This study is a critical appraisal of managerial capture of employee voice in unionised and non-unionised employee representation (NERs) setting, by empirically gauging how employees’ voice is marginalised/suppressed via the instrumentality of managerialism, which underpins motive for such nature and process of employer-employee relationship and engagement. Using the lens of selected firms in Nigeria’s petroleum and banking sectors, this study hopes to deepen insights into ‘‘critical turn’’ to employment relations practices (and employee voice literature) as proposed by Karen Legge via critical discourse analysis (CDA) of empirical data gathered from interviews with managerial and non-managerial staffs across three organisations from the above sectors. Essentially, CDA enables relational analysis to locate association existing amongst lexical elements, organisational discourses (such as employee engagement, voice and empowerment) and broader cultural, institutional, political and social issues including patrimony, corruption, lack of collegiality and poor corporate-stakeholder relations, which are antithetical to employee voice in Nigeria. Consequently, this study demonstrates that the motives underpinning how Nigerian organisations engage employees in employment relations are rather self-seeking (organisational economic and strategic interests), non-participatory and exclusive, which finds expression in managerial capture of employees’ voice, a metonymy for disengagement, disempowerment and lack of representation.
|Title of host publication||BAM 2017 Conference Proceedings|
|Publisher||British Academy of Management|
|Publication status||Published - 6 Sept 2017|
|Event||31st Annual Conference of the British Academy of Management: BAM 2017 - Warwick, United Kingdom|
Duration: 5 Sept 2017 → 7 Sept 2017
|Conference||31st Annual Conference of the British Academy of Management|
|Period||5/09/17 → 7/09/17|