Purpose The purpose of this paper is to reconstruct the development of industrial relations (IR) in Germany since the end of the Second World War and discusses the current challenges posed by economic globalisation und European integration. Design/methodology/approach Combining a political economy, identifying Germany as a coordinated market economy (social market economy), and actor-centred historical institutionalism approach, outlining the formation and strategies of the main social actors within a particular institutional setting, the paper draws on the broad range of research on IR in Germany and its theoretical debates, including own research in the field. Findings The legacy of the key institutional settings in the post-war era – primarily the social market economy, co-determination at supervisory boards, works councils and sector-based non-ideological unions with their analogously organised employer counterparts, as well as the dual system of interest representation – has shaped the German IR and still underlie the bargaining processes and joint learning processes although trade unions and employers’ associations have been weakened because of loss of membership. In consequence the coverage scope of collective agreements is now somewhat reduced. Despite being declared dead many times, the “German model” of a “conflictual partnership” of capital and labour has survived many turbulent changes affecting it to the core. Originality/value The paper presents an original, theoretical informed reconstruction of the German IR and allows an understanding of the current institutional changes and challenges in the light of historical legacies. Additionally the theoretical debates on path dependence and learning processes of collectivities are enriched through its application to the German case.

中文翻译：

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德国七十年的劳资关系

目的本文的目的是重建第二次世界大战以来德国劳资关系的发展，并讨论经济全球化和欧洲一体化带来的当前挑战。设计/方法论/方法结合政治经济学，将德国确定为协调市场经济（社会市场经济），以行为者为中心的历史制度主义方法，概述特定制度环境中主要社会行为者的形成和策略，关于德国IR的广泛研究及其理论辩论，包括该领域的自身研究。调查结果战后时代主要机构设置的遗产–主要是社会市场经济，监事会的共同决定，劳资委员会和基于行业的非意识形态工会及其类似组织的雇主对口，以及双重利益代表制度已经形成了德国投资者关系，尽管工会和雇主协会已经建立了讨价还价程序和联合学习程序因失去会员资格而被削弱。因此，集体协议的适用范围现在有所缩小。尽管多次被宣告死亡，但资本和劳力的“冲突伙伴关系”的“德国模式”仍然经历了许多动荡的变化，将其影响到核心。独创性/价值本文介绍了德国IR的原始，理论上合理的重构，并根据历史遗产对当前的制度变迁和挑战进行了了解。