Cognitive and affective approaches to employee participation: Integration of the two approaches |
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| Authors: | Rhokeun Park |
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| Affiliation: | 1. College of Management, University of Massachusetts, Boston, MA 02125, USA;2. Richard Ivey School of Business, Western University, London, ON N6A 3K7, Canada;1. Faculty of Economics and Business, University of Groningen, PO Box 800, 9700 AV Groningen, The Netherlands;2. Alumnus, Faculty of Economics and Business, University of Groningen, PO Box 800, 9700 AV Groningen, The Netherlands;1. Accenture Management Consulting, Anni-Albers-Straße 11, 80807 Munich, Germany;2. Institute of Management, University of St. Gallen, 9000 St. Gallen, Switzerland;3. University of Richmond, Robins School of Business, Richmond, VA 23173, USA;1. Centre for Banking and Finance, School of Architecture and the Built Environment, The Royal Institute of Technology—KTH, Drottning Kristinas väg 30, 100 44 Stockholm, Sweden;2. Department of Strategy and Logistics, BI Norwegian Business School, 0442 Oslo, Norway;1. CentER, Tilburg University, Heuvelstraat 14, 5131AP Alphen, The Netherlands;2. São Paulo School of Business Administration (EAESP), Getulio Vargas Foundation (FGV), Rua Itapeva, 474, 8th Floor, São Paulo, SP 01332-000, Brazil;3. São Paulo School of Business Administration (EAESP), Getulio Vargas Foundation (FGV), Rua Bage 139 ap 51, Villa Mariana, São Paulo, SP 04012-140, Brazil;1. School of Business, Yonsei University, 50 Yonsei-ro, Seodaemun-gu, Seoul 120-749, South Korea;2. Department of International Business, Hankuk University of Foreign Studies, 81 Oedae-ro, Cheoin-gu, Yongin 449-791, South Korea;3. Henley Business School, University of Reading, Reading, RG6 6UD, United Kingdom |
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| Abstract: | ![]()
Numerous studies have examined cognitive and affective approaches to decision-making participation, but no study has attempted to integrate the two approaches. This is the first empirical study to apply the two approaches to financial participation. To integrate the two approaches, this study investigated the applicability of the two approaches to decision-making and financial participation as well as the relationship between two essential variables in each approach: information sharing and organizational commitment. The proposed hypotheses were tested by structural equation models using the Workplace Employment Relations Survey, which was conducted in Great Britain. The findings revealed that self-managing teams and group incentives were positively related to information sharing, which in turn were positively associated with organizational commitment and perceived company performance. Cross-cultural implications are discussed. |
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