning: small group activities in American, Japanese, and Swedish industry. Berkeley, University of California Press.
CORIAT, B. (1991), Penser à l’envers. Paris, Christian Bourgois.
CROZIER, M. (1963), Le phénomène bureaucratique. Paris, Seuil.
DUGUÉ, E. (1994), “La gestion des compétences: les savoirs dévalués, le pouvoir occulté”. Sociologie du Travail, 3 (94): 273-292.
EYRAUD, F.; JOBERT A.; ROZENBLATT, P. & TALLARD, M. (1989), Les classifications dans l’entreprise: production des hiérarchies professionnelles et salariales. Document Travail Emploi. Paris, Ministério do Trabalho, do Emprego e da Formação Profissional.
FRASER, Janet & GOLD, Michael. (2001), “‘Portfolio workers’: autonomy and control amongst freelance translators”. Work, Employment & Society, 15 (4): 679-697.
HAUNSCHILD, Axel. (2003), “Managing employment relationships in flexible labour markets: the case of German repertory theatres. Human Relations, 56 (8): 899-929, ago.
HOLMSTROM, B. & MILGROM, P. (1991), “Multitask principal-agent analysis: incentive contracts, asset ownership, and job design”. The Jornal of Law, Economics and Organization, vol. 7.
JOBERT, A. (1990), Les grilles de classification professionnelle: quelques repères historiques”. CFDT Aujourd’hui, 99:6-14, dez.
KATZ, H. & DARBISHIRE, O. (2000), Converging divergencies: worldwide changes in employment systems. Ithaca, ILR Press/Cornell University Press.
KOIKE, K. (1994), “Learning and incentive systems in Japanese industry”. In: AOKI, M. & DORE, R. (eds.). The Japanese firm: the sources of competitive strength. Oxford, Oxford University Press.
KOIKE, K. (1997), Human resource development. Tóquio, Japan Institute of Labour, Japanese Economy & Labor Series, 2.
LAYARD, R.; NICKELL, S. & JACKMAN, R. (1991), Unemployment: macroeconomic performance and the labour market. Oxford, Oxford University Press.
LORENZ, E. (1995), “Promoting workplace participation: lessons from Germany and France”. Industrielle Beziehungen, 2 (1): 46-63.
LUTZ, B. (1975), Krise des Lohnanreizes: ein empirisch-historischer Beitrag zum Wandel der Formen betrieblicher Herrschaft am Beispiel der deutschen Stahlindustrie. Frankfurt, Europäische Verlagsanstalt.
MARSDEN, D. W. (1995), “A phoenix from the ashes of apprenticeship? Vocational training in Britain”. International Contributions to Labour Studies (suplemento do Cambridge Journal of Economics), 5: 87-114.
MARSDEN, D. W. (1999), A theory of employment systems: micro-foundations of societal diversity. Oxford, Oxford University Press.
MAURICE, M.; MANNARI, H.; TAKEOKA, Y. & INOKI, T. (1988), Des entreprises françaises et japonaises face à la mécatronique: acteurs et organisation de la dynamique industrielle. Aix-en-Provence, Laboratoire d’Economie et de Sociologie du Travail (CNRS).
MOTTEZ, B. (1966), Systèmes de salaire et politiques patronales: essai sur l’évolution des pratiques et des idéologies patronales. Paris, Centre National de la Recherche Scientifique.
OECD. (1992), Employment Outlook 1992. Paris, OECD.
PAUL, A. & KLEINGARTNER, A. (1994), “Flexible production and the transformation of industrial relations in the motion picture and television industry”. Industrial and Labor Relations Review, 47 (4): 663-678, jul.
REYNAUD, B. (1992), Le salaire, la règle et le marché. Paris, Christian Bourgeois.
ROY, D. (1952), “Quota restriction and goldbricking in a machine shop”. American Journal of Sociology, 67 (2): 427-44.
SENGENBERGER, W. (1987), Strucktur und Funktionsweise von Arbeitsmärkten: die Bundesrepublik Deutschland im internationalen Vergleich. Frankfurt, Campus Verlag.
SHERER, P. D. & LEBLEBICI, H. (2001), “Bringing variety and change into strategic human resource management research”. Research in Personnel and Human Resources Management. Greenwich, C.T., Elsevier, 20: 199-230.
SIMON, H. A. (1951), “A formal theory of the employment relationship”. Econometrica,19 (3): 293-305, jul.
SLICHTER, S. (1919), The turnover of factory labor. Nova York, Appleton.
SLICHTER, S.; HEALY, J. & LIVERNASH, E. (1960), The impact of collective bargaining on management. Washington D. C., Brookings Institution.
SYDOW, Jörg & STABER, Udo (2002), “The institutional embeddedness of project networks: the case of content production in German television”. Regional Studies, 36 (3): 215-227.
TOLBERT, P. & ZUCKER, L. (1983), “Institutional sources of change in the formal structure of organizations: the diffusion of civil service reform, 1880-1935”. Administrative Science Quarterly, 28 (1): 22-39, mar.
TOLBERT, P. (1996), “Occupations, organizations, and boundaryless careers”. In: ARTHUR, M. & ROUSSEAU, D. (eds.). The boundaryless career: a new employment principle for a new organizational era. Nova York, Oxford University Press, pp. 331-349.
VISSER, J. (1998), “Two cheers for corporatism, one for the market: industrial relations, wage moderation and job growth in the Netherlands”. British Journal of Industrial Relations, 36 (2): 269-292, jun.
WILLIAMSON, O. E. (1975), Markets and hierarchies: analysis and antitrust implications. Nova York, Free Press.
YAMANOUCHU, T. & OKAZAKI-WARD, L. (1997), “Key issues in HRM in Japan”. In: TYSON, S. (ed.). The practice of human resource strategy. Londres, Pitman.
ZUCKER, L. (1991), “Markets for bureaucratic authority and control: information quality in professions and services”. Research in the Sociology of Organizations, 8:157-190.
Téléchargements
Publiée
Numéro
Rubrique
Licence
(c) Copyright Tempo Social 2015
Ce travail est disponible sous licence Creative Commons Attribution - Pas d’Utilisation Commerciale 4.0 International.
