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Contribution à l'analyse de l'influence des institutions représentatives du personnel sur les pratiques de gestion des ressources humaines dans le contexte français

Abstract : Since the beginning of the 1980s, the French legislation of workplace industrial relations has faced dramatic transformations. Specifically, collective bargaining procedures with employee representatives have become a central feature of the HR decision-making process, and several reforms intended to reinforce both employee participation and partnership between employers and employee representatives. Such changes raise questions about the role played by employee representatives in shaping human resource practices used in French workplaces, within a specific legal and historical framework. In conjunction, human resources practices based on employee involvement and commitment have developed, and their effects can be regarded as adversarial to employee representatives. Drawing on the theoretical works developed in the fields of industrial relations - namely exit/voice model, strategic choice theory and its extensions - and strategic human resource management, the aim of this doctoral research is to offer an analysis of the influence of the presence, co-presence, activities and strategies of union as well as non-union employee representatives on the use of high performance work practices and systems. As such, we investigate if and to what extend employee representation can be regarded as determinants of human resource practices and systems at the workplace level. A quantitative analysis is conducted on a nationally representative sample of 2,500 French workplaces. The results of logistic regression estimates can be summed up into three main points. First, we note that employee representatives do not prevent the use of high performance work practices and systems. Second, the fact that union and non-union employee representatives show different influence over the use of practices raises questions about new legal features. Third, we show that the influence of employee representatives varies when we turn from the analysis of isolated practices to bundles of practices. This result underlines that high performance work systems have a strategic meaning to both the management and employee representatives.
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https://hal.univ-lorraine.fr/tel-01749256
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  • HAL Id : tel-01749256, version 1

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Marc Salesina. Contribution à l'analyse de l'influence des institutions représentatives du personnel sur les pratiques de gestion des ressources humaines dans le contexte français. Gestion et management. Université de Lorraine, 2012. Français. ⟨NNT : 2012LORR0215⟩. ⟨tel-01749256⟩

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