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dc.contributor.authorKaufman, Bruce
dc.contributor.editorJohnstone S. and Ackers P.
dc.date.accessioned2018-04-24T00:38:42Z
dc.date.available2018-04-24T00:38:42Z
dc.date.issued2015
dc.identifier.isbn9780199668007
dc.identifier.urihttp://hdl.handle.net/10072/141448
dc.description.abstractTheory 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.peerreviewedYes
dc.languageenglish
dc.language.isoeng
dc.publisherOxford University Press
dc.publisher.placeUnited Kingdom
dc.publisher.urihttps://www.oup.com.au/books/others/9780199668007-finding-a-voice-at-work
dc.relation.ispartofbooktitleFinding a Voice at Work? New Perspectives on Employment Relations
dc.relation.ispartofchapter13
dc.relation.ispartofpagefrom278
dc.relation.ispartofpageto300
dc.subject.fieldofresearchIndustrial Relations
dc.subject.fieldofresearchcode150306
dc.titleThe future of employee voice in the USA: predictions from an employment relations model of voice
dc.typeBook chapter
dc.type.descriptionB1 - Chapters
dc.type.codeB - Book Chapters
gro.facultyGriffith Business School, Dept of Employment Relations and Human Resources
gro.hasfulltextNo Full Text
gro.griffith.authorKaufman, Bruce


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