Paternalism at a crossroads: labour relations in Chile in transition
| Published date | 24 April 2009 |
| Pages | 322-333 |
| Date | 24 April 2009 |
| DOI | https://doi.org/10.1108/01425450910946505 |
| Author | M. Darío Rodríguez,F. René Ríos |
| Subject Matter | HR & organizational behaviour |
Paternalism at a crossroads:
labour relations in Chile
in transition
M. Darı
´o Rodrı
´guez and F. Rene
´Rı
´os
Instituto de Sociologı
´a, Pontificia Universidad Cato
´lica de Chile, Santiago, Chile
Abstract
Purpose – Paternalism in labour relationships is characteristic of Chilean and Latin American firms.
Despite its empirical and practical relevance it lacks adequate conceptual elaboration so that it remains
an opaque real drive that cannot be managed. This paper seeks to propose some conceptual
distinctions to help clarify its meaning.
Design/methodology/approach – Using the social systems theory of Niklas Luhmann,
paternalism is analysed as se mantics which makes three mai n aspects visible: interests ,
autonomous decisions and responsibility that are seen as different sources of risk and danger for
the workers. Paternalism is allegedly a protective device.
Findings – Paternalism is reinforced and reproduced by distrust in the workers’ capacities to make
decisions on their own and it becomes a justification to keep wages low, hinder delegation and
becomes an ideology that justifies gaps between productivity and compensation.
Research limitations/implications – Paternalism is difficult to operationalize in order to make
empirical observations, but through qualitative analysis we were able to characterize it with two
examples. This will help empirical research to continue on a more appropriate conceptual basis.
Practical implications – HRM practices should consider that paternalism is present as an
expectation and that management should know that it can also pervade administration despite its
modernized appearance.
Originality/value – Since paternalism pervades expectations in opaque ways, it sets limits to
management’s capacities to administer human resources in a modern way. Awareness of this fact
allows its comprehension and the ability to properly deal with it.
Keywords Chile, Human resourcemanagement, Human resource strategies, Industrial relations
Paper type Research paper
1. Introduction
In the last decades, the Chilean economy has undergone substantial developments.
The per capita Gross Domestic Product based on purchasing-power-parity (PPP) grew
from US$ 2,827 in 1980 to US$ 14,673 in 2008, more than a five fold increase[1].
New salmon, wine, forestry and fruit industries were established amongst others; and
the existing ones, like mining, banking and financial services experienced both gro wth
and differentiation. The ample modernization implied profound changes in labour
relationships and their management, but it has not suppressed deeply engrained
cultural expectations that appear at first sight as incompatible with modern
contractual exchanges. This is the case with paternalism, which is widely evident
throughout Latin America (Da
´vila and Elvira, 2005). Even though Chile has had centre
left governments, they have not made significant differences in this paternalistic
The current issue and full text archive of this journal is available at
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ER
31,3
322
Received 22 May 2008
Revised 12 October 2008
Accepted 15 December 2008
Employee Relations
Vol. 31 No. 3, 2009
pp. 322-333
qEmerald Group Publishing Limited
0142-5455
DOI 10.1108/01425450910946505
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