چکیده:
In this article, the application of two comprehensive scientific patterns, namely 'Systems Theory 1' and 'Social Action Theory 2', is discussed in order to create a conceptual foundation for studying labor relations in organizations and even beyond that, at the national level (or even at an international level). Furthermore, the application of 'Typology 3' in the process of presenting theories related to industrial relations is also described, as typology can serve as a specific framework for use in deductive models and as an expandable framework for inductive approaches.
خلاصه ماشینی:
(Refer to the page image) List of Sources and References 1- Zahedi, Shams al-Sadat, Industrial Relations (Work, Worker, Employer), Academic Publishing Center, second edition, 1369 2- Mirsepasi, Nasser, Human Resource Management and Labor Relations (Systems Approach), Naqsh-e Jahan Publications, eleventh edition, 1371 3- Raymond Kiwi, Luc Van Campenhoudt, Research Methods in Social Sciences, translated by Abd al-Husayn Nik-Gohar, Contemporary Culture Publications, Tehran 1370 (Refer to the page image) Rojot,J.
,"The elements of industrial relations,Madison WI,-10 University of Wisconsin Press,1984 Endnotes (1)- Systems Theory (2)- Social Action Theory (3)- Typology (4)- Scientific Management Movement (5)- Organizational Psychology (6)- Sociology of Work (7)- Contingancy Theories (8)- Boulding,Kenneth E.
On the other hand, organizational sociology has also proposed the social action theory for studying labor relations in organizations, which is the subject of discussion in this article.
Also, the theory of social action places great emphasis on the process of structure formation through interactions among actors and conflicts based on power relations between owners of capital and labor.
In conclusion, the "conceptual framework30" consisting of the typological variables (the various dimensions and aspects of the labor relations system) is constructed as follows: (Refer to the page image) The first two variables focus more on the organizational characteristics and structural features of the actors or acting organizations emphasize, whereas the third variable focuses on communication processes and the quality of interactions between actors.
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