Markey, Raymond8; Ravenswood, Katherine9; Webber, Don J.10; Knudsen, Herman1
1 Techno-Anthropology and Participation, The Faculty of Engineering and Science, Aalborg University, VBN2 Department of Development and Planning, The Faculty of Engineering and Science, Aalborg University, VBN3 Dansk Center for Sundhedsinformatik, The Faculty of Engineering and Science, Aalborg University, VBN4 The Faculty of Engineering and Science, Aalborg University, VBN5 Macquarie University6 Auckland University of Technology7 University of the West of England8 Macquarie University9 Auckland University of Technology10 University of the West of England
What determines whether workers want more influence in their workplace? Much of the literature on employee voice assumes that employees desire a say in how they do their work, and that where they lack influence they are more likely to desire a greater say. This econometric study of 536 Danish and New Zealand employees in four industries indicates that workers’ desire for more influence was not dependent on how much influence they thought they already had. What mattered was age, length of service and specific organisational characteristics. Those who wanted more influence were not learning new things and did not feel that they received sufficient information about the workplace, and those who felt appreciated by management did not desire more influence. The results support human resource management literature that suggests the importance of integrated and mutually supportive ‘bundles’ of employment practices to support high performance.
Journal of Industrial Relations, 2013, Vol 55, Issue 4, p. 507-526