The complexities of employee voice within a multiculturally diverse aged care workforce setting

IF 3.9 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Asia Pacific Journal of Human Resources Pub Date : 2023-05-24 DOI:10.1111/1744-7941.12375
Adrian Wilkinson, Susan Ressia, Paula K Mowbray
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Abstract

The study of employee voice has primarily focused on mainstream settings (the public sector, manufacturing and larger organisations) within Western countries, where the design of employee voice mechanisms occurs within the context of standard employees (e.g. white, Anglo-Saxon and heterosexual persons) (Greene 2015, Finding a Voice at Work? New Perspectives on Employee Relations, 67–91). This article explores the challenges of managing voice within a residential aged care setting in Australia and seeks to understand how a multiculturally diverse workforce, characterised by culturally and linguistically diverse (CALD) individuals, interprets a range of voice mechanisms provided by management and the factors that influence their use. We present qualitative data from 21 semi-structured interviews conducted with employees, management and key support staff. We show that managers tend to emphasise downward communication more than voice and that all workers, regardless of their cultural background, perceived barriers to speaking up. Despite general support for voice within the organisation from all stakeholders, our research shows that organisational factors such as budgetary constraints shrunk the voice agenda and created a culture in which employees feared raising issues and concerns. Furthermore, we found that cultural, language and literacy issues associated with such a workforce added a degree of complexity to employee voice and that voice could be muted due to these factors. Our research provides an opportunity to rethink the voice literature by drawing on the diversity literature in the context of multiculturally diverse workforce settings, highlighting missed opportunities for inclusive voice practices.

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在多元文化的老年护理工作环境中,员工声音的复杂性
对员工声音的研究主要集中在西方国家的主流环境(公共部门,制造业和大型组织),其中员工声音机制的设计发生在标准员工(例如白人,盎格鲁撒克逊人和异性恋者)的背景下(Greene 2015,在工作中寻找声音?员工关系的新视角,67-91)。本文探讨了在澳大利亚的住宅养老环境中管理语音的挑战,并试图了解以文化和语言多样性(CALD)个人为特征的多元文化多元化劳动力如何解释管理层提供的一系列语音机制以及影响其使用的因素。我们提供了21个半结构化访谈的定性数据,访谈对象包括员工、管理层和主要支持人员。我们发现,管理者往往更强调向下沟通,而不是发声,所有员工,不管他们的文化背景如何,都觉得说出来有障碍。尽管组织内所有利益相关者普遍支持发声,但我们的研究表明,预算限制等组织因素缩减了发声议程,并创造了一种员工害怕提出问题和担忧的文化。此外,我们发现与这种劳动力相关的文化、语言和识字问题增加了员工声音的复杂性,并且由于这些因素,员工的声音可能会被压制。我们的研究提供了一个机会,通过在多元文化多样化的劳动力环境中借鉴多样性文献,重新思考声音文学,强调错过了包容性声音实践的机会。
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来源期刊
CiteScore
7.20
自引率
9.40%
发文量
40
期刊介绍: The Asia Pacific Journal of Human Resources adheres to a rigorous double-blind reviewing policy in which the identity of both the reviewer and author are always concealed from both parties. Asia Pacific Journal of Human Resources is an applied, peer-reviewed journal which aims to communicate the development and practice of the field of human resources within the Asia Pacific region. The journal publishes the results of research, theoretical and conceptual developments, and examples of current practice. The overall aim is to increase the understanding of the management of human resource in an organisational setting.
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