Balancing Efficiency, Equity and Voice: The Impact of Unions and High Involvement Work Practices on Work Outcomes

Posted: 24 Feb 2015

See all articles by Dionne Pohler

Dionne Pohler

University of Toronto

Andrew A. Luchak

University of Alberta - Department of Strategic Management and Organization

Date Written: February 17, 2015

Abstract

Theory and research surrounding employee voice in organizations have often treated high-involvement work practices (HIWPs) as substitutes for unions. Drawing on recent theoretical developments in the field of industrial relations, specifically the collective voice/institutional response model of union impact and research on HIWPs in organizations, the authors propose that these institutions are better seen as complements whereby greater balance is achieved between efficiency, equity, and voice when HIWPs are implemented in the presence of unions. Based on a national sample of Canadian organizations, they find employees covered by a union experience fewer intensification pressures under higher levels of diffusion of HIWPs such that they work less unpaid overtime, have fewer grievances, and take fewer paid sick days. Job satisfaction is maximized under the combination of unions and HIWPs.

Keywords: unions, voice, dual channel voice, collective voice/institutional response, high-involvement work practices, work attitudes and behaviors

Suggested Citation

Pohler, Dionne and Luchak, Andrew A., Balancing Efficiency, Equity and Voice: The Impact of Unions and High Involvement Work Practices on Work Outcomes (February 17, 2015). Industrial and Labor Relations Review, Vol. 67, No. 4, 2014; University of Alberta School of Business Research Paper 2566410. Available at SSRN: https://ssrn.com/abstract=2566410

Dionne Pohler (Contact Author)

University of Toronto ( email )

121 St. George St.
Toronto, ON M5S 2E8
Canada

Andrew A. Luchak

University of Alberta - Department of Strategic Management and Organization ( email )

Edmonton, Alberta T6G 2R6
Canada

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