英国薪酬水平和福利补贴规定的决定因素外文翻译.docVIP

本科毕业论文（设计） 外文翻译 题 目 A企业薪酬体系再设计 学 院 商学院 专 业 人力资源管理 班 级 学 号 学生姓名 指导教师 外文题目 The Determinants of Pay Levels and Fringe Benefit Provision in Britain 外文出处 National Institute of Economic and Social Research, 2000(11). 外文作者 John Forth and Neil Millward 原文： The Determinants of Pay Levels and Fringe Benefit Provision in Britain JohnForth and Neil Millward The ability of trade unions to raise pay levels is well established, but the contraction of the union sector in Britain calls this into question. Analysis of the 1998 Workplace Employee Relations Survey shows that there is still a union premium for some employees covered by collective bargaining and that this effect spills over to other employees in the same workplaces. Employer and workplace characteristics generally have a greater impact on pay than union bargaining. Circumstances where the union effects are strongest are identified. Some similar effects are shown for the provision of fringe benefits. Within the last twenty years the British labour market has changed from one where paysetting was largely a joint affair between employers and trade unions to one where employers mostly act on their own accord. In the era when collective bargaining was the norm, many other employment conditions besides pay were jointly regulated: hours, overtime, holidays and so forth. With the continuous decline in collective bargaining over pay since the 1970s, these are also now more commonly a matter for management decision. This major shift in the institutional structures through which pay and other emp