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Employee Voice and Private Sector Workplace Outcomes in Britain, 1980-2004

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Author Info
Alex Bryson ()
Gomez, R.
Kretschmer, T.
Willman, P.

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Abstract

Non-union direct voice has replaced union representative voice as the primary avenue for employee voice in the British private sector. This paper provides a framework for examining the relationship between employee voice and workplace outcomes that explains this development. As exit-voice theory predicts, voice is associated with lower voluntary turnover, especially in the case of union voice. Union voice is also associated with greater workplace conflict and poorer productivity. Non-union voice is associated with better workplace financial performance than other voice regimes.

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Paper provided by National Institute of Economic and Social Research in its series NIESR Discussion Papers with number 329.

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Date of creation: Mar 2009
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Handle: RePEc:nsr:niesrd:329

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References listed on IDEAS
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
  1. Sandra E. Black & Lisa M. Lynch, 2001. "How To Compete: The Impact Of Workplace Practices And Information Technology On Productivity," The Review of Economics and Statistics, MIT Press, vol. 83(3), pages 434-445, August. [Downloadable!] (restricted)
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  2. Stephen Machin & Stephen Wood, 2005. "Human resource management as a substitute for trade unions in British workplaces," Industrial and Labor Relations Review, ILR Review, ILR School, Cornell University, vol. 58(2), pages 201-218, January. [Downloadable!] (restricted)
  3. Alex Bryson & Paul Willman & Rafael Gomez & Tobias Kretschmer, 2007. "Employee Voice and Human Resource Management: An Empirical Analysis using British Data," PSI Research Discussion Series 27, Policy Studies Institute, UK. [Downloadable!]
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This page was last updated on 2009-11-25.

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