Ideas and power in employment relations studies
本文主张在雇佣关系研究中更重视观念、话语和身份的作用，提出引入“观念权力”概念，并分析了宏观、中观、微观层面的现有研究，为理解雇佣关系的变化与稳定提供新视角。
Abstract Motivated by the efforts to understand shifting dynamics of change and stability in employment relations—not least ones brought on by a decade of crisis in what was a neoliberal consensus—scholars increasingly focus on the role of ideas, discourses, and identities. This paper argues for the potential of continuing down this path of employing ideational explanations in employment relations. First, it highlights four key weaknesses of employing more pure materialist–institutionalist approaches that have traditionally dominated employment relations scholarship. Second, it argues that to recognize and build on existing efforts to bring in ideas to employment relations, it is useful to place these on the macro‐, meso‐, and micro levels. Third, to further advance an ideational perspective on employment relations, it proposes to place more centrally the concept of ideational power. Fourth, it presents key insights from the papers that make up the Special Issue and fleshes out how the individual papers of the Special Issue contribute to this agenda.