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Mitbestimmung im Unternehmensvergleich. Ein Konzept zur Messung des Einflusspotentials der Arbeitnehmervertreter im mitbestimmten Aufsichtsrat (Comparing Levels of Company Codetermination. A Proposal for an Index to Measure the Influence Capacity of Employee Representatives in Co-determined Supervisory Boards)

Author

Listed:
  • Martin Hoepner
  • Tim Muellenborn

Abstract

In diesem Beitrag schlagen wir einen Index zum Einflusspotential der Arbeitnehmervertreter im mitbestimmten Aufsichtsrat vor, der sich aus der Addition von fuenf Dummy-Variablen ergibt. Von einem hohen Einflusspotential der Arbeitnehmervertreter wird ausgegangen, wenn (1) der Aufsichtsrat haelftig mit Arbeitnehmervertretern besetzt ist, (2) der Aufsichtsrat ueber ein neutrales Mitglied zur Aufloesung von Patt-Situationen verfuegt, (3) der stellvertretende Aufsichtsratsvorsitzende unternehmensexterner Gewerkschaftsfunktionaer ist, (4) ein Gewerkschaftsmitglied zum Arbeitsdirektor bestellt wurde und (5) der Pruefungsausschuss haelftig mit Arbeitnehmervertretern besetzt ist. Entsprechende Daten erheben wir fuer 82 der 100 groessten deutschen Unternehmen. Ein Abgleich mit Strukturmerkmalen der Unternehmen zeigt, dass sich ueberdurchschnittlich mitbestimmte Unternehmen vor allem innerhalb des Kapitalverflechtungsnetzwerks der „Deutschland AG“ befinden, und dass Strategien der Mitbestimmungsvermeidung vor allem bei Unternehmen in Familieneigentum vorkommen. Der Index kann in der empirischen Mitbestimmungsforschung eingesetzt werden, um Hypothesen ueber die Bestandsvoraussetzungen sowie ueber die sozialen und wirtschaftlichen Wirkungen der Unternehmensmitbestimmung zu testen. (In this article, we propose an index of the influence capacity of employee representatives in the co-determined supervisory boards of large German companies. The index adds five dummy variables. A high degree of codetermination is given when (1) half of the supervisory board seats are occupied by the employee side, (2) the supervisory board has a neutral member, appointed from both the employee and the shareholder side, (3) the vice chairman of the supervisory board is a trade union official, (4) the labour director is a trade union member and (5) half of the seats of the supervisory board’s audit committee are occupied by the employee side. We collect the respective data for 82 of the 100 largest German companies. We show that high degrees of codetermination are mainly given inside the capital network of “Germany Inc.”, and that low degrees of codetermination are more frequent when private families belong to the ownership structures of the companies concerned. In further studies, our index can be used to test hypotheses about the preconditions for, and the economic and social effects of, different levels of supervisory board codetermination.)

Suggested Citation

  • Martin Hoepner & Tim Muellenborn, 2010. "Mitbestimmung im Unternehmensvergleich. Ein Konzept zur Messung des Einflusspotentials der Arbeitnehmervertreter im mitbestimmten Aufsichtsrat (Comparing Levels of Company Codetermination. A Proposal ," Industrielle Beziehungen - Zeitschrift fuer Arbeit, Organisation und Management - The German Journal of Industrial Relations, Rainer Hampp Verlag, vol. 17(1), pages 7-29.
  • Handle: RePEc:rai:indbez:doi_10.1688/1862-0035_indb_2010_01_hoepner
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    Keywords

    supervisory board level codetermination; corporate governance;

    JEL classification:

    • A14 - General Economics and Teaching - - General Economics - - - Sociology of Economics
    • J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
    • J50 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - General
    • J53 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - Labor-Management Relations; Industrial Jurisprudence
    • L20 - Industrial Organization - - Firm Objectives, Organization, and Behavior - - - General
    • L22 - Industrial Organization - - Firm Objectives, Organization, and Behavior - - - Firm Organization and Market Structure
    • L26 - Industrial Organization - - Firm Objectives, Organization, and Behavior - - - Entrepreneurship
    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation
    • M54 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Labor Management

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