Union substitution effects of human resource management practices in South Korean workplaces, 2005–2013
利用2005-2013年韩国纵向调查数据，分析工作场所人力资源管理实践与工会实力下降的关系，发现这些实践削弱了工会的组织基础，但某些项目反而增强了工会在管理决策中的集体发言权。
This article explores the association between various workplace-level HRM practices and a decline in union strength using a unique longitudinal survey data-set gathered in South Korea from 2005 to 2013. It addresses the underlying theoretical mechanisms by which HRM programs substitute for the roles labor unions have traditionally played. Suggesting more nuanced theoretical implications about HRM practices and union decline, statistical analyses reveal that workplaces that have implemented HRM practices have unions with a weaker organizational base than those without such practices, but that certain HRM programs correlate with unions with a strong collective voice in management decision-making. This article identifies the new roles for unions in South Korea in the era of HRM.