Systems for Conflict Resolution in Comparative Perspective
本文比较了德国、美国、意大利和澳大利亚四国处理雇佣冲突的制度差异，从集体-个人和规制-自愿两个维度分析冲突解决系统，强调国内差异和子系统互动的重要性。
A cornerstone of industrial relations theory is the idea that the potential for conflict is inherent in the employment relationship. Across countries, forms of workplace conflict and methods of conflict resolution take a range of different forms. Yet aside from attempts to understand cross-national variation in strikes, little research has examined systemic differences in the manifestation and management of workplace conflict. The authors seek to fill this void by analyzing through a comparative lens practices for addressing employment-related conflict in four countries: Germany, the United States, Italy, and Australia. In contrast to the unidimensional varieties of capitalism approach, they analyze workplace conflict resolution systems across two dimensions: collective-individual and regulated-voluntarist. The analysis also emphasizes the importance of within-country variation and interactions between different conflict resolution subsystems.