ABSTRACT
In terms of job-based unionism, Hong Kong trade unions have had limited influence in most workplaces, particularly in the private sector (Levin and Chiu 1993). A recent Institute of Human Resource Management survey found that the percentage of private-sector companies determining pay levels through negotiation with trade unions or staff associations was 3.3 per cent in the case of manual workers or technicians, 2.4 per cent for clerical and supervisory workers and 1.9 per cent for managerial and professional staff (Institute of Human Resource Management 1995). Trade union weakness has been attributed to the small size of establishments in manufacturing and
private-sector services, to an alleged cultural resistance amongst Hong Kong workers towards joining trade unions and openly challenging their employer (Levin and Chiu 1994:155), and to employer hostility towards unions (Levin and Ng 1995:131). Trade unions are more significant in the civil and public services, although the relationship with management tends to be joint consultation rather than collective bargaining, whilst in the private sector even joint consultation is rare (see Chapter 16).
