Bibliografías temáticas / Voice des employés

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Literatura académica sobre el tema "Voice des employés"

Autor: Grafiati
Publicado: 25 de mayo de 2024

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Artículos de revistas sobre el tema "Voice des employés"

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De Zanet, Fabrice. "Comment la confiance envers le supérieur hiérarchique influence la créativité et le voice des employés. Le rôle du sentiment de responsabilité". Revue de gestion des ressources humaines 77, n.º 3 (2010): 8. http://dx.doi.org/10.3917/grhu.077.0008.

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Prihatsanti, Unika, Fajriyanthi Fajriyanthi y Urip Purwono. "PENGUKURAN EMPLOYEE VOICE". Jurnal Psikologi 18, n.º 1 (16 de agosto de 2019): 41. http://dx.doi.org/10.14710/jp.18.1.41-54.

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Voice as a form of constructive expression in improving organizational functions and effectiveness has received great attention, especially in studies that explain the antecedents and consequences of employees’ voices. However, studies that explain psychometric properties of employee voice measurements are still limited. This article aimed to examine the psychometric properties, particularly construct validity, of employee voice measurement. In Study 1, three employee voice instruments were found through literature review from 23 articles in the last five years (2013-2018) from EBSCOhost and Proquest databases. In Study 2, based on the results of the literature review, the sound psychometric property test was carried out using confirmatory factor analysis. The results of data analysis prove that the Employee Voice scale of Liang, Farh, and Farh (2012) is an appropriate model for measuring employee voices with good validity and reliability.
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Timming, Andrew R., Chris Baumann y Paul Gollan. "Employee voice and perceived attractiveness: are less attractive employees ignored in the workplace?" Journal of Participation and Employee Ownership 4, n.º 1 (7 de junio de 2021): 26–41. http://dx.doi.org/10.1108/jpeo-02-2020-0005.

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PurposeThe paper aims to examine the effect of employees' perceived physical attractiveness on the extent to which their voices are “listened to” by management.Design/methodology/approachUsing an experimental research design, the paper estimates main effects of employee attractiveness and possible moderating effects of employee race and gender as well as the gender of their “managers.”FindingsThe results suggest that, with few exceptions, more physically attractive employees are significantly more likely to have their suggestions acted upon by managers than less attractive employees, pointing to a powerful form of workplace discrimination. This finding holds across races, with more attractive white, black, and Asian employees exerting a more impactful voice than their less attractive counterparts, although the moderation appears to be stronger for whites than ethnic minorities.Research limitations/implicationsThe results have important implications for the extant literatures on employee voice, diversity and discrimination.Originality/valueThis is among the first studies to demonstrate that less attractive employees suffer from an “employee voice deficit” vis-à-vis their more attractive counterparts.
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Ali Arain, Ghulam, Sehrish Bukhari, Imran Hameed, Delphine M. Lacaze y Zahara Bukhari. "Am I treated better than my co-worker? A moderated mediation analysis of psychological contract fulfillment, organizational identification, and voice". Personnel Review 47, n.º 5 (6 de agosto de 2018): 1133–51. http://dx.doi.org/10.1108/pr-04-2016-0090.

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Purpose The purpose of this paper is to examine the direct and conditional indirect effects of employees’ perception of psychological contract fulfillment on their positive voice, i.e., promotive voice and prohibitive voice, through the integrated framework of the social exchange theory and the group value model. Design/methodology/approach Using a two-source data collection from the employee and supervisor, cross-sectional data were collected from 234 participants working in one of the leading non-profit organizations in Pakistan. After initial data screening, a confirmatory factor analysis was conducted to test for the factorial validity of the employed measures with AMOS. The hypothesized relationships were tested in regression analysis with Statistical Package for the Social Sciences. Findings The results of this study supported the integration of the social exchange theory with the group value model in explaining the direct and indirect positive effects of employees’ perception of psychological contract fulfillment on their promotive and prohibitive voices through the mediation of organizational identification (OID). Furthermore, it was also recorded that the indirect effect was conditional on the employees’ perception of the relative psychological contract fulfillment which significantly moderated the direct relationship between psychological contract fulfillment and OID. However, no such effect was recorded for the moderating effect of power distance orientation between OID and the both voices. Originality/value In addressing the recently published research calls, this study broadens the horizon of existing research on psychological contract and employee positive voice by investigating the mediating and the moderating factors that influence this relationship.
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Van Buren, Harry J. y Michelle Greenwood. "Enhancing Employee Voice: Are Voluntary Employer–Employee Partnerships Enough?" Journal of Business Ethics 81, n.º 1 (27 de septiembre de 2007): 209–21. http://dx.doi.org/10.1007/s10551-007-9489-y.

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Cornish, René. "Unsilenced Employee Voice in South Africa: Social Media Misconduct Dismissals as Evidence of E-Voice". management revue 33, n.º 3 (2022): 356–96. http://dx.doi.org/10.5771/0935-9915-2022-3-356.

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Social media has transformed various aspects of daily life, particularly influencing communication and interaction in both physical and digital spaces. The South African employment relationship is no exception. Social media also creates opportunities for the articulation of employee voice. Through the content analysis of 118 South African first-instance social media misconduct dismissal decisions, this paper argues that employees use social media as a mechanism to express dissenting employee voice. There is evidence of individual employee voice notwithstanding employers implementing rules and social media policies to curtail expressions of dissent. It also persists despite the dismissal of employees for expressing employee voice through social media. Significantly, employee voice in the form of racialised speech badmouthing and cyber-criticising employers continues in the digital realm despite the legislative prohibition of hate speech. Despite high power disparities, the sample reveals a perfusion of individual e-voice by South African employees.
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Liang, Tsang-Lang, Hsueh-Feng Chang, Ming-Hsiang Ko y Chih-Wei Lin. "Transformational leadership and employee voices in the hospitality industry". International Journal of Contemporary Hospitality Management 29, n.º 1 (9 de enero de 2017): 374–92. http://dx.doi.org/10.1108/ijchm-07-2015-0364.

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Purpose This study aims to explore the relationship between transformational leadership and employee voice behavior and the role of relational identification and work engagement as mediators in the same. Design/methodology/approach This study uses structural equation modeling to analyze the data from a questionnaire survey of 251 Taiwanese hospitality industry employees. Findings The findings demonstrate that transformational leadership has significant relationships with relational identification, work engagement and employee voice behavior and that relational identification and work engagement sequentially mediate between transformational leadership and employee voice behavior. Practical implications The results of this study provide insights into the intervening mechanisms linking leaders’ behavior with employees’ voices, while also highlighting the potential importance of relational identification in organizations, especially concerning the enhancement of employees’ work engagement and voice. Originality/value The findings reveal the mechanisms by which supervisors’ transformational leadership encourages employees to voice their suggestions, providing empirical evidence of the sequential mediation of relational identification and work engagement. The results help clarify the psychological process by which leaders influence their followers.
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Liang, Huai-Liang y Tsung-Kai Yeh. "The effects of employee voice on workplace bullying and job satisfaction". Management Decision 58, n.º 3 (30 de agosto de 2019): 569–82. http://dx.doi.org/10.1108/md-01-2019-0112.

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Purpose Employee voice is seen as a double-edged behavior in organizations. This study considers individuals’ evaluations of various features of their work situations. In particular, leader–member exchange (LMX) mediates the influence of voice behavior on workplace bullying and employee job satisfaction. The purpose of this paper is to examine a model in which employee voice positively affects workplace bullying and job satisfaction through LMX. Design/methodology/approach A total of 447 employer–employee dyads from a large manufacturing company and public organizations in Taiwan were surveyed. Two-wave data demonstrated a significant positive relationship between employee voice and its outcomes, mediated by LMX relationship. Findings The results reveal significant relationships between voice behavior and workplace bullying and between employee voice and job satisfaction. Additionally, LMX is an important mechanism in the relationships between employee voice and workplace bullying and employee voice and job satisfaction. Research limitations/implications Although this study obtained data from employer–employee dyads, practical constraints prevented complete consideration of issues in the work domain, such as colleagues, which might influence employees’ job satisfaction and workplace bullying. Practical implications Employee voice refers to an employee providing challenging advice to contribute to the success of an organization. Voicing employees who speak up to change the status quo and challenge the current circumstances in an organization may become the target of bullying. Therefore, it is suggested that leaders should address the advice offered by employees and provide suitable support when employee voice benefits the company. Originality/value The findings have implications for the understanding of employees’ conditions and its associations with social issues in the workplace.
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Lin, Hung-Chun. "Is Thinking the Big Picture a Leader's Favorite in Psychologically Safe Conditions During Covid-19?" International Journal of Economics, Business and Management Research 06, n.º 06 (2022): 71–84. http://dx.doi.org/10.51505/ijebmr.2022.6606.

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Voice is an important way for small and medium-sized enterprises to respond to changes in the management of the epidemic. This study suggests that employees' perceptions of psychological safety change their voice patterns. All three leadership styles were negatively correlated with employees' acquiescence voice. Psychological safety was negatively correlated with employees' acquiescence voice. The three leadership styles were fully mediated by psychological safety for their employees' acquiescence voice. From this model, we found that the order of indirect influence strength from strong to weak is supportive leadership, moderate leadership, and inclusive leadership. We conducted a random sample survey of 600 employees of 42 manufacturing SMEs in Taiwan. The analysis results were applied with hierarchical regression and bootstrap method in statistical analysis. The results obtained support our hypothesis and provide current understanding of employee voices in turbulent workplaces. Thus, this study makes important contribution to voice and human resource management research .
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Marais, Christel y Christo Van Wyk. "Domestic workers’ lived realities of empowerment and disempowerment within the South African labour legislative context: Two sides of the same “coin”". African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 39, n.º 2 (19 de febrero de 2019): 64–83. http://dx.doi.org/10.25159/2520-3223/5872.

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South Africa is heralded as a global ambassador for the rights of domestic workers. Empowerment, however, remains an elusive concept within the sector. Fear-based disempowerment still characterises the employment relationship, resulting in an absence of an employee voice. The dire need to survive renders this sector silent. This article explores the role that legislative awareness can play in the everyday lives of domestic workers. By means of a post-positive, forwardlooking positive psychological and phenomenological research design the researchers sought to access the voiced experiences of domestic workers within their employment context. Consequently, purposive, respondent-driven selfsampling knowledgeable participants were recruited. In-depth interviewing generated the data. The distinct voice of each participant was noted during an open inductive approach to data analysis. Findings indicated that empowerment was an unknown construct for all participants. They lacked the confidence to engage their employers on employment issues. Nevertheless, domestic workers should embrace ownership and endeavour to empower themselves. This would sanction their right to assert their expectations of employment standards with confidence and use the judicial system to bring about compliant actions. The article concludes with the notion that legislative awareness could result in empowered actions though informed employee voices.
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Tesis sobre el tema "Voice des employés"

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Pilch, Scott Bradford. "The effects of varying types of voice on organizational justice and motivation perceptions". CSUSB ScholarWorks, 2006. https://scholarworks.lib.csusb.edu/etd-project/3013.

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The present study was designed to answer two questions. First, how do different forms of voice influence perceptions of organizational justice? Second, do organizational justice perceptions affect an individual's motivation to improve their job performance?
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Salibekyan, Zinaida. "Trends in job quality : evidence from French and British linked employer-employee data". Thesis, Aix-Marseille, 2016. http://www.theses.fr/2016AIXM2001.

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La contribution de cette thèse est d’examiner l’évolution de la qualité de l’emploi du point de vue de l’établissement. Elle s’appuie sur des données couplées employeurs - salariés issues des enquêtes comparables Workplace Employment Relations Survey (WERS 2004 et 2011) pour le cas de la Grande-Bretagne et Relations Professionnelles et Négociations d’Entreprise (REPONSE 2005 et 2011) pour la France. Cette thèse contient trois chapitres et enrichit trois grands axes de la littérature existante. Le premier chapitre explore l’impact des pratiques d’ajustement au niveau de l’établissement sur la qualité de l’emploi en France pendant la crise. Le deuxième chapitre analyse le rôle du régime institutionnel en France et en Grande-Bretagne afin d’expliquer la variation de la qualité de l’emploi entre les deux pays. Finalement, le troisième chapitre examine les stratégies adoptées par les salariés pour composer avec leur salaire et leurs conditions de travail
The contribution of this thesis is to examine the evolution of job quality from the perspective of the workplace using the British Workplace Employment Relations Surveys (WERS 2004 and 2011) and the French Enquête Relations Professionnelles et Négociations d’Entreprises (REPONSE 2005 and 2011). The thesis consists of three chapters and complements three main strands of the existing literature. The first chapter explores the impact of workplace adjustment practices on job quality in France during the recession. The second chapter examines the role of institutional regimes in Great Britain and France in explaining the cross-national variation in job quality. Finally, the third chapter investigates the strategies employees adopt in order to cope with their pay and working conditions
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Shah, Javaid Ali. "Antecedents and outcomes of cognitive dissonance at the workplace : a cultural and work ethics perspective". Electronic Thesis or Diss., Aix-Marseille, 2021. http://theses.univ-amu.fr.lama.univ-amu.fr/211021_SHAH_621gfg248i625xxhjh811ezrhb_TH.pdf.

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Les employés sont confrontés à plusieurs situations où ils ressentent le décalage entre leurs croyances et leurs comportements, ce qui crée un sentiment de détresse, impactant leur prise de décision et leurs comportements au travail. Cette étude visait à acquérir des connaissances approfondies sur la dissonance cognitive du point de vue de divers employés. La première qualitative explique les antécédents et les effets possibles de la dissonance cognitive, en analysant 30 semi-entretiens d'employés d'universités, de banques et de multinationales. La deuxième étude a examiné les relations entre la dissonance cognitive et la satisfaction au travail, l'intention de départ, la performance au travail et le comportement voice des employés. Il a analysé l'effet médiateur de l'éthique du travail dans ces relations, analysant 304 réponses du Pakistan. Les résultats ont également révélé que l'éthique du travail était un médiateur important dans les relations hypothétiques. La troisième étude a analysé les relations entre la dissonance cognitive sur le comportement au travail des employés et les attitudes dans les deux cultures nationales. Les données ont été recueillies auprès de 538 répondants de divers secteurs. Les résultats de l'analyse de régression hiérarchique ont trouvé des relations significatives. Une analyse plus poussée a montré que les salariés français étaient plus enclins à l'intention de départ. Leurs comportements voice ont eu un effet moins négatif dans les situations dissonantes que ceux des employés pakistanais. Cependant, deux hypothèses concernant l'effet modérateur de la culture sur la satisfaction au travail et le rendement au travail n'ont pas été acceptées
Employees face several situations where they feel the discrepancy between their beliefs and behaviors, which create a distressful feeling, impacting their decision-making and work behaviors. This study focused on gaining in-depth knowledge about cognitive dissonance from various employees’ viewpoints. The first qualitative part explains antecedents and effects of cognitive dissonance, analyzing 30 semi-interviews of employees of universities, banks, and MNCs. The second study investigated the relationships between Cognitive dissonance and job satisfaction, turnover intention, job performance, and employee voice behavior. It analyzed the mediating effect of work ethics in these relationships, analyzing 304 responses from Pakistan. Regression analysis results found significant associations between cognitive dissonance and the dependent variables. Results also found work ethics to be a significant mediator in the hypothesized relationships. The third study analyzed the relationships between Cognitive dissonance on employees’ work behavior and attitudes in two national cultures. The data were collected from 538 respondents from various sectors in France and Pakistan. Hierarchical regression analysis results found significant relationships between cognitive dissonance and employee voice behavior, job satisfaction, job performance, and turnover intention. Further analysis showed that the French employees were more prone to turnover intention. Their voice behaviors had a less negative effect in dissonant situations than those of Pakistani employees. However, two hypotheses regarding the moderating effect of culture on job satisfaction and job performance were not accepted
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Ruck, Kevin. "Informed employee voice : the synthesis of internal corporate communication and employee voice and the associations with organisational engagement". Thesis, University of Central Lancashire, 2016. http://clok.uclan.ac.uk/16694/.

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This thesis aims to advance knowledge about internal communication and organisational engagement. It incorporates the application of a new research instrument, the Internal Communication and Organisational Engagement Questionnaire (ICOEQ) developed by Welch (2011a). The ICOEQ investigates employee interest in different topics, helpfulness of communication methods used, ratings for senior manager and line manager communication, satisfaction with employee voice and the associations with organisational engagement. Despite the importance of internal communication, existing research methods are limited as they do not adequately distinguish between different dimensions of internal communication as established by Welch and Jackson (2007, p.184) and they fail to make an association with organisational engagement. The ICOEQ therefore provides a new research perspective for academic researchers and communication managers. The conceptual analysis builds on Welch and Jackson’s (2007, p.185) internal communication matrix. It synthesises corporate communication and employee voice into a new concept, informed employee voice, to reflect the importance of keeping employees informed and giving them a voice that is treated seriously. The empirical work adopts a critical realism approach. A cross-sectional research design was used. The ICOEQ was administered at five organisations followed by interviews and focus groups. Quantitative data analysis suggests that internal communication is more strongly correlated with emotional organisational engagement than with cognitive or behavioural organisational engagement. Ratings of senior manager communication and line manager communication and satisfaction with employee voice are positively associated with organisational engagement. Standard multiple regression analysis indicates that informed employee voice is a significant predictor of organisational engagement. Template analysis of qualitative data indicates that many senior managers are not visible or approachable and they do not listen to what employees have to say. New themes that emerge include more informal and small group communication with senior managers, a greater focus on the local context of internal corporate communication from line managers and more emphasis on listening and responding to employee voice. Possible explanations for the findings include a focus on shareholder value and the consequential neglect of employee value and the marginalisation of internal communication in academia and practice. Theoretical implications include the adoption of employee voice more fully into internal corporate communication theory, the addition of familiarity as an attribute of internal communication media and the identification of three explanatory factors for the exercise of internal ‘power over – dominance’. Above all, the thesis establishes informed employee voice as an antecedent to organisational engagement. The implications for practice include the establishment of the ICOEQ as a useful measurement tool and the requirement for communicative leadership that includes giving employees a voice that is treated seriously.
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Yang, Yunyue. "Understanding Employee Voice in the Asian Context". Kyoto University, 2020. http://hdl.handle.net/2433/253063.

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Mao, Chang. "To Voice or Not to Voice: How Anonymity and Visibility Affordances Influence Employees' Safety and Efficacy Perceptions". The Ohio State University, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=osu1492600637076618.

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Mowbray, Paula. "A Systems and Behavioural Perspective of Managing Employee Voice". Thesis, Griffith University, 2016. http://hdl.handle.net/10072/367418.

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Increased competitive pressures have lead many organisations to aspire to develop high performance organisational cultures, as a means to engage employees and improve productivity and performance. While employee voice mechanisms can provide employees with an opportunity to have a say over employee interests and provide a means for employee input, organisations and their managers are increasingly seeing employee voice systems as a valuable mechanism to encourage suggestions and ideas that may be of benefit to the organisation. It is important, therefore, to understand how organisations, and their individual managers, manage the employee voice systems and how the behaviour of managers and employees may influence their design and implementation, in order to meet these dual purposes. However, the study of employee voice has been conducted in disciplinary silos, which has resulted in unanswered questions concerning how the employee voice architecture is managed. The human resource management/employment relations (HRM/ER) discipline, which considers these dual purposes of voice, has primarily studied the opportunities that organisations provide employees to voice, through the provision of formal voice mechanisms. Accordingly, HRM/ER scholars adopt a systems and macro organisational level perspective of studying employee voice and do not account for individual differences that may occur at the micro individual manager level, or how behaviour may effect the implementation of employee voice.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
Griffith Business School
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GRITTI, Alessia (ORCID:0000-0003-2395-618X). ""Employee voice and firm performance across European organizational contexts"". Doctoral thesis, Università degli studi di Bergamo, 2022. http://hdl.handle.net/10446/213016.

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This dissertation provides an in-depth assessment of current knowledge on the conceptualization of employee voice in various literatures. We offer an integrative analysis of HRM, IR, and OB perspectives with respect to the topic of voice. Then, we investigate the results of implementing voice mechanisms in the specific context of small and medium-sized firms and in representative European contexts. We also assess the role of human capital in the effectiveness of voice mechanisms.
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Hames, Katharine. "Employees’ voice climate perceptions and perceived importance of voice behaviour: links with important work-related outcomes". Thesis, Hames, Katharine (2012) Employees’ voice climate perceptions and perceived importance of voice behaviour: links with important work-related outcomes. Honours thesis, Murdoch University, 2012. https://researchrepository.murdoch.edu.au/id/eprint/11013/.

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Employee perceptions of voice climate and behaviour have been linked with work-related outcomes that impact organisational effectiveness. This study explored the multi-dimensionality of voice climate and its relationship with affective organisational commitment, work engagement, neglect and exit. The perceived importance of voice behaviours was hypothesised to moderate these relationships. Questionnaires were completed by 119 employees from several organisations. As hypothesised, voice climate was found to be multi-dimensional, and to be significantly related to the work-related outcomes. Contrary to hypotheses, perceived importance of voice behaviour did not moderate these relationships. These findings shed light on new research avenues, and may assist employers in understanding how their organisations’ voice climate is associated with important work-related outcomes.
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Brinsfield, Chad Thomas. "Employee silence: Investigation of dimensionality, development of measures, and examination of related factors". The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1236294604.

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Libros sobre el tema "Voice des employés"

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Holland, Peter, Julian Teicher y Jimmy Donaghey, eds. Employee Voice at Work. Singapore: Springer Singapore, 2019. http://dx.doi.org/10.1007/978-981-13-2820-6.

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Ajibade Adisa, Toyin, Chima Mordi y Emeka Oruh, eds. Employee Voice in the Global North. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-31123-9.

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Ajibade Adisa, Toyin, Chima Mordi y Emeka Oruh, eds. Employee Voice in the Global South. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-31127-7.

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Gifford, Jonny. The human voice of employee engagement: Understanding what lies beneath the surveys. Horsham, West Sussex: Roffey Park Institute, 2010.

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Willman, Paul. Trading places: Employers, unions and the manufacture of voice. London: Centre for Economic Performance, London School of Economics and Political Science, 2008.

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1955-, Bertucci Lina, ed. Railroad voices. Stanford, Calif: Stanford University Press, 1998.

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Marsden, David. Individual employee voice: Renegotiation and performance management in public services. London: Centre for Economic Performance, London School of Economics and Political Science, 2006.

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1943-, Freeman Richard B., Boxall Peter F y Haynes Peter 1955-, eds. What workers say: Employee voice in the Anglo-American workplace. Ithaca: Cornell University Press, 2007.

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Voice of CBI. New Delhi: Manas Publications, 2014.

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Faleye, Olubunmi. When labor has a voice in corporate governance. Cambridge, MA: National Bureau of Economic Research, 2005.

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Capítulos de libros sobre el tema "Voice des employés"

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Ruck, Kevin. "Keeping employees informed and employee voice: Adopting an employee-centric perspective". En Exploring Internal Communication, 61–76. Fourth edition. | Abingdon, Oxon; New York, NY: Routledge, 2020. |: Routledge, 2019. http://dx.doi.org/10.4324/9780429244698-6.

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Malik, Ashish. "Managing Employee Voice". En Springer Texts in Business and Economics, 105–17. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-0399-9_11.

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Issar, Gilad y Liat Ramati Navon. "Voice of the Employee". En Management for Professionals, 159–62. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-20699-8_35.

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Wilkinson, Adrian, Tony Dundon y Mick Marchington. "Employee Involvement and Voice". En Managing Human Resources, 268–88. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2015. http://dx.doi.org/10.1002/9781119208235.ch13.

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Bratton, John y Jeff Gold. "Employee Relations and Voice". En Human Resource Management, 332–65. London: Macmillan Education UK, 2017. http://dx.doi.org/10.1057/978-1-137-58668-1_10.

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Tüselmann, Heinz-Josef, Frank McDonald, Arne Heise, Matthew M. C. Allen y Svitlana Voronkova. "Voice Mechanisms and Performance". En Employee Relations in Foreign-Owned Subsidiaries, 112–54. London: Palgrave Macmillan UK, 2007. http://dx.doi.org/10.1057/9780230592001_8.

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Gospel, Howard y Paul Willman. "Changing patterns of employee voice". En Adding Value through Information and Consultation, 126–44. London: Macmillan Education UK, 2005. http://dx.doi.org/10.1007/978-0-230-20823-0_9.

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Tüselmann, Heinz-Josef, Frank McDonald, Arne Heise, Matthew M. C. Allen y Svitlana Voronkova. "Voice in Employee Relations Systems". En Employee Relations in Foreign-Owned Subsidiaries, 75–83. London: Palgrave Macmillan UK, 2007. http://dx.doi.org/10.1057/9780230592001_5.

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Lindop, Esmond. "Employee voice in pay determination". En Rethinking Reward, 41–58. London: Macmillan Education UK, 2009. http://dx.doi.org/10.1007/978-1-137-21747-9_3.

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Donaghey, Jimmy, Tony Dundon, Niall Cullinane, Tony Dobbins y Eugene Hickland. "Managerial Silencing of Employee Voice". En Work, Organization, and Employment, 113–28. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-2820-6_6.

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Actas de conferencias sobre el tema "Voice des employés"

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Yasin, Hava y Laima Jesevičiūtė-Ufartienė. "EMPLOYEE SILENCE AND EMPLOYEE VOICE AS DISTINCT CONSTRUCTS: A SYSTEMATIC LITERATURE REVIEW". En 13th International Scientific Conference „Business and Management 2023“. Vilnius Gediminas Technical University, 2023. http://dx.doi.org/10.3846/bm.2023.1040.

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A debate among researchers that employee voice and employee silence are distinct constructs is going on for two decades. Furthermore, since 2021 studies are challenging, claimed, and demonstrated through empirical research that voice and silence are independent constructs. In addition, the idea of strategic silence was also presented in the year 2022, supporting this narrative. Hence the main aim of the current study is to provide a holistic picture of all those studies published in the last two decades (2003–2023) claiming voice and silence as unique concepts. For this purpose, the systematic literature review has been developed to know broadly used methodologies, theories, and concepts used in these studies. Furthermore, research gaps have been highlighted where future research is needed. Data were collected through two research databases, Scopus and Web of Science. This paper has expanded the literature in organizing the factual and theoretical knowledge through a systematic literature review for the first time. Thus, it will provide a roadmap for future researchers, human resource practitioners, and managers to understand the concept of voice and silence being unitary constructs and will open future avenues to work on in this sphere.
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Almazrouei, Safeya y Shaker Bani-Melhem. "Predicting Employee Voice Behavior: Exploring the Roles of Empowering Leadership, LMX and the Mediation Effect of Psychological Empowerment". En International Symposium on Engineering and Business Administration. Switzerland: Trans Tech Publications Ltd, 2023. http://dx.doi.org/10.4028/p-4cghgm.

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When employees consciously suppress important information, suggestions or concerns from their managers, negative implications for organizational performance can emerge. Some studies suggested that employees often choose to remain silent when faced with the choice of whether or not to raise an issue. Therefore, the main objective of this research is to examine the factors that impact employee voice behavior (VB). The research theorizes that empowering leadership and Leader-Member Exchange (LMX) significantly and positively impacts employee voice behavior in UAE public sector (N=146). Moreover, this study broadens the previous research on the empowering leadership, LMX and employee voice relationship by introducing employee psychological empowerment as a mediator. The data was gathered using the online survey. The results of the statistical analysis using structural equation modeling with Smart-Partial Least Squares (PLS).3 showed that empowering leadership directly and indirectly (through psychological empowerment) impact on employee voice behavior. Surprisingly, the results presented no significant relationships between LMX and voice behavior. However, the relationships only exist through the psychological empowerment (fully mediate). Implications of the study model for management or human resource management as well as for future research are discussed. Keywords: Empowering leadership, Leader-member exchange, psychological empowerment, employee voice behavior
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Abdulgalimov, Dinislam, Reuben Kirkham, James Nicholson, Vasilis Vlachokyriakos, Pam Briggs y Patrick Olivier. "Designing for Employee Voice". En CHI '20: CHI Conference on Human Factors in Computing Systems. New York, NY, USA: ACM, 2020. http://dx.doi.org/10.1145/3313831.3376284.

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Wang, Yang y Liping Lin. "Research on the Influence of New Generation Employees' Work Values on Employee Voice Behavior". En Proceedings of the 1st International Conference on Business, Economics, Management Science (BEMS 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/bems-19.2019.28.

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Alamsyah, Andry y Dessy Monica Ginting. "Analyzing Employee Voice Using Real-Time Feedback". En 2018 4th International Conference on Science and Technology (ICST). IEEE, 2018. http://dx.doi.org/10.1109/icstc.2018.8528569.

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Abdulgalimov, Dinislam, Reuben Kirkham, James Nicholson, Tom Bartindale y Patrick Olivier. "OurStrategy: Employee Voice In Transnational Strategy Development". En CHI '23: CHI Conference on Human Factors in Computing Systems. New York, NY, USA: ACM, 2023. http://dx.doi.org/10.1145/3544548.3581487.

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Gao, Xiaoxiao, Ting Wu y Po-Chien Chang. "Research on Humble Leadership and Employee Voice Behavior". En Proceedings of the 4th International Conference on Humanities Science, Management and Education Technology (HSMET 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/hsmet-19.2019.53.

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Bitmis, M. Gokhan y Azize Ergeneli. "Narcissism at Work: Does Narcissism Promote Employee Voice Behavior?" En International Academic Conference on Management and Economics. Acavent, 2019. http://dx.doi.org/10.33422/conferenceme.2019.11.660.

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Sumiyati, Sumiyati, Masharyono Masharyono, Syamsul Hadi Senen y P. Rahmawati. "The Influence of Leader-member Exchange to Employee Voice". En 2nd Global Conference on Business, Management, and Entrepreneurship. SCITEPRESS - Science and Technology Publications, 2017. http://dx.doi.org/10.5220/0007115501060109.

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Estell, Pam, Elizabeth Davidson y Kaveh Abhari. "Affording Employee Voice: How Enterprise Social Networking Sites (ESNS) Create New Pathways for Employee Expression". En Hawaii International Conference on System Sciences. Hawaii International Conference on System Sciences, 2021. http://dx.doi.org/10.24251/hicss.2021.336.

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Informes sobre el tema "Voice des employés"

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Bergeron, Diane, Kylie Rochford y Melissa Cooper. Actions Speak Louder Than (Listening to) Words. Center for Creative Leadership, 2023. http://dx.doi.org/10.35613/ccl.2023.2055.

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This Research Insights paper challenges the assumption that ‘good’ listening behaviors are sufficient to make employees feel listened to (which we refer to as felt listening, i.e., the holistic perception of feeling listened to). In Study 1, using 133 qualitative critical incidents, we explored leader behaviors that make employees feel listened to (or not) when they speak up to leaders at work. In Study 2, in an experiment with 187 employees, we examined the role of leader responses to employee voice on employee perceptions of felt listening and how leader responses influence employees’ intentions to speak up again in the future. Overall, our findings augment some of the oft-given advice about how leaders should listen. We highlight four key findings: Action matters. Overwhelmingly, how leaders respond (by taking action or not taking action) surfaced consistently as a critical factor in whether employees feel listened to. It’s not just how well leaders listen – it’s what they do about what they hear. Leader responses influence whether employees feel listened to and if they will speak up again in the future. When leaders act on employee voice, employees feel listened to and are more likely to raise suggestions, concerns and ideas in the future. When leaders do not take action, employees do not feel listened to and are less likely to speak up again. Employee judgments of leader listening include longer term assessments of leader actions. Employees view listening as a relational process. Their retrospective perceptions of leader listening include both listening behaviors in the moment as well as later, longer term assessments about whether the leader took any action on what was voiced. Beyond action, leaders need to pay attention to demonstrating other listening ‘signals.’ If leaders want to elicit more employee voice but cannot act on the specific idea or suggestion, they need to send other signals. These can include validating employees, supporting or engaging with employee ideas and suggestions, endorsing ideas and concerns, and making time to listen.
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Linehan, Margaret y Corina Sheerin. The Black Ceiling: Employment Experiences of Women of Colour in Southwest Ireland. Munster Technological University, octubre de 2023. http://dx.doi.org/10.34719/vuzy6228.

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This report presents valuable insights of the lived experiences of women of colour in the labour market in southwest Ireland. Their voices articulate a perceived double challenge of being both female and persons of colour, challenges not shared by male persons of colour or generally by white persons in organizations. Some of these challenges arise from misunderstandings, unwarranted preconceptions, conscious and unconscious biases, but sometimes from an insensitive blending of racist and misogynist attitudes. The importance of educating the wider labour market, and society in general, to the sensitivities of these employees is apparent from this report. Proactive implementation of positive organizational policies was also espoused by the interviewed employers. These employers recounted how they make extra efforts to make their workplaces more inviting for these employees. As well as reaching out with extra supports to genuinely support the wellbeing of these employees, the employers acknowledge that a better and happier work environment contributes to improved work outcomes, including greater staff retention. This report provides a positive contribution to stakeholders in the overall labour market by highlighting first-hand perspectives of women of colour in employment contexts. As well as contributing to the literature and providing practice-led policy recommendations, this report can usefully be shared by talent management staff and human resource managers during induction training and as a contribution to continual personal development.
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Yilmaz, Ihsan y Kenes Bulent. Digital Authoritarianism in Turkish Cyberspace: A Study of Deception and Disinformation by the AKP Regime’s AKtrolls and AKbots. Populism & Politics (P&P), noviembre de 2023. http://dx.doi.org/10.55271/pp0026.

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This article explores the evolving landscape of digital authoritarianism in Turkish cyberspace, focusing on the deceptive strategies employed by the AKP regime through AKtrolls, AKbots and hackers. Initially employing censorship and content filtering, the government has progressively embraced sophisticated methods, including the weaponization of legislation and regulatory bodies to curtail online freedoms. In the third generation of information controls, a sovereign national cyber-zone marked by extensive surveillance practices has emerged. Targeted persecution of critical netizens, coupled with (dis)information campaigns, shapes the digital narrative. Central to this is the extensive use of internet bots, orchestrated campaigns, and AKtrolls for political manipulation, amplifying government propaganda and suppressing dissenting voices. As Turkey navigates a complex online landscape, the study contributes insights into the multifaceted tactics of Erdogan regime’s digital authoritarianism.
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Deb, Shourjya y Virginie Baudais. The Challenges of Data Collection in Conflict-affected Areas: A Case Study in the Liptako-Gourma Region. Stockholm International Peace Research Institute, octubre de 2022. http://dx.doi.org/10.55163/vwim3307.

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Conducting research in the Sahel has become more challenging over the past 10 years, and the continuing deterioration of the security situation has restricted access to many areas. This SIPRI Insights paper provides an overview of the main challenges for researchers when conducting data collection in conflict-affected areas. The paper employs a case study of a humanitarian protection project that SIPRI has been working on in the Liptako-Gourma region. The project was designed in collaboration with the Danish Refugee Council (DRC) and three local research partners: the Centre for Democratic Governance (CGD) in Burkina Faso, Point Sud in Mali and the Laboratoire d’Études et de Recherche sur les Dynamiques Sociales et le Développement Local (LASDEL) in Niger. Using the case study, the paper identifies and outlines how the project addressed specific challenges. The paper also highlights key considerations for researchers to take into account when carrying out data collection and fieldwork in conflict zones. Evidence-based research can influence humanitarian and development initiatives and support shifts in policy and programming. The bottom-up research approach gives a voice to communities and alternative perspectives and advances evidence-based solutions that are locally driven, meaningful and sustainable for target populations.
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Williams, Janine, Maria Hameed Khan, Robyn Mayes, Trish Obst y Benjamin Lowe. Getting on at Work: Progression and Promotion of Women with Disability in the Victorian Public Service. Queensland University of Technology, 2023. http://dx.doi.org/10.5204/rep.eprints.241144.

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Overview of the Project Gender inclusivity and equal employment opportunities are key priorities for the Victorian Government. The Gender Equality Act 2020 (the Act) commenced in March 2021 and laid the foundation to improve workplace gender equality in the Victorian public sector. The legislation requires Victorian public sector entities to explicitly address intersecting forms of inequality and disadvantage. The research project aimed to centre the voices of women with disability to provide evidence-based insights into the enablers, barriers and inclusive practices shaping their career progression and promotion in the Victorian Public Service. The research team reviewed scholarly literature, analysed data extracts from the People Matter Survey (2021) and interviewed 49 women with disability from across the Victorian Public Service. Summary of Key Findings People Matter Survey Data 2021 Analysis of the People Matter Survey 2021 data extracts identified statistically significant insights. People who identified as having a disability analysed by gender identity indicated that: ● women and people who identified as non-binary and ‘other’ reported having a disability more often than men. ● women were more likely to use one or more flexible work arrangements. ● more requests for workplace adjustments were made by women, non-binary or ‘other’ gender identities and disability was often identified as a reason for requesting workplace adjustments. ● women and men reported low perceptions of workplace culture related to disability. This was significantly lower for respondents who identified as non-binary, ‘other’ or who preferred not to state their gender. Research Interviews with Women with Disability Interviews with women with disability identified three career patterns. Firstly, broadly inclusive, and positive career experiences. Secondly, broadly non-inclusive career experiences which led participants to feel unsure they had a future career in the VPS. Thirdly, most participants experienced a range of inclusive and non-inclusive career experiences which varied depending on the VPS employer or team in which they were employed. Overall, participants highlighted a desire for: ● the VPS to move forward with more consistency in how it enables the careers of women with disability across all roles and levels of seniority. ● the VPS to move away from putting women with disability in the ‘too hard basket’ towards developing a culture where disability inclusion is characterised by relationships and interactions that reflect ‘respect’ and ‘trust’. Eight themes draw together insights from the interviews with women with disability and identify experiences of the VPS workplace that can enable or create barriers to career progression: ● Sharing Disability Information ● Requesting Workplace Adjustments ● Disability Advocacy ● Team Relations ● Impact of Managers and Supervisors ● Mentorship ● Disability Leadership ● Policy Context and Application To build on the enabling aspects of women with disabilities experiences and remove barriers, the VPS should focus on fostering VPS workplaces where respect and trust are embedded throughout the broader culture. There may be value in identifying one or a small group of VPS employers to lead on developing the inclusive practices identified by participants. The inclusive practices identified by participants were drawn together into three key areas: VPS Managers and Supervisors; Psychological Safety; and VPS Policies and Practices. Respecting the agency of women with disability, their capability and capacity to navigate their career contexts, the report suggests three key areas women with disability may want to focus their energy and sources of support: seeking out mentoring opportunities, considering how they can advocate for their inclusion requirements, and exploring opportunities to share their career experiences with other women with disability.
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Ashley, Caitlyn, Elizabeth Spencer Berthiaume, Philip Berzin, Rikki Blassingame, Stephanie Bradley Fryer, John Cox, E. Samuel Crecelius et al. Law and Policy Resource Guide: A Survey of Eminent Domain Law in Texas and the Nation. Editado por Gabriel Eckstein. Texas A&M University School of Law Program in Natural Resources Systems, 2017. http://dx.doi.org/10.37419/eenrs.eminentdomainguide.

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Eminent Domain is the power of the government or quasi-government entities to take private or public property interests through condemnation. Eminent Domain has been a significant issue since 1879 when, in the case of Boom Company v. Patterson, the Supreme Court first acknowledged that the power of eminent domain may be delegated by state legislatures to agencies and non-governmental entities. Thus, the era of legal takings began. Though an important legal dispute then, more recently eminent domain has blossomed into an enduring contentious social and political problem throughout the United States. The Fifth Amendment to the United States Constitution states, “nor shall private property be taken for public use, without just compensation.” Thus, in the wake of the now infamous decision in Kelo v. City of New London, where the Court upheld the taking of private property for purely economic benefit as a “public use,” the requirement of “just compensation” stands as the primary defender of constitutionally protected liberty under the federal constitution. In response to Kelo, many state legislatures passed a variety of eminent domain reforms specifically tailoring what qualifies as a public use and how just compensation should be calculated. Texas landowners recognize that the state’s population is growing at a rapid pace. There is an increasing need for more land and resources such as energy and transportation. But, private property rights are equally important, especially in Texas, and must be protected as well. Eminent domain and the condemnation process is not a willing buyer and willing seller transition; it is a legally forced sale. Therefore, it is necessary to consider further improvements to the laws that govern the use of eminent domain so Texas landowners can have more assurance that this process is fair and respectful of their private property rights when they are forced to relinquish their land. This report compiles statutes and information from the other forty-nine states to illustrate how they address key eminent domain issues. Further, this report endeavors to provide a neutral third voice in Texas to strike a more appropriate balance between individual’s property rights and the need for increased economic development. This report breaks down eminent domain into seven major topics that, in addition to Texas, seemed to be similar in many of the other states. These categories are: (1) Awarding of Attorneys’ Fee; (2) Compensation and Valuation; (3) Procedure Prior to Suit; (4) Condemnation Procedure; (5) What Cannot be Condemned; (6) Public Use & Authority to Condemn; and (7) Abandonment. In analyzing these seven categories, this report does not seek to advance a particular interest but only to provide information on how Texas law differs from other states. This report lays out trends seen across other states that are either similar or dissimilar to Texas, and additionally, discusses interesting and unique laws employed by other states that may be of interest to Texas policy makers. Our research found three dominant categories which tend to be major issues across the country: (1) the awarding of attorneys’ fees; (2) the valuation and measurement of just compensation; and (3) procedure prior to suit.
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How Employees Win ‘Voice’ and Influence Decisions. IEDP Ideas for Leaders, junio de 2014. http://dx.doi.org/10.13007/391.

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