Constructing change initiatives in workplace voice activities

OPEN ARCHIVE

Union Jack
Dannebrog

Constructing change initiatives in workplace voice activities

Show simple item record

dc.contributor.author Dyrlund Wåhlin-Jacobsen, Christian
dc.date.accessioned 2018-10-03T07:38:17Z
dc.date.available 2018-10-03T07:38:17Z
dc.date.issued 2018-10-03
dc.identifier.isbn 9788793744264
dc.identifier.isbn 9788793744271
dc.identifier.issn 0906-6934
dc.identifier.uri http://hdl.handle.net/10398/9678
dc.description.abstract In recent years, a growing number of workplaces have implemented activities where employees are invited to voice problems and suggest initiatives directly to their managers in a group setting. Such direct group-based voice activities (DGVAs) are typically inspired by human resource management and production improvement techniques, and they are claimed to have a number of positive effects for both the organizations which host these activities and for their employees. However, others have questioned whether they provide employees with a reasonable opportunity to influence their working conditions, or if they instead mostly assign new responsibilities to the employees and promote overcommitted employee identities. This ambivalence regarding the activities is reflected in how the circumstances regarding voice in the workplace are sometimes described as messy and paradoxical. The aim of this dissertation is to understand an important aspect of how employees can influence their workplace through DGVAs, specifically how the participants construct change initiatives which can improve the employees’ working conditions. To this end, the dissertation presents an interaction-focused perspective on voice based on ethnomethodological conversation analysis, a perspective which addresses various shortcomings of the dominant research perspectives on voice. For example, substantial attention has been paid in the voice literature to how individual employees make choices about what messages to convey through voice and whom to address, especially in studies which have applied a psychological lens. However, in DGVAs, voicing a problem or a suggestion to the other participants is only the first step of a longer process towards potential consensus about which initiatives to implement, and the social and interactional mechanisms which underlie this process are not well understood. en_US
dc.format.extent 263 en_US
dc.language eng en_US
dc.relation.ispartofseries PhD Series;40.2018
dc.title Constructing change initiatives in workplace voice activities en_US
dc.type phd en_US
dc.contributor.corporation Copenhagen Business School. CBS en_US
dc.contributor.department Institut for Organisation en_US
dc.contributor.departmentshort IOA en_US
dc.contributor.departmentuk Department of Organization en_US
dc.contributor.departmentukshort OIS en_US
dc.publisher.city Frederiksberg en_US
dc.publisher.year 2018 en_US
dc.title.subtitle Studies from a social interaction perspective en_US


Creative Commons License This work is licensed under a Creative Commons License.

Files Size Format View
Christian Dyrlund Wåhlin-Jacobsen.pdf 7.948Mb PDF View/Open Phd-afhandling

This item appears in the following Collection(s)

Show simple item record