Patterning employee voice in multinational companies
基于爱尔兰跨国公司的代表性样本，研究了直接和间接员工意见表达机制的使用情况，发现最常见的做法是间接表达（如工会或非工会集体代表），并分析了原籍国、行业、欧盟指令和成立时间等因素的影响。
Employee voice has been an enduring theme within the employment relations literature.This article profiles the incidence of a range of direct and indirect employee voice mechanisms within multinational companies (MNCs) and, using an analytical framework, identifies a number of different approaches to employee voice. Drawing from a highly representative sample of MNCs in Ireland, we point to quite a significant level of engagement with all types of employee voice, both direct and indirect. Using the analytical framework, we find that the most common approach to employee voice was an indirect voice approach (i.e. the use of trade unions and/or non-union structures of collective employee representation). The regression analysis identifies factors such as country of origin, sector, the European Union Directive on Information and Consultation and date of establishment as having varying impacts on the approaches adopted by MNCs to employee voice.