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Individual Voice in Employment Relationships: A Comparison Under Different Collective Voice Regimes

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  • David Marsden
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    Abstract

    This article examines the relationship between individual and collective employee voice, and management-led voice (appraisal), under contrasted collective voice regimes. In the first, collective workplace voice depends on voluntary recognition by the employer, and in the second, it is based on statutory rights. It is argued that in the first, individual and collective voice act as substitutes, and in the second they act as complements. Management-led voice is also influenced by whether the preceding forms are substitutes or complements. The argument is tested using data from the British and French workplace employment relations surveys for 2004, combining responses from employees and from management. Within country differences are used to aid identification. In conclusion, it finds broad support for the main hypothesis.

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    Bibliographic Info

    Paper provided by Centre for Economic Performance, LSE in its series CEP Discussion Papers with number dp1006.

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    Date of creation: Oct 2010
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    Handle: RePEc:cep:cepdps:dp1006

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    Web page: http://cep.lse.ac.uk/_new/publications/series.asp?prog=CEP

    Related research

    Keywords: Labour-management relations; industrial jurisprudence; individual and collective voice; works councils;

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    References

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    1. Richard Belfield & David Marsden, 2009. "Institutions and the Management of Human Resources: Incentive Pay Systems in France and Great Britain," CEP Discussion Papers, Centre for Economic Performance, LSE dp0941, Centre for Economic Performance, LSE.
    2. John T. Addison & Clive R. Belfield, 2008. "The Determinants of Performance Appraisal Systems: A Note (Do Brown and Heywood's Results for Australia Hold Up for Britain?)," British Journal of Industrial Relations, London School of Economics, vol. 46(3), pages 521-531, 09.
    3. Michelle Brown & John S. Heywood, 2005. "Performance Appraisal Systems: Determinants and Change," British Journal of Industrial Relations, London School of Economics, vol. 43(4), pages 659-679, December.
    4. Clive R. Belfield & John S. Heywood, 2004. "Do HRM Practices Influence the Desire for Unionization? Evidence across Workers, Workplaces, and Co-Workers for Great Britain," Journal of Labor Research, Transaction Publishers, Transaction Publishers, vol. 25(2), pages 279-300, April.
    5. David Marsden, 2006. "Individual Employee Voice: Renegotiation and Performance Management in Public Services," CEP Discussion Papers, Centre for Economic Performance, LSE dp0752, Centre for Economic Performance, LSE.
    6. Melvyn Coles & Joseph Lanfranchi & Ali Skalli & John Treble, 2007. "Pay, Technology, And The Cost Of Worker Absence," Economic Inquiry, Western Economic Association International, vol. 45(2), pages 268-285, 04.
    7. Francis Green, 2008. "Leeway for the Loyal: A Model of Employee Discretion," British Journal of Industrial Relations, London School of Economics, vol. 46(1), pages 1-32, 03.
    8. Alex Bryson & Lorenzo Cappellari & Claudio Lucifora, 2004. "Does Union Membership Really Reduce Job Satisfaction?," British Journal of Industrial Relations, London School of Economics, vol. 42(3), pages 439-459, 09.
    9. Francis Green, 2002. "Why Has Work Effort Become More Intense?," Studies in Economics, Department of Economics, University of Kent 0207, Department of Economics, University of Kent.
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