This article examines the question as to whether or not a new paradigm of employment relations is emerging. in doing so, it examines the nature of ideologies, and argues that the specific adoption of pluralism and the joining of Industrial Relations and Human Resources Management as a prerequisite to the evolution of a new field of enquiry is misplaced. It is suggested that any coherent social science of Employment Relations should examine the fundamental nature of workplace relationships and not be overly concerned with the contrived use and manipulation of organising frameworks from discipline areas such as Industrial Relations and Human Resources Management. An alternative framework is offered which allows for the generation of hypotheses, model building and empirical testing.
International Employment Relations Review: Vol. 8, no. 2, pp49-59