Re-conceptualizing voice in the non-union workplace

Abstract

In this paper we present a conceptual analysis of the literature and research surrounding voice in the non-union workplace. The paper begins with a definitional discussion of non-unionism -what it is and what it is not, and then proceeds to unpick the concept of employee voice in the non-union workplace. The core of our analysis consists of a re-conceptualization of factors affecting non-union voice, and the potential outcomes as a result of external macro market pressures such as changing regulatory and market pressures for employee voice, and internal micro organizational dimensions such as management choice and strategy towards employee voice. From the analysis it is argued that more individualized and company-specific forms of employee voice are likely to increase. This poses new challenges for traditional collective representation and the institutional structures within which employee voice operates, which requires critical analysis and future empirical investigation.

Listen carefully: transgender voices in the workplace

“…This manifestation of voice requires high levels of trust between management and employees (Dundon & Gollan, 2007), and is therefore particularly pertinent to transgender individuals, for whom a key aspect of voice is the ability to be accepted and recognized both formally and informally in one's gender identity at work, as well as to have the same rights, benefits, and privileges as others (Bell, Özbilgin, Beauregard, & Sürgevil, 2011).…”

Employee Voice Scale: Is There a Need of Reconsideration of Dimensions?

“…A shift from collective employee voice to a more individual employee voice was observed in recent decades [4,[9][10][11]. Many reasons underlay this shift but one of the major reasons is the change in attitude of organizations towards their employees [12,13].…”

“…The TEV states that the platform for voice is developed by the employees themselves in the form of unions [4]. Although unions provide a wide range of benefits to both employees and employers [34], at the same time union can be a threat to organization and for all the stakeholders [35].…”

“…In the past, collective employee voice (union) was a mechanism adopted by employees to resolve their issues or concerns [1,2]. This collective voice was employee-oriented, where the arrangement of voice or in other words the platform for voice is provided by employees themselves in the form of union [3,4]. In such voice behaviour the union is considered as a platform formed by similar group of employees to collectively challenge the management for their rights or issues related to work place Millward et al 2000).…”

New approaches to employee voice and participation in organizations

“…The research on employee voice and participation has therefore expanded from an earlier institutional focus to also include significant behavioural and strategic streams (Dundon and Gollan, 2007). The purpose of this symposium is therefore to extend 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.…”