Üritan siin voos vältida sissejuhatuste sissejuhatusi, kuid sel korral teen erandi ja jagan erinumbrit sissejuhatavat artiklit. Teema on seda väärt.
Sotsiaalsete süsteemide sh organisatsioonide toimimise üheks tugisambaks on informatsioon ja kommunikatsioon, mille relatsiooniline iseloom seab osalistele tõsiseid väljakutseid ainuüksi mõistmise-mõtestamise perspektiivist. Organisatsioon sotsiaalse süsteemi allsüsteemina ja selle konstitueeriva elemendina on paratamatus relatsioonilises suhtes teistest süsteemide ja institutsioonidega. Ilmselt ei ole suurt vaidlust selle üle, et erinevates organisatsioonides on informatsioonil ja kommunikatsioonile mõnevõrra erinev roll, kuid see roll on olemas. Töötajate hääl on midagi, mille kuulamata jätmine või mahalülitamine võib viia ettearvamatute tagajärgedeni. Sestap see artikkel siin oma koha leidiski.

Konteksti avamine:

Whether employees at lower levels in the organizational hierarchy express voice or withhold opinions, ideas and concerns has historically received less attention in management literatures (Tourish, Craig and Amernic, 2010). This imbalance has turned out to be detrimental, as poor upward communication and ineffective social dialogue hamper sustainable organizational development and have been the subject of wider societal debates about human dignity and worker rights

Fookuse sihistamine:

We propose that SET [social, economic and technological] disruptions often – at least temporarily – engender silence rather than voice, and that such disruptions urge scholars and practitioners to reconsider how voice is understood and implemented […] we argue that two meta-trends are particularly relevant, namely digitalization and diversification

Metodoloogiline määratlus:

Our approach is thus transactional, whereby changes in the circumstances of work require changes in voice which, in turn, affect the circumstances in which work is conducted.

Töötajate häälest:

We argue for a broad definition of employee voice, as ‘the ways and means through which employees attempt to have a say, formally and/or informally, collectively and/or individually, potentially to influence organizational affairs relating to issues that affect their work, their interests, and the interests of managers and owners’

Erinumbri lugemishuvi suurendamiseks:

The papers that are included in this special issue apply a broad range of theories (e.g. conservation of resource theory, self-determination theory) and methodologies (e.g. time-lagged survey studies, interviews, focus groups, national survey data) to provide fresh insights into contemporary social, economic and technological developments affecting voice.

Wilkinson, A., Knoll, M., Mowbray, P. K., & Dundon, T. (2021). New Trajectories in Worker Voice: Integrating and Applying Contemporary Challenges in the Organization of Work. British Journal of Management.