What a typically vague, meaningless and motherhood-laden reply. Please feel free to share links or names of these articles. Southwest has had lots of industrial unrest with pilots in recent years.
The only “non adversarial” approach you mean is one where constraints are put on managerial prerogative. Why not just say so?
Management prerogative can be a two way street. Most effective organisations choose to partner with their staff.
Have a read of this,
View the IR journals, start with the Asia Pacific directory. If you need more empirical evidence keep reading. As always, do what your types do and rush back to 'the Campus'. A campus is a place of knowledge, so do some reading.
Gittell, J. H., von Nordenflycht, A., Kochan, T. A., McKersie, R., & Bamber, G. J. (2009). Labor relations and human resource management in the airline industry.
The Global Airline Industry,
275.
Turnbull, P., Blyton, P., & Harvey, G. (2004). Cleared for take-off? Management-labour partnership in the European civil aviation industry.
European Journal of Industrial Relations,
10(3), 287-307.
Peterson, R. B., & Tracy, L. (1988). Lessons from labor-management cooperation.
California Management Review,
31(1), 40-53.
Eaton, S. C., Rubinstein, S. A., & McKersie, R. B. (2004). Building and sustaining labor-management partnerships: Recent experiences in the US. In
Advances in Industrial & Labor Relations (pp. 137-156). Emerald Group Publishing Limited.
Google scholar may provide you with endless references and empirical studies, careful though dissenting views are not welcome in a dystopian workplace!