Authors: Rosalind Chew, Chew Soon Beng
Addresses: S3, #1C-91, Nanyang Technological University, Nanyang Avenue, 639798, Singapore. ' S3, #1C-91, Nanyang Technological University, Nanyang Avenue, 639798, Singapore
Abstract: Most unions world-wide are concerned about HRM developments as potentially undermining union organisation and collective bargaining arrangements. But in the case of Singapore, the labour movement in fact can be said to have employed an HRM strategy to increase union membership. The paper argues that the provision of non-collective bargaining benefits by the union as an inducement to workers to join the labour movement is in fact a proxy for the HRM role for the union. The findings are that while workers in Singapore continue to be motivated by traditional union services, they are increasingly motivated by an HRM package of non-work benefits to join the labour movement.
Keywords: HRM strategy; bargained corporatist approach; wage premium; traditional union services; psychic value; non-work benefits; retrenchment; non-collective bargaining benefits; general unions; free ridership; human resource management; human resources management; Singapore; union membership
International Journal of Human Resources Development and Management, 2004 Vol.4 No.2, pp.200 - 214
Published online: 13 Jun 2004 *Full-text access for editors Access for subscribers Purchase this article Comment on this article