Abstracts
Abstract
In this study, we examine the role of mutual trustworthiness between labour representatives and management and its relationship with the adoption of High Performance Work Systems (HPWS) in the Korean employment relations context. We argue that trustworthiness is a feature of the parties to the exchange, as opposed to trust, which explains the nature of exchange relationships. We follow existing literature on trustworthiness and agree that it is composed of three variables, i.e., ability, integrity, and benevolence. We test the effects of these three variables as important antecedents for the adoption of HPWS at the workplace level. Using the National Establishment Survey 2009 conducted by Statistics Korea as a sample frame, we survey a representative sample of Korean establishments. These data consist of 1,353 paired responses from labour representatives and managers.
Our results show that labour-management mutual ability trustworthiness (MAT) has a positive and significant relationship with the adoption of high performance work systems ( Hypothesis 1 ); mutual benevolence trustworthiness (MBT) has a positive and significant relationship with the adoption of high performance work systems ( Hypothesis 2 ); and mutual integrity trustworthiness (MIT) has a positive and significant relationship with the adoption of high performance work systems ( Hypothesis 3 ). These results show that mutual trustworthiness in Korean employment relations is an important antecedent for the adoption of HPWS and can enable Korean industry to improve its position in the global economy. In the final analysis, it is implied that employment relations actors pursuing cooperative employment practices should ensure the development of a virtuous cycle of mutual trustworthiness.
Keywords:
- mutual trustworthiness,
- cooperative employment relations,
- high performance work systems,
- Korea
Résumé
Dans cette étude, nous examinons le rôle de la loyauté mutuelle entre les représentants syndicaux et la direction ainsi que sa relation avec l’adoption de systèmes de travail à haute performance dans le contexte des relations de travail en Corée. Nous soutenons que la loyauté est une caractéristique des parties à l’échange, par opposition à la confiance qui explique la nature des relations d’échange. Nous suivons la littérature existante sur la loyauté et convenons qu’elle est composée de trois variables, à savoir, la capacité, l’intégrité et la bienveillance. Nous testons les effets de ces trois variables comme les antécédents importants pour l’adoption de pratiques mobilisatrices au niveau du lieu de travail. Utilisation de l’Enquête nationale 2009 menée par Statistique Corée comme base de sondage, nous passons en revue un échantillon représentatif d’établissements coréens. Ces données se composent de 1353 réponses appariées de représentants syndicaux et la direction.
Nos résultats montrent que la capacité de loyauté mutuelle entre les représentants syndicaux et la direction a une relation positive et significative avec l’adoption des systèmes de travail à haute performance (Hypothèse 1); la bienveillance de la loyauté mutuelle a une relation positive et significative avec l’adoption des systèmes de travail à haute performance (hypothèse 2); t l’intégrité de la loyauté mutuelle a une relation positive et significative avec l’adoption des systèmes de travail à haute performance (Hypothèse 3). Ces résultats montrent que la loyauté mutuelle dans les relations d’emploi coréennes est un antécédent important pour l’adoption de pratiques mobilisatrices et peut permettre à l’industrie coréenne d’améliorer sa position dans l’économie mondiale. En dernière analyse, cela implique que les acteurs des relations d’emploi qui adoptent des pratiques coopératives de travail devraient assurer le développement d’un cercle vertueux de la loyauté mutuelle.
Mots-clés :
- loyauté mutuelle,
- contexte professionnel coopératif,
- systèmes de travail à haute performance,
- Corée
Resumen
Este estudio examina el rol de la fiabilidad mutua entre los representantes de los trabajadores y de la dirección y su relación con la adopción de sistemas de trabajo a alto rendimiento (STAR) en el contexto Coreano de relaciones de empleo. Se argumenta que la fiabilidad es una característica de las partes en el intercambio, opuesta a la confianza, que explica la naturaleza de las relaciones de intercambio. Según la literatura existente, la fiabilidad se compone de tres variables, la capacidad, la integridad y la benevolencia. Se evalúan los efectos de estas tres variables como antecedentes importantes para la adopción de STAR a nivel del lugar de trabajo. La Encuesta nacional de establecimientos 2009 realizada por Estadísticas Corea sirvió de base para el diseño de una encuesta con una muestra representativa de establecimientos Coréanos. Se obtuvo así 1 353 respuestas apareadas de representantes laborales y directivos.
Nuestros resultados muestran que la capacidad de fiabilidad mutua (CFM) entre trabajadores y directivos tiene una relación positiva y significativa con la adopción de sistemas de trabajo a alto rendimiento (STAR) (hipótesis 1); la benevolencia de la fiabilidad mutua (BFM) tiene una relación positiva y significativa con la adopción de STAR (hipótesis 2), y la integridad de la fiabilidad mutua (IFM) tiene un relación positiva y significativa con la adopción de STAR (hipótesis 3). Estos resultados muestran que la fiabilidad mutua en las relaciones de empleo en Corea es un antecedente importante para la adopción de STAR y puede habilitar la industria Coreana a mejorar su posición en la economía global. Por último, se deduce del análisis que los actores de las relaciones de empleo que promueven prácticas cooperativas deberían asegurarse del desarrollo de un ciclo virtuoso de fiabilidad mutua.
Palabras clave:
- fiabilidad mutua,
- relaciones laborales cooperativas,
- sistemas de trabajo a alto rendimiento,
- Corea
Appendices
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