Employee Voice and Human Resource Management: An Empirical Analysis using British Data
AbstractUsing British workplace data we examine the relationship between human resource management (HRM) and different forms of employee voice. After controlling for observable establishment characteristics, we find voice and HRM are positively correlated, but this positive association is confined to certain voice regimes. Previous research has found no association between HRM and union voice. However, distinguishing between union-only voice regimes and dual channel (i.e. union and nonunion) voice regimes reveals that union-only regimes have the lowest incidence and intensity of HRM adoption while dual channel regimes have the highest HRM incidence and intensity. The implications of these findings for theory and practice are discussed.
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Bibliographic InfoPaper provided by Policy Studies Institute, UK in its series PSI Research Discussion Series with number 27.
Date of creation: 2007
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- Alex Bryson & Gomez, R. & Kretschmer, T. & Willman, P., 2009.
"Employee Voice and Private Sector Workplace Outcomes in Britain, 1980-2004,"
NIESR Discussion Papers
329, National Institute of Economic and Social Research.
- Alex Bryson & Rafael Gomez & Tobias Kretschmer & P Willman, 2009. "Employee Voice and Private Sector Workplace Outcomes in Britain, 1980-2004," CEP Discussion Papers dp0924, Centre for Economic Performance, LSE.
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