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The study investigates the impact of employee attitudes and communication styles on managers' responses to employees' opposition to company policy in various South Korean organizations. Evidence suggests that managers are more likely to participate in social undermining and less likely to offer social support to cynical employees who object to company policy.

Issues discussed concern the future of organizational leadership in the 21st century. Topics addressed include individual worker responsibility, participatory management, and the impact of globalization on leadership and collaboration.

The effect of a participatory action research (PAR) approach on reducing worksite stress is examined in two plants with divergent management styles, one cooperative and the other using top-down, traditional, hierarchical management. PAR involves researchers, management and union representatives in joint problem-solving. PAR involvement improved employee participation in decision-making in both contexts, increasing coworker support and decreasing strain in the traditional plant, and improving employee perceptions of management's openness to suggestions in the cooperative plant.

Industrial relations can be a source of work stress. The stress process is so complex that research is required that looks at the totality of the work environment and the roles that individuals fill. Because stress is intimately linked with industrial relations, an examination of the human relations policies of organizations and role of unions and their members within such organizations is needed.

It is not uncommon in the relationship between employer and employee for both parties to feel that the other is taking unfair advantage of the situation. Employees feel that they do all the work but do not receive a proportionate share of profits, while employers feel that they are taking all the risk but do not receive a proportionate profit. These feelings, left unchecked, can lead to an adversarial, counter-productive relationship. This problem can be alleviated if employers and employees openly discuss the concepts of risk and profit and the fair proportion of profit to which each party is entitled.