MAPPING MANAGEMENT STYLES IN EMPLOYEE RELATIONS
识别了员工关系管理中管理风格的两个维度：个人主义（关注员工个体权利与能力）和集体主义（鼓励或抑制员工集体代表权），并指出风格是企业战略选择，但并非所有公司都有明确偏好。
ABSTRACT In an attempt to clarify the meaning of management style in employee relations and go beyond the limitations of the frames of reference debate, two dimensions of style are identified. Individualism refers to the extent to which personnel policies are focused on the rights and capabilities of individual workers. Collectivism concerns the extent to which management policy is directed towards inhibiting or encouraging the development of collective representation by employees and allowing employees a collective voice in management decision‐making. Style is a deliberate choice linked to business policy. Organizations may choose to focus on one or both aspects. Not all firms have a distinctive preferred management style. Survey evidence is analysed and a number of unresolved issues raised which need to be tackled if management style is to become a useful concept in the study of strategic choice in the management of industrial and employee relations.