This article considers the debate about the process of liberalisation of industrial relations from an ideational institutional perspective. While the gradual liberalisation of industrial relations has increased employer discretion, the role of employers’ organisations in this process is unclear. The case study is the Netherlands, a neo-corporatist country described as stable and robust but where institutional outcomes have undergone major shifts. To understand how this happened, the author analysed 40 years of collective bargaining policy using an ideational approach. The article argues that Dutch organised employers had the confidence that the strength of their ideas was enough to gradually but surely change industrial relations within the existing neo-corporatist framework by redefining the role of the firm, the state and the employee in the economy. The article also shows that since the early 2010s Dutch organised employers have changed their strategy leading to further de-collectivisation of industrial relations.

本文从观念的制度角度考虑有关劳资关系自由化过程的争论。虽然劳资关系的逐步自由化增加了雇主的自由裁量权，但雇主组织在这一过程中的作用尚不清楚。案例研究是荷兰，一个被描述为稳定和强大的新社团主义国家，但其制度结果发生了重大转变。为了理解这是如何发生的，作者使用概念方法分析了 40 年的集体谈判政策。文章认为，荷兰有组织的雇主有信心，他们的想法的力量足以通过重新定义公司的角色，逐渐但肯定地改变现有新社团主义框架内的劳资关系，经济中的国家和雇员。文章还表明，自 2010 年代初以来，荷兰有组织的雇主改变了战略，导致劳资关系进一步去集体化。