Employee Perceptions of Job Influence and Organizational Participation Employee Perceptions

Employee Perceptions of Job Influence and Organizational Participation Employee Perceptions An analysis using British matched employer‐employee data finds that workers in establishments operating employee participation schemes feel that they have greater influence over their jobs. Schemes involving broader forms of participation, such as representative participation and briefing groups, are shown to be more strongly associated with greater influence than those of a more focused type, such as quality circles and work teams. There is little evidence of a strong positive interaction between these types of schemes. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Industrial Relations Wiley

Employee Perceptions of Job Influence and Organizational Participation Employee Perceptions

Industrial Relations, Volume 40 (3) – Jul 1, 2001

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Publisher
Wiley
Copyright
2001 The Regents of the University of California
ISSN
0019-8676
eISSN
1468-232X
DOI
10.1111/0019-8676.00220
Publisher site
See Article on Publisher Site

Abstract

An analysis using British matched employer‐employee data finds that workers in establishments operating employee participation schemes feel that they have greater influence over their jobs. Schemes involving broader forms of participation, such as representative participation and briefing groups, are shown to be more strongly associated with greater influence than those of a more focused type, such as quality circles and work teams. There is little evidence of a strong positive interaction between these types of schemes.

Journal

Industrial RelationsWiley

Published: Jul 1, 2001

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