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Employee Voice, Intention to Quit, and Conflict Resolution: Evidence from Australia

Author

Listed:
  • Bernadine Van Gramberg
  • Julian Teicher
  • Greg J. Bamber
  • Brian Cooper

Abstract

The authors provide novel insights on employee voice and employees’ intentions to quit after conflict situations. They analyze a survey of employees in Australia to consider two research questions: What are the relationships between employee voice at work, dispute resolution, and intention to quit? Does the type of dispute affect these relationships? Findings show that employee voice is associated with successful dispute resolution, which reduces employees’ intentions to quit. Further, employee voice has the additional benefit of directly reducing intentions to quit, besides its indirect effect of helping to resolve disputes at work. Results also indicate that regardless of the level of voice at work, those who report bullying claims are less likely to find resolution. The authors provide recommendations for improving workplace dispute resolution that they believe offer mutual gains for stakeholders.

Suggested Citation

  • Bernadine Van Gramberg & Julian Teicher & Greg J. Bamber & Brian Cooper, 2020. "Employee Voice, Intention to Quit, and Conflict Resolution: Evidence from Australia," ILR Review, Cornell University, ILR School, vol. 73(2), pages 393-410, March.
    • Handle: RePEc:sae:ilrrev:v:73:y:2020:i:2:p:393-410
    DOI: 10.1177/0019793919876643
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    References listed on IDEAS

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    2. Greenberg, Jerald, 1993. "Stealing in the Name of Justice: Informational and Interpersonal Moderators of Theft Reactions to Underpayment Inequity," Organizational Behavior and Human Decision Processes, Elsevier, vol. 54(1), pages 81-103, February.
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