The authors’ affiliations are, respectively, Graduate Program in Human Resources and Labor Relations, Department of Economics, University of Wisconsin-Milwaukee, Wisconsin; Faculty of Economics, Leibniz University of Hanover, Hanover, Germany. E-mail: firstname.lastname@example.org, email@example.com. The authors thank the MHRLR International Scholars Program at UWM, which allowed them to work together in the fall of 2006. They also thank three anonymous referees for valuable suggestions.
Family-Friendly Practices and Worker Representation in Germany
Article first published online: 9 DEC 2008
© 2009 Regents of the University of California
Industrial Relations: A Journal of Economy and Society
Volume 48, Issue 1, pages 121–145, January 2009
How to Cite
HEYWOOD, J. S. and JIRJAHN, U. (2009), Family-Friendly Practices and Worker Representation in Germany. Industrial Relations: A Journal of Economy and Society, 48: 121–145. doi: 10.1111/j.1468-232X.2008.00548.x
- Issue published online: 9 DEC 2008
- Article first published online: 9 DEC 2008
The determinants of three employer-provided family-friendly work practices are estimated for German establishments. The presence of a works council stands as a positive determinant of all three practices. When works councils exist in the presence of collective bargaining, their influence tends to reflect the demographics of the workplace. The role of the works council becomes larger when the share of women increases and the share of part-timers decreases. We suggest this is consistent with the voice role of works councils.