Do not say a word! Conceptualizing employee silence in a long-term crisis context

Abstract

Although research has emphasized the organizational and individual factors that influence employee voice and silence at work, it is less known how employee voice/silence is affected by the economic context, particularly when this context is one of intensive and long-term economic crisis in a country with weak institutional bases. In this study, we explore how employee silence is formulated in long-term turbulent economic environments and in more vulnerable organizational settings like those of small enterprises. The study draws on qualitative data gathered from 63 interviews with employees in a total of 48 small enterprises in Greece in two periods of time (2009 and 2015). This study suggests a new type of employee silence, social empathy silence, and offers a conceptual framework for understanding the development of silence over time in particular contexts of long-term turbulence and crisis.     

Integration of collective bargaining and formal worker participation processes: Boon or barrier to worker rights?

Many employers are extending workplace rights by allowing for more employee voice in decision making. Numerous unionized organizations have established formal worker participation processes to help achieve this end and to improve organizational performance. Based largely on theory, such processes are normally designed to operate independently from the bargaining process. The purpose of this study was to examine the relationship between participation and bargaining processes, and the effect of this relationship on workplace satisfaction. A total of 712 Midwest union officials were surveyed, and the results indicate that the processes tend to become integrated in the workplace. Further, union officials' workplace satisfaction was greater where formal worker participation is institutionalized within the bargaining process.     

Mind the channel! An affordance perspective on how digital voice channels encourage or discourage employee voice

We apply an affordance lens on qualitative data from three case organisations using a digital voice channel providing employees with the opportunity to speak up via answering periodic mini‐surveys and making comments in an anonymous mini‐forum. We find that imbrications of material and social agencies (i.e., the voice channel's features and managerial reactions to voice) in the respective organisational contexts culminate in employees perceiving the channel as either affording or constraining voice, leading to perceived voice outcomes that eventually encourage or discourage them to speak up. Whether voice is encouraged or discouraged partly results from the mere interaction between employees and the digital voice channel independent of managerial reactions. Our findings thus challenge the emphasis on managerial behaviour and reactions to voice in explaining voice behaviour and outcomes in extant literature.     

职场抱怨源对知识型员工创新绩效的影响机制研究

知识型员工的创新绩效是移动互联时代企业获取竞争优势的关键要素。本研究探讨了组织环境中的职场抱怨源对知识型员工创新绩效的影响效应和作用机制。研究发现：职场抱怨源的“与同事关系”、“管理规范化因素”和“物理环境”维度通过负向影响员工建言,而抑制创新绩效;另外,“工作负荷”维度正向影响创新绩效。研究还揭示,相比自我隐藏倾向低的员工,与同事关系不和谐对高自我隐藏倾向知识型员工的建言和创新绩效有更显著的负向影响。最后讨论了研究的理论价值和实践启示。     

The voice of the loyal manager: Distinguishing attachment from commitment

The purpose of this article is to use Albert Hirschman's Exit, Voice, and Loyalty framework to analyze the extent to which corporate employees are merely attached to the firm rather than committed. A model of managerial loyalty is developed where loyalty is defined as the percentage pay increase that an employee would require to leave the current firm for alternative employment. Independent variables in the model include barriers to exit and voice. This model was tested on three data sets from North American airlines. This model received empirical support during a stable environment but was not strongly supported during a more turbulent environment. Implications of the results are discussed.     

Introduction to research on Hirschman's Exit,Voice, and Loyalty model

This article introduces this special issue of theEmployee Responsibilities and Rights Journal on recent work exploring Albert O. Hirschman's Exit, Voice, and Loyalty model of dissatisfaction. This special issue provides a forum for researchers and theorists with various perspectives on the model to present their ideas in one place. There are six original articles in this issue, and one discussion piece. While these articles do not resolve the controversies surrounding the Exit, Voice, and Loyalty model, they do provide a clear picture of the current status of research and theory on dissatisfaction in organizations from this perspective.     

竞争促进、市场扩张与消费者福利增进——基于我国移动语音通信市场的面板数据

利用2002—2008年我国31个省(自治区、直辖市)电信市场的面板数据,采用对数差分两阶段最小二乘法,估计了我国移动语音通信市场的Marshall需求函数,进而测算了我国移动语音通信市场的消费者福利变化。结果表明:2002—2008年期间我国移动语音通信市场的消费者福利经历了一个持续增加的过程,但消费者福利增加呈明显的减缓趋势;消费者福利的持续增进主要是竞争导致的市场不断扩张和价格持续下降的结果,而价格下降速度变慢导致消费者福利增加趋缓;与发达国家相比,我国移动语音通信服务的价格仍然明显偏高,因此可进一步降低价格来增加消费者福利。     

Ownership, exit and voice after mass privatizationEvidence from Mongolia

Exit (owners selling their shares) and voice (owners active in corporate activities) are important ingredients in the process by which mass privatization changes managerial behaviour in transition countries. We examine the structure of ownership and the extent of exit and voice in one such country, Mongolia. We document the size of ownership changes since privatization (through mergers, spin-offs, and stock sales) and examine which owners are changing in importance. We scrutinize enterprise governance, examining patterns of violations of companylaw and deviations from reasonable criteria for effective governance. We show that ownership changes and the quality of governance are correlated.
JEL classification: P11, P21, O53, H70, H20.     

基于SCTP和DCCP的SIP电话设计与实现

分析了TCP和UDP应用于SIP电话时在可靠性、拥塞控制以及安全性等方面存在的缺陷,鉴于SCTP和DCCP的良好特性,提出了一种基于SCTP和DCCP的SIP电话设计方案,分析了这种SIP电话的会话流程,最后给出了具体的实现方法。     

巧用竖式学习被动语态

被动语态是英语中一个重要的语法项目,而各个时态的被动语态却是学生学习中的一个难点。笔者利用了知识的正迁移,将数学中的竖式巧妙地应用于各个时态被动语态的学习之中,使学生能够轻松牢固地学习并掌握各个时态的被动语态。