Loyalty, voice, and intent to exit a union firm: A conceptual and empirical analysis
Loyalty, voice, and intent to exit a union firm: A conceptual and empirical analysis
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DOI：
10.2307/2525034
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发表时间：
1997-10-01
期刊：
影响因子：
--
通讯作者：
Lewin, D
中科院分区：
文献类型：
--
作者：
Boroff, KE;Lewin, D
借鉴经济学和组织行为学的概念，作者开发了一个模型，员工的“声音”（定义的申诉提交的频率）和员工意图退出公司。他们使用1991年一家大型跨国电信公司非管理层员工的样本数据来测试该模型。员工对公司的忠诚度和他们对申诉程序有效性的看法是主要的自变量。在专门针对那些报告曾在某个时候受到雇主不公平对待的员工的测试中，忠诚度与行使声音和退出公司的意图一直存在强烈的负相关。这些发现的一个含义是忠诚。在工作场所受到不公平待遇的雇员主要以默默忍受作为回应。
Drawing on economics and organizational behavior concepts, the authors develop a model of employee ''voice'' (defined in terms of the frequency of grievance filing) and employee intent to exit the firm. They test the model using data on a sample of nonmanagement employees of a large multinational telecommunications firm in 1991. Employees' loyalty to the firm and their perception of the grievance procedure's effectiveness are the main independent variables. In tests that focus exclusively on employees who reported having been treated unfairly by the employer at some time, loyalty is found to have had a consistently strong negative association with both the exercise of voice and intent to exit the firm. One implication of these findings is that loyal. employees who experienced unfair workplace treatment primarily responded by suffering in silence.