Employee participation and work environment in hotels. A comparison of patterns of participation in Denmark and New Zealand

Research output: Contribution to conference without publisher/journalPaper without publisher/journalResearchpeer-review

Abstract

It is well described and analysed that employee participation is closely related to the quality of work environment. Employee participation, however, is a concept that covers many forms of influence and participation dependent on the configuration of modes of labour market regulation in different countries and industries. Such differences may affect the relationship between participation and work environment. In two studies made in Denmark and New Zealand we distinguish between three forms of employee participation, namely direct individual or team-based participation, direct collective participation and indirect or representative participation. The application and importance of these forms of participation differ between New Zealand and Denmark but it is possible to characterise work places into three different ideal types of participation which are embedded in the organisational context and linked to the wider employee relations structures, namely a bipartite model (IR model) that mainly consists of the formal structures that are the result of collective bargaining and agreements, a HRM model where participation mainly takes place in a direct way between the individual employee and management, and a democratic model where employees individually or collectively decides together with management.
The article will analyse results from the two research projects and focus on patterns of participation in the hotel industry and discuss reasons for similarities and differences between New Zealand and Denmark. A main interest is to establish whether various forms of participation impacts positively on the work environment.
Original languageEnglish
Publication date2013
Number of pages11
Publication statusPublished - 2013
EventIrec - Bucharest, Romania
Duration: 12 Sep 201314 Sep 2013

Conference

ConferenceIrec
CountryRomania
CityBucharest
Period12/09/201314/09/2013

Cite this

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title = "Employee participation and work environment in hotels. A comparison of patterns of participation in Denmark and New Zealand",
abstract = "It is well described and analysed that employee participation is closely related to the quality of work environment. Employee participation, however, is a concept that covers many forms of influence and participation dependent on the configuration of modes of labour market regulation in different countries and industries. Such differences may affect the relationship between participation and work environment. In two studies made in Denmark and New Zealand we distinguish between three forms of employee participation, namely direct individual or team-based participation, direct collective participation and indirect or representative participation. The application and importance of these forms of participation differ between New Zealand and Denmark but it is possible to characterise work places into three different ideal types of participation which are embedded in the organisational context and linked to the wider employee relations structures, namely a bipartite model (IR model) that mainly consists of the formal structures that are the result of collective bargaining and agreements, a HRM model where participation mainly takes place in a direct way between the individual employee and management, and a democratic model where employees individually or collectively decides together with management.The article will analyse results from the two research projects and focus on patterns of participation in the hotel industry and discuss reasons for similarities and differences between New Zealand and Denmark. A main interest is to establish whether various forms of participation impacts positively on the work environment.",
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author = "Jens Lind and Herman Knudsen and Ray Markey",
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Employee participation and work environment in hotels. A comparison of patterns of participation in Denmark and New Zealand. / Lind, Jens; Knudsen, Herman; Markey, Ray.

2013. Paper presented at Irec, Bucharest, Romania.

Research output: Contribution to conference without publisher/journalPaper without publisher/journalResearchpeer-review

TY - CONF

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AU - Lind, Jens

AU - Knudsen, Herman

AU - Markey, Ray

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N2 - It is well described and analysed that employee participation is closely related to the quality of work environment. Employee participation, however, is a concept that covers many forms of influence and participation dependent on the configuration of modes of labour market regulation in different countries and industries. Such differences may affect the relationship between participation and work environment. In two studies made in Denmark and New Zealand we distinguish between three forms of employee participation, namely direct individual or team-based participation, direct collective participation and indirect or representative participation. The application and importance of these forms of participation differ between New Zealand and Denmark but it is possible to characterise work places into three different ideal types of participation which are embedded in the organisational context and linked to the wider employee relations structures, namely a bipartite model (IR model) that mainly consists of the formal structures that are the result of collective bargaining and agreements, a HRM model where participation mainly takes place in a direct way between the individual employee and management, and a democratic model where employees individually or collectively decides together with management.The article will analyse results from the two research projects and focus on patterns of participation in the hotel industry and discuss reasons for similarities and differences between New Zealand and Denmark. A main interest is to establish whether various forms of participation impacts positively on the work environment.

AB - It is well described and analysed that employee participation is closely related to the quality of work environment. Employee participation, however, is a concept that covers many forms of influence and participation dependent on the configuration of modes of labour market regulation in different countries and industries. Such differences may affect the relationship between participation and work environment. In two studies made in Denmark and New Zealand we distinguish between three forms of employee participation, namely direct individual or team-based participation, direct collective participation and indirect or representative participation. The application and importance of these forms of participation differ between New Zealand and Denmark but it is possible to characterise work places into three different ideal types of participation which are embedded in the organisational context and linked to the wider employee relations structures, namely a bipartite model (IR model) that mainly consists of the formal structures that are the result of collective bargaining and agreements, a HRM model where participation mainly takes place in a direct way between the individual employee and management, and a democratic model where employees individually or collectively decides together with management.The article will analyse results from the two research projects and focus on patterns of participation in the hotel industry and discuss reasons for similarities and differences between New Zealand and Denmark. A main interest is to establish whether various forms of participation impacts positively on the work environment.

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