Relevant bibliographies by topics / Employee involvement and participation

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Employee involvement and participation'

Author: Grafiati
Published: 4 June 2021
Last updated: 13 February 2022

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Journal articles on the topic "Employee involvement and participation"

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Denton, D. Keith. "Empowerment through Employee Involvement and Participation." Empowerment in Organizations 2, no. 2 (August 1994): 22–28. http://dx.doi.org/10.1108/09684899410061636.

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Jones, Derek C., Panu Kalmi, Takao Kato, and Mikko Mäkinen. "Complementarities between Employee Involvement and Financial Participation." ILR Review 70, no. 2 (July 20, 2016): 395–418. http://dx.doi.org/10.1177/0019793916657538.

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The authors investigate whether productivity is greater if firms use employee involvement (EI) in decision making and financial participation (FP) as complementary practices. Based on representative panel data from Finnish manufacturing firms, the study uses diverse specifications to examine different theoretical explanations of the productivity effects of complementarities. The authors find virtually no evidence to support the theory of complementarities when EI and FP are simply measured by their incidence. They do find some evidence for complementarities using cross-sectional data (controlling for several covariates that related work has found to be important for firm performance) and also when analyses use measures of the intensity of FP. In accounting for differences in empirical findings across varying settings, the findings suggest that outcomes depend on the institutional context and are sensitive to variation in measurement and analytical methods.
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Markey, Raymond, and Keith Townsend. "Contemporary trends in employee involvement and participation." Journal of Industrial Relations 55, no. 4 (July 23, 2013): 475–87. http://dx.doi.org/10.1177/0022185613489389.

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Cox, Annette, Stefan Zagelmeyer, and Mick Marchington. "Embedding employee involvement and participation at work." Human Resource Management Journal 16, no. 3 (July 2006): 250–67. http://dx.doi.org/10.1111/j.1748-8583.2006.00017.x.

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Jones, Derek C., Niels Mygind, and Patrick Sen. "Employee involvement, financial participation and firm performance." Journal of Participation and Employee Ownership 2, no. 2 (December 9, 2019): 115–32. http://dx.doi.org/10.1108/jpeo-04-2018-0014.

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Purpose The purpose of this paper is to investigate whether performance is enhanced if firms use employee involvement (EI) in decision-making and financial participation (FP) in an emerging market economy. Design/methodology/approach The authors use representative data for Estonian firms. The authors estimate diverse forms of production functions. Some are restricted to individual forms of EI (including membership on boards by nonmanagerial employees) or individual forms of FP (such as employee ownership and profit sharing). To investigate the complementarity hypothesis findings, the authors construct systems of EI and FP and estimate diverse specifications. Findings For individual forms of EI, cross-sectional estimates indicate that alone, typically such mechanisms have little impact. However, panel estimates do provide support for some forms of FP such as employee ownership and profit sharing increasing business performance. Tests of the complementarity hypothesis provide only weak evidence in support of the synergies between EI and FP. Research limitations/implications Together with the results from related studies, the findings support the more general finding that FP practices have positive effects on productivity; the limited impact of EI alone and weak evidence for complementarities suggest an important role for the institutional context in accounting for the effectiveness of the mechanisms underlying EI and thus to the differences in the impact of EI and FP across institutional contexts; reinforce findings from other studies of emerging market economies of inertia in EI and FP practices during early transition. Originality/value This is the first study for a former transition economy/emerging market economy that uses detailed information on EI and FP to investigate individual and complementary effects.
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Shin, DuckJung, Alaine Garmendia, Muhammad Ali, Alison M. Konrad, and Damian Madinabeitia-Olabarria. "HRM systems and employee affective commitment: the role of employee gender." Gender in Management: An International Journal 35, no. 2 (April 1, 2020): 189–210. http://dx.doi.org/10.1108/gm-04-2019-0053.

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Purpose Despite decades of studies on high-involvement human resource management (HRM) systems, questions remain of whether high-involvement HRM systems can increase the commitment of women. This study aims to contribute to the growing body of research on the cross-level effect of HRM systems and practices on employee affective commitment by considering the moderating role of gender. Design/methodology/approach Integrating social exchange theory with gender role theory, this paper proposes that gender responses to HRM practices can be different. The hypotheses were tested using data from 104 small- and medium-sized retail enterprises and 6,320 employees from Spain. Findings The findings generally support the study’s hypotheses, with women’s affective commitment responding more strongly and positively to employees’ aggregated perceptions of a shop-level high-involvement HRM system. The findings imply that a high-involvement HRM system can promote the affective commitment of women. Originality/value This study investigates the impact of both an overall HRM system and function-specific HRM sub-systems (e.g. training, information, participation and autonomy). By showing that women can be more positively affected by high-involvement HRM systems, this paper suggests that high-involvement HRM systems can be used to encourage the involvement and participation of women.
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Larson, James S. "Employee Participation in Federal Management." Public Personnel Management 18, no. 4 (December 1989): 404–14. http://dx.doi.org/10.1177/009102608901800402.

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Employee participation in management is increasing with the influence and success of Japanese and European management practices. The federal government is following the lead of American business in adopting procedures like quality circles and the use of employee suggestions, and these procedures have highly productive results. MSPB data indicates that the limited use of quality circles in federal government has shown them efficient, and the wide use of employee suggestions has improved productivity as measured by benefit-cost ratios. The future of these forms of participation seems assured, but more wide-ranging forms like employee involvement in decision making and quality of work life programs await a final verdict on their futures.
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Fujimoto, Yuka, and Charmine E. J. Hartel. "Organizational diversity learning framework: Diverse employee involvement and participation." Academy of Management Proceedings 2012, no. 1 (July 2012): 12873. http://dx.doi.org/10.5465/ambpp.2012.12873abstract.

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Verma, Anil, and Robert B. McKersie. "Employee Involvement: The Implications of Noninvolvement by Unions." ILR Review 40, no. 4 (July 1987): 556–68. http://dx.doi.org/10.1177/001979398704000408.

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Using a survey of workers in a large unionized manufacturing plant in which quality circles had been introduced without the involvement of the union, the authors test several hypotheses about the profiles of workers who volunteered to join the program and of workers who participated in it. They find that volunteers were less active in the union, more eager for a “say” in decisions, and more attracted to group and voluntary activities than were nonvolunteers. Continued participation in the program, however, apparently did not affect these characteristics of volunteers. On the other hand, participation in the program appears to have increased workers' identification with the company and its goals, even after controlling for differences in pre-program individual characteristics.
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Huang, Xu, Evert Van de Vliert, and Gerben Van der Vegt. "Breaking the Silence Culture: Stimulation of Participation and Employee Opinion Withholding Cross-nationally." Management and Organization Review 1, no. 3 (November 2005): 459–82. http://dx.doi.org/10.1111/j.1740-8784.2005.00023.x.

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We investigated the relationship between the national cultural value of power distance and collective silence as well as the role of voice-inducing mechanisms in breaking the organizational silence. Using data from 421 organizational units of a multinational company in 24 countries, we found that both formalized employee involvement and a participative climate encouraged employees to voice their opinions in countries with a small power distance culture. In large power distance cultures, formalized employee involvement is related to employee voices only under a strong perceived participative climate.
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Dissertations / Theses on the topic "Employee involvement and participation"

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Au, Ellena. "Employee involvement and participation." Thesis, University of Manchester, 2017. https://www.research.manchester.ac.uk/portal/en/theses/employee-involvement-and-participation(b7f28a22-4a9f-414d-ac12-f2dfd845c051).html.

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The focus of this research is on advancing understanding of EIP at work in China. It sets out to examine the extent of practice adoption, and inquire the management intention, employee perception and the challenges from the internal and external environment in relation to the practice adoption. It also tries to understand the applicability of EIP practice in innovation and quality enhancement industries. The research methodology adopted is qualitative case study approach, with 20 respondent organisations including Chinese global enterprises, central state-owned enterprises, listed and small medium enterprises.
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Maagaf, Aziza. "Employee involvement and participation in Libyan oil Companies." Thesis, University of Manchester, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.509837.

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This thesis provides an examination of the theory and practice of Employee Involvement and Participation in the Libyan context. It consists of three case studies of multinational oil companies operating in Libya. Additionally, a detailed discussion is also provided about the Libyan oil regulatory agency - the National Oil Corporation (NOC) - and its influence on multinational oil companies operating in Libya. The empirical work involved, interviews with management and employees and a survey of employees as the main data collection tools within the three companies, and analysis of corporate documents. The results suggest that the three multinational companies i.e. Italian Eni-Gas, German Wintershall, and British Expro, share a similar approach to Employee Involvement and Participation, exhibiting popular downward communication, weak upward problem-solving techniques, and a lack of financial participation and nominated representative participation. Most of the similarities among these case studies are attributed to the strong influence of the NOC. Various differences were also observed in many respects, being explained by contextual factors such as technology, the style of management, and some small influence from the parent foreign company. This study also suggests that employee participation in decision-making is generally at the infonnative level, with consultation featuring at the bottom of ladder. The scope of EIP programmes was found to be tactical rather than strategic. Due to 'spiritless' initiatives of EIP programmes, their implementation was largely in the hands of individual managers. The effects of employee involvement and participation were also varied such as high levels of commitment, organisational performance and improve employee attitudes. It was confirmed that employee trust in their nominated representatives was minimal, and that more trust was placed in managers.
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Nuttall, P. A. "Understanding 'empowerment' : a study in a manufacturing company." Thesis, Henley Business School, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.246150.

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Roustaei, Simin. "An Employee Participation Change Project and Its Impact on the Organization: a Case Study." Thesis, University of North Texas, 1990. https://digital.library.unt.edu/ark:/67531/metadc503900/.

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The purpose of this study was to document and assess the consequences of implementing employee involvement in a manufacturing setting. Using a quasi-experimental design, the study utilized information from various sources of data including archives, interview, and questionnaire data for a three to four year period. Time series comparisons were used. The results indicated that production increased initially, but then dropped back to original level. Quality of products increased and continued to improve gradually. The highest rate of improvement was observed in safety. An attempt was made to measure current level of commitment at the plant but was unsuccessful due to a low return rate of questionnaires. Overall, data collected partially support the hypotheses. Implications for further research and practice are discussed.
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Stanford, Jane Herring. "Measuring the Implementation of Employee Involvement in the Maquiladora Industry : A Matched-pairs Analysis of United States Parent Companies and Their Mexican Subsidiaries." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc278521/.

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Participative management practices between United States parent companies in the maquiladora industry and their Mexico assembly plants were investigated for this study. It was hypothesized that managers of parent maquiladora companies in the United States encouraged greater levels of worker participation than did expatriate managers in Mexican subsidiaries. However, the findings of this study indicate that expatriate managers in a number of the Mexico subsidiaries are currently implementing employee involvement approaches. In some instances, highly participative team-based approaches are being used.
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Hoell, Robert Craig. "Determinants of Union Member Attitudes Towards Employee Involvement Programs." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/30741.

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This study investigates the role social information and personal dispositions play in the development of attitudes of unionized employees towards employee involvement programs. A theoretical model was developed in order to understand how social information and dispositions form union member attitudes towards employee involvement programs. This was designed from models of employee involvement and attitude formation. Data were collected from employees at electrical power generation facilities. Measures of organizational and union commitment, locus of control, participativeness, social information provided by the company, social information provided by the union, and employee involvement attitudes were gathered through a survey distributed at the facilities. General affect and satisfaction towards four types of employee involvement programs union members are most likely to encounter were measured. Specific hypotheses were developed in order to test and analyze parts of the theoretical model. While the results were at times contrary to the hypothesized relationships within the model, the data fit with the theorized model well enough to provide support for it. This model effectively demonstrated how employee involvement attitudes are formed from such data, and the relationships between the variables measured.
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Suter, Jane Elizabeth. "Informal and formal employee involvement and participation (EIP) in the hospitality industry : A contingency perspective." Thesis, University of Manchester, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.500471.

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Evans, Claire. "The impact of employee participation and involvement initiatives on levels of trust in four manufacturing firms." Thesis, Cardiff University, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.439460.

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Theories of high commitment management (HCM) ascribe a central role to high trust relationships between management and labour if organisations are to achieve high performance (Legge, 2005; Appelbaum et al, 2000). However, such relations are difficult to achieve within the capitalist employment relationship, particularly so within liberal market economies such as the UK (Godard, 2002; Hall and Soskice, 2001). Employee involvement (EI) and participation initiatives potentially constitute a principal mechanism through which trust may be achieved, although wider evidence suggests that desired performance improvements may only accrue where participation is'meaningful' (Delbridge and Whitfield, 2001). Conversely, EI can be used to intensify the work process and achieve tighter control, although whether this is done through managerial 'commission' or 'omission' remains open to debate. This study sought to explore these questions. The critical realist paradigm was deemed to be the most appropriate methodological approach, and a'firm-insector' approach was applied. This facilitated investigation of meso-level, as well as macro-level, effects on enterpriselevel processes and outcomes. Four manufacturing plants, drawn from the pharmaceuticals and automotive components sectors, constituted the units of analysis. It was postulated that the pharmaceuticals sector might constitute a more conducive environment in which to cultivate trust. Conversely, it was averred that the encroachment of the 'customer' into the management of the employment relationship within the components supply business might encourage a control orientation. In keeping with a general predilection of British management, it was found that 'genuine' trust existed in none of the organisations at the time of the fieldwork (Thompson, 2003; Claydon, 1998). Management sought to (or had done so) substitute 'meaningless' EI for collective organisation. However, at two of the plants, employees reported previous instances where trust had existed. Significantly, this was not confined to the pharmaceutical sector. This facilitated identification of the antecedent conditions necessary for trust to develop, namely a value orientation on the part of senior management, strong organisational performance, effective trade unionism and participative, 'informal' management styles.
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Beirne, Martin J. "Social paradox and 'user-involvement' : a critical study of employee participation in the design of computing systems." Thesis, University of the West of Scotland, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.278911.

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Gtansh, Abdussalam. "The influence of national and organizational culture on employee involvement and participation (EIP) : a cross-cultural study." Thesis, University of Gloucestershire, 2011. http://eprints.glos.ac.uk/3281/.

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In Libya today, there is a movement towards improvement in organizations and to achieve this goal the Government has introduced liberalization of the economy. It is also creating stronger ties with the Western world, now that sanctions have been lifted. There is now greater scope to allow to private enterprise. Although there has been previous research carried out, into the ways that the competitive nature of all Libyan organizations can be improved, this thesis however, is the first that compares the governance structure, management style and culture of organizations in both the Public and Private sectors of Libya and the UK and focuses on employee involvement participation (EIP). Previous studies suggest that organizational culture is significantly influenced by the national culture in which the organization is located. The influence of culture in general, and more specifically in the sub-divisions of national, organizational, and occupational culture, has been the subject of much discussion over the last few decades. However the debate on whether national culture has an impact on organizations and their human resource management practices remains unresolved. The main aim of this study is to compare two very different cultures to discover any significant differences that exist between the two countries and between organizations in the two sectors particularly with regard to EIP. Therefore this research entailed a survey of the organizational culture, and structure as well as the EIP apparent in a sample of Public and Private sector companies in Libya and the UK. The research was carried by questioning a purposive sample of managers and employees, by distributing a self-completion questionnaire and conducting interviews in these companies, to provide both quantitative and qualitative data, which could then be analysed to discover any link between national and organizational culture, corporate governance, management style, the employment relationship and the implementation of EIP. The literature reviewed for this research- generated a number of research questions and allowed hypotheses to be generated. These were then tested to investigate the differences in national and organizational culture between organizations with different organizational structures in capitalist or state-owned enterprises. Also considered were their implementation of employee involvement and participation practices (EIP), to allow workers greater participation in the decision making process. This research concludes that there are significant differences between UK and Libyan public and private sector employees with regard to the national culture in their country. However, there appears to be areas in the organizational culture of the companies sampled that indicate some level of convergence, in their use of HRM practices, management style and preferred forms of EIP. The specific conclusions drawn from this study contribute to our knowledge and understanding in a number of areas, including, national as well as organizational culture, the apparent transfer of Western management techniques and practices, and their effect on the direct or indirect nature of communication with employees. Furthermore this research contributes to our understanding of the degree of autonomy offered to employees, within different organizational cultures, which although they exist in dissimilar economies and are operating different methods of corporate governance in either publicly or privately owned enterprises, now appear to be implementing EIP practices which are converging on the Anglo-Saxon model of HRM.
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Books on the topic "Employee involvement and participation"

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1955-, Mason Bob, ed. Managing employee involvement and participation. London: Sage Publications, 1995.

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Ji, Wei. Adoption and termination of employee involvement programs. Cambridge, Mass: National Bureau of Economic Research, 2007.

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Richer, Laurie Pamela. An evaluation of employee involvement initiatives in Canada. Kingston, Ont., Canada: Industrial Relations Centre, Queen's University at Kingston, 1991.

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Management by involvement: An action guide. New York, N.Y: Human Sciences Press, 1989.

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Managing the team: A guide to successful employee involvement. Oxford, OX, UK: Blackwell Business, 1992.

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Employee involvement: Methods for improving performance and work attitudes. Newbury Park: SAGE Publications, 1993.

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McNabb, R. Financial participation, employee involvement and financial performance at the workplace. Cardiff: Cardiff Business School, Financial and Banking Economics Research Group, 1995.

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Lysaght, John. An exploration of suggestion involvement. Dublin: University College Dublin, 1990.

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Wagar, Terry H. Employee involvement, strategic management & human resources: Exploring the linkages. Kingston, Ont: IRC Press, Industrial Relations Centre, Queen's University, 1996.

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B, Freeman Richard. The anatomy of employee involvement and its effects on firms and workers. Cambridge, MA: National Bureau of Economic Research, 2000.

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Book chapters on the topic "Employee involvement and participation"

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Blyton, Paul, and Peter Turnbull. "Employee involvement and participation." In The Dynamics of Employee Relations, 217–44. London: Macmillan Education UK, 1998. http://dx.doi.org/10.1007/978-1-349-14314-6_8.

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Petrin, Tea, and Aleš Vahčič. "Employee Involvement and the Modern Firm." In Equality, Participation, Transition, 102–17. London: Palgrave Macmillan UK, 2000. http://dx.doi.org/10.1057/9780230523098_7.

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Marchington, Mick. "Employee Involvement: Patterns and Explanations." In Participation and Democracy at Work, 20–37. London: Macmillan Education UK, 2005. http://dx.doi.org/10.1007/978-1-137-04216-3_2.

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Luthra, Sunil, Dixit Garg, Ashish Agarwal, and Sachin K. Mangla. "Employer Involvement and Supplier Participation." In Total Quality Management (TQM), 89–104. Boca Raton : CRC Press, 2020. |: CRC Press, 2020. http://dx.doi.org/10.1201/9781003053156-5.

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Campagna, Luigi, Luciano Pero, and Margherita Pero. "Employees’ Participation and Involvement in Lean Management: The Experience of a Training Program of Assembly Lines Workers." In Proceedings of the 6th European Lean Educator Conference, 301–10. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-41429-0_30.

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Cressey, Peter. "Employee Participation." In Employment Policy in the European Union, 139–59. London: Macmillan Education UK, 2009. http://dx.doi.org/10.1007/978-1-137-10650-6_7.

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Cressey, Peter. "Employee participation." In The Social Dimension, 85–104. London: Macmillan Education UK, 1993. http://dx.doi.org/10.1007/978-1-349-23062-4_5.

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Saggese, Sara. "Employee Participation/Ownership." In Encyclopedia of Sustainable Management, 1–5. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-02006-4_210-1.

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Benson, George S., and Edward E. Lawler. "Employee involvement: Research foundations." In The psychologically healthy workplace: Building a win-win environment for organizations and employees., 13–33. Washington: American Psychological Association, 2016. http://dx.doi.org/10.1037/14731-002.

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Gravenkemper, Steve. "Employee involvement: Practitioner perspectives." In The psychologically healthy workplace: Building a win-win environment for organizations and employees., 35–58. Washington: American Psychological Association, 2016. http://dx.doi.org/10.1037/14731-003.

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Conference papers on the topic "Employee involvement and participation"

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Liu, Jian, and Jian Zhou. "The relationship between employee involvement and participation (EIP), organizational commitment and job satisfaction." In International Conference on Modern Engineering Soultions for the Industry. Southampton, UK: WIT Press, 2014. http://dx.doi.org/10.2495/mesi140341.

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Soboń, Janusz, Grzegorz Drozdowski, and Joanna Rogozińska-Mitrut. "Preparation of human capital for changes: empirical study." In 11th International Scientific Conference „Business and Management 2020“. VGTU Technika, 2020. http://dx.doi.org/10.3846/bm.2020.607.

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The authors discuss a problem of analyzing the behavior of personnel participating in changes. A questionnaire, an interview and literature studies were used for the research carried out in 2019. The questionnaire was addressed to 132 employees of enterprises in the Lubusz Voivodeship of Poland. Particular attention was paid to establishing the form of involvement of the employees of the surveyed enterprises in the change process. In addition, the established self-assessment made it possible to present the participation of the surveyed staff in changes depending on the type of position held. The participation of employees in the changes was also determined in the empirical analysis due to the biographical variables included, i.e.: age, sex, seniority.
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Lenkov, Sergey, and Nadezhda Rubtsova. "Involvement into Cyber-Socialisation as a New Factor of Psychological Well-Being." In The Public/Private in Modern Civilization, the 22nd Russian Scientific-Practical Conference (with international participation) (Yekaterinburg, April 16-17, 2020). Liberal Arts University – University for Humanities, Yekaterinburg, 2020. http://dx.doi.org/10.35853/ufh-public/private-2020-37.

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The study is underpinned by a new author’s approach to understanding the involvement into cyber-socialisation as an integral psychological construct consisting of two relatively autonomous components: positive and negative involvement. The aim of this study was to identify relationships between youth engagement in cybersocialisation and the heterogeneous measures of a psychological well-being. For measurements the authors used the author’s ‘Questionnaire of involvement in cybersocialisation’, as well as Russian-language adaptations of the ‘Scale of psychological well-being’ C. D. Ryff, ‘Life satisfaction scale’ by E. Diener et al., and ‘Perceptible stress scale’ by S. Cohen & G. M. Williamson. The sample consisted of 268 persons aged 17 to 30 years, including 143 males (53.4 %) and 125 females (46.6 %), 131 employees in various organisations (48.9 %) and 137 full-time university and college students (51.1 %). Using an analysis of variance and regression, constructive engagement in cybersocialisation was found to increase indicators of psychological well-being and life satisfaction, and to decrease indicators of perceived stress, while destructive engagement in cybersocialisation had the opposite, negative impact on many of these indicators, and a significantly greater impact than constructive engagement. The findings confirm the ambivalent nature of cybersocialisation of contemporary youth and determine the prospects for a more detailed study of the structure and consequences of cybersocialisation processes in the developing information society of modern civilisation.
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Orr, P., and D. Collier. "Providing Better Information for Public Participation in Contentious Decisions." In ASME 2003 9th International Conference on Radioactive Waste Management and Environmental Remediation. ASMEDC, 2003. http://dx.doi.org/10.1115/icem2003-4568.

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It is widely recognised today that involving stakeholders and members of the public in decision-making has a number of significant benefits, such as increasing the legitimacy of decisions and incorporating lay values and perspectives. This has focussed attention on how to allow for meaningful participation by stakeholders. Much research has been done to develop and evaluate different methods for public participation. Looking beyond the specific techniques employed, to questions such as relations of power between stakeholders, it becomes clear that the provision of information, both on the nature of the process itself and on the issues under consideration, is at the heart of all participation. Using information to increase openness and effective input from a diversity of stakeholders is especially challenging when the issues are technically complex and contentious. Risk communication research has demonstrated that perceived transparency and objectivity in the provision of information are factors that contribute to public trust in experts and institutions. Progress has been made in understanding what procedures are appropriate for giving information at different stages in the decision-making process. In the UK, less attention has been paid to the content of the risk information itself. A review has, therefore, been undertaken of the experience of the Environment Agency of England and Wales of developing and providing information in the context of major public consultations on contentious environmental issues, in particular, for proposed environmental licences for discharges from nuclear power plants. The review has identified a number of areas in which progress needs to be made with respect to: • information to support stakeholder involvement in “framing” the issues; • the scope of information that is appropriate in different decision-making contexts; • level of detail; • the use of diverse — and even conflicting — sources; • handling questions outside the competence or remit of the organisation; • time and resource issues. These questions are important since the kind of information and the way it is provided in consultations on contentious issues affect the decisions that are made. When stakeholders are not told about the issues that they see as important or when they feel excluded from debate by the use of technical language, they will often be unwilling to participate in the process on the terms proposed. Consequently, the decision-maker may be deprived of valuable knowledge and experience, putting in question the validity of the decision, or even face stakeholder action to block the entire process. This has significant implications for the development of activities seen as having an environmental impact, and can often involve both public institutions and private operators in heavy costs. The results of this work are relevant to practitioners who are seeking to improve public participation processes, particularly on complex or contentious issues.
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Li, Jianduan. "Research on Employee Participation System." In 3rd International Symposium on Social Science (ISSS 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/isss-17.2017.12.

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Kulachai, Waiphot, Piya Narkwatchara, Pralong Siripool, and Kasisorn Vilailert. "Internal communication, employee participation, job satisfaction, and employee performance." In 15th International Symposium on Management (INSYMA 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/insyma-18.2018.31.

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Dennerlein, Jack T., and Emily H. Sparer. "1597b Improving employee involvement through safety communication." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.235.

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Bessant, J. "Developing and sustaining employee involvement in continuous improvement." In IEE Seminar Kaizen: From Understanding to Action. IEE, 2000. http://dx.doi.org/10.1049/ic:20000199.

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Kulkova, Inna, and Yekaterina Kozarezova. "Alternative Method for Assessing the Employee Involvement Level." In VIII International Scientific and Practical Conference 'Current problems of social and labour relations' (ISPC-CPSLR 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210322.154.

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Bondarev, Maxim G., and Elena K. Zashchitina. "High involvement innovation: Analysing employee involvement and HR performance in the construction industry." In 2017 International Conference "Quality Management,Transport and Information Security, Information Technologies" (IT&QM&IS). IEEE, 2017. http://dx.doi.org/10.1109/itmqis.2017.8085868.

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Reports on the topic "Employee involvement and participation"

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Robinson, Rodney A. Employee Involvement - White-Collar Work Force. Fort Belvoir, VA: Defense Technical Information Center, January 1993. http://dx.doi.org/10.21236/ada453540.

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Chi, Wei, Richard Freeman, and Morris Kleiner. Adoption and Termination of Employee Involvement Programs. Cambridge, MA: National Bureau of Economic Research, January 2007. http://dx.doi.org/10.3386/w12878.

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Freeman, Richard, Morris Kleiner, and Cheri Ostroff. The Anatomy of Employee Involvement and Its Effects on Firms and Workers. Cambridge, MA: National Bureau of Economic Research, December 2000. http://dx.doi.org/10.3386/w8050.

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Clark, Robert, Jennifer Maki, and Melinda Sandler Morrill. Can Simple Informational Nudges Increase Employee Participation in a 401(k) Plan? Cambridge, MA: National Bureau of Economic Research, October 2013. http://dx.doi.org/10.3386/w19591.

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Hollins, Dorothy. When Enough is Enough: The Impact of Parental Involvement in Children's Participation in Organized Sports. Portland State University Library, January 2016. http://dx.doi.org/10.15760/honors.222.

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Sharp, Erin. Coös County youth and out-of-school activities - patterns of involvement and barriers to participation. University of New Hampshire Libraries, 2012. http://dx.doi.org/10.34051/p/2020.180.

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Kruse, Douglas, Joseph Blasi, and Rhokeun Park. Shared Capitalism in the U.S. Economy? Prevalence, Characteristics, and Employee Views of Financial Participation in Enterprises. Cambridge, MA: National Bureau of Economic Research, August 2008. http://dx.doi.org/10.3386/w14225.

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Case, R. D., and Stephen F. Sullivan. The National Shipbuilding Research Program. 1985 Ship Production Symposium. Volume 1, Paper Number 16: The Sparrows Point Yard/Local 33 Employee Involvement Effort. Fort Belvoir, VA: Defense Technical Information Center, September 1985. http://dx.doi.org/10.21236/ada444318.

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Smalley, Rebecca, Emmanuel Sulle, Ngala Chome, Ana Duarte, and Euclides Gonçalves. Agricultural Investment Corridors in Africa: Does Smallholder and Women's Participation Count? Institute of Development Studies (IDS), August 2021. http://dx.doi.org/10.19088/apra.2021.021.

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Agricultural development corridors and clusters are highly complex projects that have been driven in Africa by agribusiness and mining corporations, host governments, international donors and development finance institutions. There is interest in whether these projects can support inclusive agribusiness. Evidence shows that involvement of small-scale economic actors in such initiatives is often impeded by a failure to grant them participation or a voice. We therefore investigated if and how recent corridors and clusters in Africa have been able to achieve the meaningful engagement of small-scale economic actors, with a focus on smallholders, including pastoralists, and the women among them.
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Trew, Sebastian, Daryl Higgins, Douglas Russell, Kerryann Walsh, and Maria Battaglia. Parent engagement and involvement in education for children and young people’s online, relationship, and sexual safety : A rapid evidence assessment and implications for child sexual abuse prevention education. Australian Catholic University, August 2021. http://dx.doi.org/10.24268/acu.8w9w4.

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[Excerpt] We recently conducted a rapid evidence review on educational programs that focus on child sexual abuse (CSA) prevention (Trew et al., 2021). In that review, we learned that child-focused CSA prevention education could be enhanced by looking at how to improve the parent engagement or involvement. We know from a previous review (Hunt & Walsh, 2011), that parents’ views about CSA prevention education are important. But further evidence is needed to develop concrete strategies for strengthening parent engagement in appropriate and effective ways. As identified in the above-mentioned review (Trew et al., 2021), prominent researchers in the CSA prevention field have noted that if prevention efforts are to be successful, it is imperative to include parents (Hunter, 2011; Mendelson & Letourneau, 2015; J. Rudolph & M.J. Zimmer-Gembeck, 2018; Wurtele & Kenny, 2012). This research focuses on two complementary aspects of parent engagement in CSA prevention: (i) parent participation in parent-focused CSA prevention (ii) parent participation in school-based or child-focused CSA prevention.
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