Projects / Programmes source: ARIS

Industrial relations regulation and strategic capability of the Slovenian companies

Research activity

Code Science Field Subfield
5.03.00  Social sciences  Sociology   

Code Science Field
S212  Social sciences  Sociology of labour, sociology of enterprise 
industrial relations, labour relations, neo-corporatism, neo-liberalism, employees, employers, trade unions, employers associations, social partnership, social dialog, participation
Evaluation (rules)
source: COBISS
Researchers (4)
no. Code Name and surname Research area Role Period No. of publicationsNo. of publications
1.  12296  PhD Zlatko Jančič  Political science  Researcher  1998 - 1999  557 
2.  10976  PhD Aleksandra Kanjuo Mrčela  Sociology  Researcher  1998 - 1999  586 
3.  06144  PhD Dana Mesner Andolšek  Sociology  Researcher  1998 - 1999  300 
4.  06829  PhD Miroslav Stanojević  Sociology  Head  1998 - 1999  336 
Organisations (1)
no. Code Research organisation City Registration number No. of publicationsNo. of publications
1.  0582  University of Ljubljana, Faculty of Social Sciences  Ljubljana  1626957  40,190 
In terms of the thesis based on the former researches, the actual regulation of industrial relations in Slovenia oscillates between neo-liberal and neo-corporatist forms. Within the last few years the signs of movement towards the neo-corporatism have appeared. According to the position of the research team members, the stronger neo-corporatist regulation of industrial relations in Slovenia would stimulate the forming of more advanced interest coalitions on the micro level. The analysis is based on some quantitative and mostly qualitative data collected by questionnaire and in-depth interviews with the key representatives of the industrial relations actors on the macro and micro level. The sample concerning the micro level consists of five Slovenian companies. The companies are located within the typical branches of Slovenian industry (electrical equipment – two companies, textile, food and chemistry). Ten years ago all companies were organised as socially owned enterprises, with highly developed social functions and institutionally secured intensive employees participation in decision making process. According to the most important finding (reached in the year 1998), the company unionism is a relatively influential form of interest mediation on the micro level, which induces softer managerial policies and significantly changes motivational structure and behavioural patterns of employees.
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