Abstract
The decline of collective industrial relations has shifted the focus of industrial
relations research to the study of individual employment disputes. In this article,
we investigate whether employer-initiated workplace voice is associated with
improved resolution of individual complaints or grievances workers make
against employers. We find that our measure of workplace voice is associated
with less serious problems, more informal methods of dispute resolution, more
satisfactory outcomes for workers and lower quit rates. However, these findings
need to be set against generally low rates of satisfactory dispute resolution for
all employees in our sample.
relations research to the study of individual employment disputes. In this article,
we investigate whether employer-initiated workplace voice is associated with
improved resolution of individual complaints or grievances workers make
against employers. We find that our measure of workplace voice is associated
with less serious problems, more informal methods of dispute resolution, more
satisfactory outcomes for workers and lower quit rates. However, these findings
need to be set against generally low rates of satisfactory dispute resolution for
all employees in our sample.
| Original language | English |
|---|---|
| Pages (from-to) | n/a |
| Journal | British Journal of Industrial Relations |
| Volume | n/a |
| Early online date | 8 Aug 2012 |
| DOIs | |
| Publication status | Published - 2012 |