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Employee Voice and Human Resource Management: An Empirical Analysis using British Data

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  • Alex Bryson

    ()

  • Paul Willman
  • Rafael Gomez
  • Tobias Kretschmer

Abstract

Using 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.

Suggested Citation

  • 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.
  • Handle: RePEc:psi:resdis:27
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    File URL: http://www.psi.org.uk/pdf/rdp/rdp-27-employee-voice.pdf
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    Cited by:

    1. Dr Alex Bryson, 2009. "Employee Voice and Private Sector Workplace Outcomes in Britain, 1980-2004," National Institute of Economic and Social Research (NIESR) Discussion Papers 329, National Institute of Economic and Social Research.
    2. Bryson, Alex & Gomez, Rafael & Willman, Paul, 2008. "Trading places: employers, unions and the manufacture of voice," LSE Research Online Documents on Economics 28501, London School of Economics and Political Science, LSE Library.
    3. Beauregard, T. Alexandra & Arevshatian, L. & Booth, Jonathan E. & Whittle, S., 2016. "Listen carefully: transgender voices in the workplace," LSE Research Online Documents on Economics 67793, London School of Economics and Political Science, LSE Library.

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