Employee voice has been studied across a diverse range of disciplines, generating an extensive body of literature on the topic. However, its conceptualization across the disciplines has differed, ...resulting in a lack of integrative theories and frameworks on employee voice. The main objective of this paper is to conduct a multidisciplinary review of the academic research on employee voice, to show where there is an opportunity to adopt and adapt the findings and research on employee voice within alternate disciplines, and to demonstrate how this may lead to more common ground in the conceptualization of employee voice. This review focuses on an analysis of the Human Resource Management/Employment Relations and Organizational Behaviour disciplines' conceptualization of employee voice, beginning with the identification of where the disciplines diverged in their concept and study of employee voice. Further, it maps their similarities and differences, on the basis of motive, content, mechanism, target and management of voice. Finally, it identifies opportunities to incorporate the alternate disciplinary perspective and proposes a conceptual model, which addresses the blind spots in each discipline. It is proposed that the consideration of formal and informal employee voice in future studies will enable the better integration of voice research.
The rapid rise of multinational Corporations (MNCs) from emerging economies has led to greater interest and urgency in developing a better understanding of the deployment and diffusion of managerial ...strategies from their perspective and without assuming the prevailing Western ethnocentric orthodoxy. This paper develops a conceptual framework of global HR strategies and practices in MNCs from emerging economies across their subsidiaries in both developed and developing markets. Using data from a pilot study of an Indian MNC, it provides insights and guidance into the motives, strategic opportunities and constraints in cross-national transfer of HR policies and practices in a multi-polar world.
While the history of employee voice and participation is longstanding, there has been a sharp increase in interest in these topics among academics, practitioners, and policy-makers in recent years. ...The research on employee voice and participation has therefore significantly broadened, expanding from an earlier institutional focus to also include significant behavioural and strategic streams. This article introduces a symposium that extends our knowledge of employee voice and participation in terms of new organizational forms, practices and processes that affect the nature, structure and conditions of work and organizations by showcasing the breadth of contemporary research on voice and participation.
Written by experts in the field, this well-established book provides a critical and academically rigorous exploration of the key functions, practices and issues in HRM today. The first part of ...Contemporary Human Resource Management covers fundamental HRM practices while the second half examines contemporary themes and issues such as work-place bullying, flexibility and emotion at work. Each chapter contains two thought-provoking case studies, encouraging readers to identify, examine and apply key concepts to real-world examples. This substantially revised sixth edition includes three completely new chapters and case studies on: HRM in SMEs The Future of Work Employee Wellbeing.
There is a long‐running debate in the business literature on the causes of organizational failure. On the one hand, classical industrial organization (IO) and organization ecology (OE) scholars have ...typically assumed a deterministic role of the environment and argued that managers are constrained by exogenous industrial and environmental constraints leaving them with little real strategic choice, and hence managers’ role should be ignored. On the other hand, the organization studies (OS) and organizational psychology (OP) literature takes a more voluntaristic perspective and argues that managers are the principal decision makers of the firm and, consequently, their actions and perceptions are the fundamental cause of organizational failure. This paper addresses the major deficiencies observed in the diverse body of literature covering this field, suggests an integrative framework and identifies the specific theoretical and methodological challenges ahead for researchers seeking to advance knowledge in the field of organizational failure.
Employment relations in SMEs Wilkinson, Adrian
Employee relations,
06/1999, Letnik:
21, Številka:
3
Journal Article
Recenzirano
Most of the HRM literature is based on large firms despite the growing significance now accorded to smaller firms. In this paper, we explore employment relations in SMEs and argue that the existing ...literature tends to polarise into a "small is beautiful" or "bleak house" perspective. The paper examines some of the key issues in relation to employment relations in SMEs.
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