Time to voice? A review and agenda for longitudinal employee voice research

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2024-11-09 DOI:10.1016/j.hrmr.2024.101059

Aldrich Dominic Guarin , Keith Townsend , Adrian Wilkinson , Martin Edwards

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引用次数: 0

Abstract

This article presents a systematic literature review of 256 longitudinal studies found from two major databases to examine employee voice, involvement, participation, and silence within organisations. We first explore the development of employee voice as an academic subject of study and then explain how similar constructs, like involvement, participation, and silence have been incorporated to our review. We investigate how the compiled longitudinal articles examine, analyse, and explain how voice is elucidated through a study over time. We find that most longitudinal studies do not explicitly place importance on the notion of time when examining voice. We then compile well-cited models and voice frameworks to explain voice longitudinally. We focus on the importance of time and discuss how exploring voice through a temporal lens will be a step forward in understanding the dynamics within an organisation. In reviewing the features of existing longitudinal research in the field of voice and applying some key components of existing models (Marchington et al., 1992; Townsend et al., 2020), we develop and apply a broader voice framework that can incorporate different organisational elements, including process and outcomes over time. We also propose a future research agenda for longitudinal studies in employee voice.

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.