dc.contributor.author | Kaufman, Bruce | |
dc.contributor.editor | Johnstone S. and Ackers P. | |
dc.date.accessioned | 2018-04-24T00:38:42Z | |
dc.date.available | 2018-04-24T00:38:42Z | |
dc.date.issued | 2015 | |
dc.identifier.isbn | 9780199668007 | |
dc.identifier.uri | http://hdl.handle.net/10072/141448 | |
dc.description.abstract | Theory is important in industrial relations (IR) because it helps to identify
key determinants of behaviour in employment relationships and the nature of
the cause–effect linkages. Among the many behaviours studied in IR,
employee voice is particularly prominent and the subject of a large and
rapidly growing literature (see Wilkinson et al. 2014). A number of useful
conceptual frameworks and models of employee voice have been advanced
(for example, Dundon and Gollan 2007; Morrison 2011; Willman et al. 2014).
Room for development remains, however, and I devote this chapter to taking
voice theory another step. In particular, I frame voice theory in terms of a
predictive equation of the sort ‘if A then B, given C’. In this equation,
A represents the voice dependent variable, B represents causal independent
variables, and C represents contingent and contextual variables. The goal of
the model is to explain cross-sectional and inter-temporal variation in
employee voice; the contribution of theory is to guide the specification of
the A, B, and C variables in the model and the nature of the association
between them. Since industrial relations is the study of the employment
relationship, it makes sense for an IR-oriented theory of voice to approach
the subject from this direction, hence the label ‘employment relations model’
in the chapter title. The model is, in the cross-disciplinary tradition of
industrial relations, broadly based but draws principal conceptual inspiration
from two sources: Fox’s (1966, 1974) IR ‘frames of reference’ typology and
Kaufman and Miller’s (2011) economics-based theory of the firm’s demand
for human resource management (HRM) practices. Heery’s chapter in this
volume is a nice complement because he too uses the frames of reference
typology, although in a somewhat different version and for a different topic.
To indicate the model’s explanatory insight, I apply it to the case of the United States and work out a forecast of the broad trends in employee voice to the
end of the current decade. | |
dc.description.peerreviewed | Yes | |
dc.language | english | |
dc.language.iso | eng | |
dc.publisher | Oxford University Press | |
dc.publisher.place | United Kingdom | |
dc.publisher.uri | https://www.oup.com.au/books/others/9780199668007-finding-a-voice-at-work | |
dc.relation.ispartofbooktitle | Finding a Voice at Work? New Perspectives on Employment Relations | |
dc.relation.ispartofchapter | 13 | |
dc.relation.ispartofpagefrom | 278 | |
dc.relation.ispartofpageto | 300 | |
dc.subject.fieldofresearch | Industrial Relations | |
dc.subject.fieldofresearchcode | 150306 | |
dc.title | The future of employee voice in the USA: predictions from an employment relations model of voice | |
dc.type | Book chapter | |
dc.type.description | B1 - Chapters | |
dc.type.code | B - Book Chapters | |
gro.faculty | Griffith Business School, Dept of Employment Relations and Human Resources | |
gro.hasfulltext | No Full Text | |
gro.griffith.author | Kaufman, Bruce | |