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This study examines what workers do when their supervisor is not responsive to their voice. Based on mobilization theory and theories on organizational dissent, the authors hypothesize alternatives for workers expressing discontent when their initial complaints are ignored or punished by their supervisor under various co-worker support conditions. The hypotheses are tested using a large- N dataset while applying a vignette design. The findings show that workers are less likely to (repeat) voice within the organization and more likely to seek help outside the organization when a supervisor threatens to punish future voice endeavours. Co-workers' supportive and participative responses to voice increase the likelihood that workers keep their voice within the organization and have mixed effects on the likelihood that workers seek support elsewhere.

This article aims to establish the connection between people's voice at work and their political voice. We theorize and model a spillover mechanism from supervisors' responses to workplace voice to political participation. Applying structural equation modeling on a unique dataset (N = 3129), we find that while support and suppression of workplace voice both affect political participation, they do so through different mechanisms. In addition, we find that supervisors' suppressive responses to employees' voice can trigger both positive and negative effects on different forms of political participation. Thereby, we contribute to the understanding of the link between participation at work and participation in politics.

AbstractWe study atypical workers' experiences with voice of in the Netherlands. We take a relational approach to worker voice and hypothesize that atypical workers are particularly vulnerable to refrain from voice and to experience suppression. We test our hypotheses using unique data on workers' actual experiences with voicing discontent and supervisors' responses (N = 4708; collected in 2017 and 2018). We find that temporary and freelance work, job insecurity, replaceability and precarious values are barriers to worker voice. Job insecurity and precarious values are associated with less support and more suppression from supervisors. These insights offer a valuable contribution to scholarly and public debates on atypical work by demonstrating how it not only affects workers' job security, income stability and entitlements but also reduces workers' ability to speak up and solve problems at work.

In order to expand parental participation in the education of their children, teachers should be equipped with some basic and possibly new skills for communication and cooperation purposes. Schools host a very diverse population of pupils, and the purpose of the present study was therefore to attain a better understanding of what various groups of parents expect of education and the school in order to develop a framework for school strategies to involve different types of parents. The research included a review of the literature, consultation with three expert panels, a web survey of 500 school leaders, an interactive focus group, 20 case studies to identify promising practices and the identification of strategies to expand parental participation. The results showed parents in 'white' schools to support teachers during activities (parents as supporters). Non-minority parents and certainly those from higher social milieus were accustomed to having a say in school matters (parents as politicians). In schools with many disadvantaged pupils, in contrast, little or no attention was paid to having parents have a say in school matters. A bottleneck in 'white' schools was that parents do not have time to participate due to their work (career parents). A bottleneck in 'black' schools is that parents do not perceive themselves as qualified to participate (absentee parents). It is further shown that strategies which parallel the different types of parents can be identified for school teams to realize effective partnership relations.

Substantial scholarly attention has been devoted to explaining why voters support populist parties. Recently, a new concept has been introduced to gauge populism among voters and to explain voting for populist parties: populist attitudes. However, some researchers regard populist attitudes as simply another measurement of existing and established concepts such as political trust and external political efficacy. Using data from the Netherlands (2018), this article addresses the relationship between these concepts, both theoretically and empirically. This article examines whether political trust, external political efficacy, and populist attitudes tap into different latent dimensions. Using a confirmatory factor analysis, we show that populist attitudes are not old wine in new bottles and that they tap into different underlying attitudes than political trust and external political efficacy. Furthermore, we show that the three measures are not only different constructs but also relate differently to populist voting preferences.

This study investigates the relationship between worker voice ‐ individual workers speaking up for their own interests ‐ and promotive voice ‐ individual workers speaking up to promote the interests of the organizations that employ them. We apply structural equation modelling to our unique data set on the voice behaviour of workers in the Netherlands (N = 3,159) to test our hypotheses. The results indicate that the supervisor response to worker voice has an indirect effect on promotive voice, suggesting that workers' experiences with speaking up for their own interests impact their contributions to the functioning of the organization.

ResumenEn este artículo se estudia la relación entre la voz de los trabajadores individuales (en defensa de sus propios intereses) y su voz promotora (en favor de los intereses de su organización empleadora). Se comprueba la validez de las hipótesis aplicando modelos de ecuaciones estructurales a un conjunto de datos único sobre la conducta de la voz de los trabajadores en los Países Bajos (N = 3 159). Se constata que la respuesta de los supervisores a la voz de los trabajadores tiene un efecto indirecto en la voz promotora, de modo que las experiencias de defensa de los propios intereses de los trabajadores repercuten en su contribución al funcionamiento organizacional.

RésuméLes auteurs explorent la relation entre deux formes individuelles de prise de parole, l'une revendicative, par laquelle les travailleurs défendent leurs propres intérêts, et l'autre promotrice, par laquelle ils agissent pour ceux de leur entreprise. Ils font appel à la modélisation par équations structurelles et à des données sur le comportement de prise de parole des travailleurs aux Pays‐Bas (N = 3 159) et constatent que la réaction du supérieur hiérarchique à la prise de parole revendicative a un effet indirect sur la prise de parole promotrice. Autrement dit, l'expérience vécue par les travailleurs lorsqu'ils défendent leurs intérêts influe sur leur contribution au fonctionnement de l'organisation.