Exit-Voice and Employee Absenteeism: A Critique of the Industrial Relations Literature
Employee Responsibilities and Rights Journal. Vol 9. Issue 2. Year 1996
Posted: 28 May 2013
Date Written: June 1, 1995
Industrial relations research that has examined the effects of collective voice on employee absenteeism through traditional exit-voice analyses suffers from a number of important theoretical and empirical limitations. The research is limited theoretically in that the framework used cannot discretely classify absenteeism as a form of either exit or voice. This inability reflects a larger problem with the exit-voice framework’s lack of adequate attention to the conditions under which collective voice mechanisms fail and the consequences of such failure for the behavior of industrial relations actors. Exit-voice studies of absenteeism have important methodological problems, particularly in the way absenteeism and voice criteria have been operationalized. These defects in the literature can be addressed through the integration of behavioral theory and research on such topics as absenteeism, exit, voice, loyalty and neglect, and the literature on organizational justice.
Keywords: exit, voice, loyality and neglect, collective voice, employee absenteeism, organizational justice, dispute resolution
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