Effects of Perceived Decision-Making Influence on Labor Relations and Organizational Outcomes
研究员工感知的决策影响力如何影响劳动关系（如不公平劳动投诉）和组织结果（如组织承诺、病假），基于美国联邦铸币局的纵向数据，发现部分支持但存在边界条件。
By providing employees with an outlet for expressing dissatisfaction and advocating remedial action, influence in organizational decision making may foster more harmonious industrial relations. Longitudinal research at a U.S. federal mint found that degree of perceived influence was significantly correlated with organizational outcomes (e.g., organizational commitment, sick leave) and labor relations outcomes (e.g., unfair labor practice complaints, adverse actions). Hierarchical regression analysis, controlling for a range of personal and organizational factors, yielded mixed support for relationships between perceived influence and outcome. Boundary conditions and theoretical implications relating to the study's results are outlined.