A Changing World of Workplace Conflict Resolution and Employee Voice: An Australian Perspective

The authors contribute to dispute resolution theory and provide new insights on such important issues as employee voice, workplace disputes and employees’ intentions to quit. They conducted and analyzed a survey of managers in Australian workplaces. They apply Budd and Colvin’s (2008) path-finding dispute resolution framework to examine two research questions: first, is there a relationship between the resolution of disputes and employee voice as measured by employee perceptions of influence over decision-making? Second, is there a relationship between the resolution of workplace disputes and employees’ intentions to quit? These are important questions in view of the high costs of workplace conflict and employee turnover. The authors find that employee voice facilitates successful dispute resolution. Further, employee voice has the additional benefit of directly reducing employee turnover intentions, above and beyond its indirect effect by helping to resolve conflicts at work

Employee voice, intention to quit, and conflict resolution:evidence from Australia

The authors provide novel insights on employee voice and employees’ intentions to quit after conflict situations. They analyze a survey of employees in Australia to consider two research questions: What are the relationships between employee voice at work, dispute resolution, and intention to quit? Does the type of dispute affect these relationships? Findings show that employee voice is associated with successful dispute resolution, which reduces employees’ intentions to quit. Further, employee voice has the additional benefit of directly reducing intentions to quit, besides its indirect effect of helping to resolve disputes at work. Results also indicate that regardless of the level of voice at work, those who report bullying claims are less likely to find resolution. The authors provide recommendations for improving workplace dispute resolution that they believe offer mutual gains for stakeholders

A Changing World of Workplace Conflict Resolution and Employee Voice: An Australian Perspective

Acknowledgments and other notes: We acknowledge that the research on which this paper draws was funded by an Australian Research Council Discovery Project grant to the authors. US dollars cited were converted from Australian dollars on 29 October 2017.The authors contribute to dispute resolution theory and provide new insights on such important issues as employee voice, workplace disputes and employees’ intentions to quit. They conducted and analyzed a survey of managers in Australian workplaces. They apply Budd and Colvin’s (2008) path-finding dispute resolution framework to examine two research questions: first, is there a relationship between the resolution of disputes and employee voice as measured by employee perceptions of influence over decision-making? Second, is there a relationship between the resolution of workplace disputes and employees’ intentions to quit? These are important questions in view of the high costs of workplace conflict and employee turnover. The authors find that employee voice facilitates successful dispute resolution. Further, employee voice has the additional benefit of directly reducing employee turnover intentions, above and beyond its indirect effect by helping to resolve conflicts at work.submit2ILRR061117JtGbMbTcaBCr.pdf: 4478 downloads, before Oct. 1, 2020

Employee voice, intention to quit, and conflict resolution: Evidence from Australia

The authors provide novel insights on employee voice and employees’ intentions to quit after conflict situations. They analyze a survey of employees in Australia to consider two research questions: What are the relationships between employee voice at work, dispute resolution, and intention to quit? Does the type of dispute affect these relationships? Findings show that employee voice is associated with successful dispute resolution, which reduces employees’ intentions to quit. Further, employee voice has the additional benefit of directly reducing intentions to quit, besides its indirect effect of helping to resolve disputes at work. Results also indicate that regardless of the level of voice at work, those who report bullying claims are less likely to find resolution. The authors provide recommendations for improving workplace dispute resolution that they believe offer mutual gains for stakeholders

Importance of MR technique for stereotactic radiosurgery.

We investigated how frequently the imaging procedure we use immediately prior to radiosurgery--triple-dose gadolinium-enhanced MR performed with the patient immobilized in a nonrelocatable head frame and 1-mm-thick MPRAGE (magnetization-prepared rapid gradient echo) images (SRS3xGado)-identifies previously unrecognized cerebral metastases in patients initially imaged by conventional MR with single-dose gadolinium (1xGado). Between July 1998 and July 2000, the diagnoses established for 47 patients who underwent radio-surgical procedures for treatment of cerebral metastases at The Gamma Knife Center of New York University were based initially on the 1xGado protocol. In July 1998, we began using SRS3xGado as our routine imaging protocol in preparation for targeting lesions for radio-surgery, using triple-dose gadolinium and acquisition of contiguous 1-mm Tl-weighted axial images. Because our SRS3xGado scans sometimes unexpectedly revealed additional metastases, we sought to learn how frequently the initial 1xGado scans would underestimate the number of metastases. We therefore reviewed the number of brain metastases identified on the SRS3xGado studies and compared the results to the number found by the 1xGado protocol, which had initially identified the brain metastases. Additional metastases, ranging from 1 to 23 lesions per patient, were identified on the SRS3xGado scan in 23 of 47 patients (49%). In 57% of the 23 patients, only one additional lesion was identified. The mean time interval between the 1xGado and the SRS3xGado scans was 20.6 days (range, 4-83 days), and the number of additional lesions detected and the time interval between two scans were negatively correlated (-0.11). The number of lesions detected on the SRS3xGado was associated only with the number of lesions on the 1xGado and not with any other patient or tumor pretreatment characteristics such as age, gender, largest tumor volume on the 1xGado, or number of days between the 1xGado and the SRS3xGado or prior surgery. The identification of additional lesions with SRS3xGado MR may have implications for patients who are treated with stereotactic radiosurgery alone (without whole-brain irradiation) with single-dose gadolinium imaging, in that unidentified lesions may go untreated. As a result of these findings we continue to use and advocate SRS3xGado scans for radiosurgery