A Test of an Efficiency Model of Grievance Activity

The Structure of White-Collar Compensation and Organizational Performance

“…They find support for the theory in that employees receiving a wage premium were more likely to use formal grievance systems rather than shirking or absenteeism to address conflicts. Cappelli and Chauvin (1991b) find further support for efficiency wages in a comparison of disciplinary dismissals and wages rates. They find that higher wage rates are associated with fewer disciplinary dismissals.…”

A study of the relationship between exit, voice, loyalty and neglect and commitment in India

“…Past research on these concepts of commitment suggests that when employees have no viable or desirable alternative outside their organization, or when the cost of exit far out-weighs the benefits of staying, employees are less likely to leave the organization (Kidron, 1978;Cappelli & Chauvin, 1991;Chen & Francisco, 2000). Hirschman (1970:77) argues that calculative commitment "makes exit less likely".…”

“…On the other hand, scholars that used filing grievances as a proxy for voice found that use of voice has negative consequences on those that use it (Oslon-Buchanan, 1996;Cappelli & Chauvin, 1991;Boroff & Lewin, 1997) because "employers tend to exercise retribution against grievance filers" ( Lewin & Peterson, 1999: 554) and as a result individuals are unlikely to voice their concerns (Boroff & Lewin 1977: 60) and tend to stay quiet and suffer in silence when dissatisfied with their organization.…”

Work-Unit Absenteeism: Effects of Satisfaction, Commitment, Labor Market Conditions, and Time

“…Theories of employee turnover (i.e., quitting), which represents an alternate form of withdrawal, offer the similar conceptual rationale that when employment alternatives are scarce, employees may be less likely to quit even when dissatisfied, and there is at least some empirical support for the hypothesis that unemployment moderates satisfaction-turnover relationships (Trevor, 2001). The more general notion that labor market conditions alter the withdrawal mechanisms chosen by dissatisfied employees has received support in the context of employee grievance filing (e.g., Bacharach & Bamberger, 2004;Cappelli & Chauvin, 1991). …”