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IS EMPLOYABILITY DETRIMENTAL TO UNIONS? AN EMPIRICAL ASSESSMENT OF THE RELATION BETWEEN SELF-PERCEIVED EMPLOYABILITY AND VOICE BEHAVIOURS
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IS EMPLOYABILITY DETRIMENTAL TO UNIONS? AN EMPIRICAL ASSESSMENT OF THE RELATION BETWEEN SELF-PERCEIVED EMPLOYABILITY AND VOICE BEHAVIOURS
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IS EMPLOYABILITY DETRIMENTAL TO UNIONS? AN EMPIRICAL ASSESSMENT OF THE RELATION BETWEEN SELF-PERCEIVED EMPLOYABILITY AND VOICE BEHAVIOURS
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Trade Publication Article
IS EMPLOYABILITY DETRIMENTAL TO UNIONS? AN EMPIRICAL ASSESSMENT OF THE RELATION BETWEEN SELF-PERCEIVED EMPLOYABILITY AND VOICE BEHAVIOURS
2015
Overview
Beyond the debates surrounding the concept of \"employability\" and the question of how to divide responsibilities between workers and employers, an emerging literature discusses the effect of self-perceived employability on worker behaviour with respect to trade unions. Based on Hirschman's seminal Exit-Voice-Loyalty model, the present paper aims at contributing to a subject which remains empirically underexplored. Existing research offers no decisive results about the relation between employability and voice behaviours, and it remains unclear about the effects of employability enhancement practices on union constituencies. In this paper, we propose to go deeper into the examination of this set of relations by introducing a distinction between internal and external employability, and between direct voice and representative, union-mediated voice. To test our hypotheses, we collected data from a survey administered in a French retail bank in 2011. Our findings show that internal employability would favour direct expression to management, with external employability associated with no specific voice behaviour, except when the industrial relation climate is cooperative.
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Editions ESKA
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