Taking the concept of organizational climate, this paper outlines a framework within which the climate concept can be applied to industrial relations activities at the organizational level. Industrial relations climate is portrayed as an intervening variable between industrial relations inputs and outputs. Based on the authors' previous research, six dimensions of industrial relations climate are outlined, relating to co operation, trust, mutual regard, joint participation, apathy and hostility. Suggestions for further empirical research are offered. In addition, it is argued that other branches of industrial relations research could benefit from similar cross-fertilization of concepts from allied disciplines such as organizational behaviour.
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