Please use this identifier to cite or link to this item: https://hdl.handle.net/10419/290352 
Year of Publication: 
2022
Citation: 
[Journal:] Human Resource Management Journal [ISSN:] 1748-8583 [Volume:] 34 [Issue:] 2 [Publisher:] Wiley [Place:] Hoboken, NJ [Year:] 2022 [Pages:] 369-385
Publisher: 
Wiley, Hoboken, NJ
Abstract: 
Digitalisation permeates all aspects of organizational life, especially the ways we communicate with each other. Drawing on a case study of an alternative organisation - the German collective Premium, which is almost entirely digitally organised - we seek to explore contextual factors that facilitate or hinder the expression of electronic voice (e-voice). Based on 20 semi-structured interviews with different members of the collective, we identified various contextual facilitators and barriers to e-voice expression: Collective belief in the value of diverse voices, cautious online and complementary face-to-face communication facilitate e-voice, while less formalised structures, power and knowledge asymmetries, and information overload hinder it. These findings demonstrate that despite an alternative organisation's firm intention and self-reflective efforts to create an inclusive and participatory digital space, tensions arise. Further, our study contributes to employee voice theorising by outlining contextual factors that are specifically relevant to e-voice practices.
Subjects: 
alternative organisation
collective
digitalisation
e‐voice
electronic voice
employee voice
Persistent Identifier of the first edition: 
Creative Commons License: 
cc-by-nc-nd Logo
Document Type: 
Article
Document Version: 
Published Version

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