Employee Voice, Intention to Quit, and Conflict Resolution: Evidence from Australia

被引：15

作者：

Van Gramberg, Bernadine ^{[1
]}

Teicher, Julian ^{[2
]}

Bamber, Greg J. ^{[3
,4
]}

Cooper, Brian ^{[3
]}

机构：

[1] Swinburne Univ Technol, Grad Res & Res Training, Hawthorn, Vic, Australia

[2] Cent Queensland Univ, Res, Rockhampton, Qld, Australia

[3] Monash Univ, Dept Management, Monash Business Sch, Clayton, Vic, Australia

[4] Monash Univ, Int Consortium Res Employment & Work iCREW, Ctr Global Business, Monash Business Sch, Clayton, Vic, Australia

来源：

ILR REVIEW | 2020年 / 73卷 / 02期

基金：

英国经济与社会研究理事会; 澳大利亚研究理事会;

关键词：

conflict management; dispute resolution; employment relations; employee voice; grievances; intentions to quit; TURNOVER; INVOLVEMENT; JUSTICE;

D O I：

10.1177/0019793919876643

中图分类号：

F24 [劳动经济];

学科分类号：

020106 ; 020207 ; 1202 ; 120202 ;

摘要：

The authors provide novel insights on employee voice and employees' intentions to quit after conflict situations. They analyze a survey of employees in Australia to consider two research questions: What are the relationships between employee voice at work, dispute resolution, and intention to quit? Does the type of dispute affect these relationships? Findings show that employee voice is associated with successful dispute resolution, which reduces employees' intentions to quit. Further, employee voice has the additional benefit of directly reducing intentions to quit, besides its indirect effect of helping to resolve disputes at work. Results also indicate that regardless of the level of voice at work, those who report bullying claims are less likely to find resolution. The authors provide recommendations for improving workplace dispute resolution that they believe offer mutual gains for stakeholders.

引用

页码：393 / 410

页数：18

共 41 条

[11] Fairness reduces the negative effects of organizational politics on turnover intentions, citizenship behavior and job performance [J].

Byrne, ZS .

JOURNAL OF BUSINESS AND PSYCHOLOGY, 2005, 20 (02) :175-200

[12]

Cammann C., 1983, ASSESSING ORG CHANGE, P71, DOI DOI 10.1177/017084068400500420

[13]

Cohen J., 2003, Applied Regression/ Correlation for the Behavioral Sciences, V3rd

[14] The relationship between employee involvement and Workplace dispute resolution [J].

Colvin, AJS .

RELATIONS INDUSTRIELLES-INDUSTRIAL RELATIONS, 2004, 59 (04) :681-704

[15] Adverse workplace conditions, high-involvement work practices and labor turnover: Evidence from Danish linked employer-employee data [J].

Cottini, Elena ;

Kato, Takao ;

Westergaard-Nielsen, Niels .

LABOUR ECONOMICS, 2011, 18 (06) :872-880

[16] The meanings and purpose of employee voice [J].

Dundon, T ;

Wilkinson, A ;

Marchington, M ;

Ackers, P .

INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT, 2004, 15 (06) :1149-1170

[17] JUSTICE OR JUST BETWEEN US? EMPIRICAL EVIDENCE OF THE TRADE-OFF BETWEEN PROCEDURAL AND INTERACTIONAL JUSTICE IN WORKPLACE DISPUTE RESOLUTION [J].

Eigen, Zev J. ;

Litwin, Adam Seth .

ILR REVIEW, 2014, 67 (01) :171-201

[18]

Freeman R., 1984, WHAT UNIONS DO

[19] STEALING IN THE NAME OF JUSTICE - INFORMATIONAL AND INTERPERSONAL MODERATORS OF THEFT REACTIONS TO UNDERPAYMENT INEQUITY [J].

GREENBERG, J .

ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES, 1993, 54 (01) :81-103

[20] A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium [J].

Griffeth, RW ;

Hom, PW ;

Gaertner, S .

JOURNAL OF MANAGEMENT, 2000, 26 (03) :463-488

← 1 2 3 4 5 →