Context, strategy and financial participation: A comparative analysis
基于一项国际人力资源管理调查，研究发现财务参与不受集体员工发言权影响，但国家背景和人力资源管理策略显著影响其性质与范围，财务参与更常见于自由市场环境和采用计算型人力资源管理的企业。
This article investigates where financial participation is most likely to be encountered, and explores its compatibility with collective forms of employee voice. It is based on the findings of a major international survey of human resource management (HRM) practices. We found that financial participation was not affected by collective employee voice, but that national context and associated HRM strategies had significant effects on its nature and extent. As financial participation is likely to make for greater variation in wage rates, it tends to weaken industry-level bargaining. By re-casting the fundamental determinants of wages, it is also likely to facilitate greater wage dispersion within the firm. Hence, it was found that financial participation is more commonly encountered in liberal market contexts, and in firms practising calculative HRM, where countervailing employee power is weak, whether or not collective bargaining is formally present.