Employment relations in Norway: some dimensions and correlates
基于心理学、社会学和经济学理论，研究了挪威雇佣关系的五个维度（信息、报酬、时间框架、投资和变革），发现全职、监督岗位和高声望职业的雇佣关系更具关系性，且关系性强的员工组织承诺更高、离职意愿更低、工作满意度更高。
This article draws upon psychological, sociological, and economic theories of employment relations to examine five dimensions of employment conditions (information, compensation, time frame, investment, and change) in Norway. Each of these dimensions is conceptualized as a continuum anchored by relational exchange on one side and transactional exchange on the other. Using data from nationally representative surveys of Norwegian work organizations and their employees, we first develop measures of the five dimensions of employment relations and test several hypotheses about their antecedents. We find that full-time employees in supervisory positions and in higher prestige occupations generally have employment conditions that have more relational aspects. In addition, we find that degree of relationalism tends to be greater in organizations that have firm internal labour markets and encourage personal development. We then examine some individual-level consequences of relationalism, and find that persons with relational employment conditions are generally more committed to their organizations, somewhat less likely to leave them, and more satisfied with their jobs. Copyright © 2000 John Wiley & Sons, Ltd.