Redefinition of the Industrial Relations System in the U. S.

YAMAZAKI Ken

doi:10.24533/spls.7.3_129

Since the 1990s, there has been a growing tendency in the U. S for interests to be coordinated among stakeholders without collective bargaining procedures. This concerns issues going beyond the customary remit of labor unions to include others like vocational training and mediation, job creation, education and private life. The conception of the industrial relations system in the U. S. has been formulated by Dunlop (1958) and Kochan, Katz and McKersie (1986), with the coordination of interests between actors - organizations representing companies, workers, and the government, respectively, as well as the individuals belonging to them - founded on collective bargaining. Here, not only have new actors joined the process, but also platforms for coordinating interests have appeared in the form of roundtable talks involving multiple actors. Intermediary organizations that support these have started to reorganize bargaining power among actors. The purpose of this paper is to attempt a redefinition of frameworks, viewing this situation as a change in the industrial relations system in the U. S. But this paper also has another purpose, which is to present implications as to how industrial relations system in the U. S. should be perceived from a Japanese perspective, and where the focus of Japan's research on industrial relations should lie in the future.

Redefinition of the Industrial Relations System in the U. S.

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