In this paper we treat workplace voice and systems of high-commitment human resource management (HCHRM) as technological innovations in order to account for the uneven diffusion patterns observed across establishments. Using British data, the paper finds that variables highlighted in the...

Non-union direct voice has replaced union representative voice as the primary avenue for employee voice in the British private sector. This paper provides a framework for examining the relationship between employee voice and workplace outcomes that explains this development. As exit-voice theory...

Workplace voice and systems of high-commitment human resource management (HCHRM) have been found to impart measurable benefits to adopting firms, yet significant numbers of establishments fail to employ such practices. This article addresses the puzzle of staggered diffusion by explicitly...