Given that an understanding of the inter-relationships among workplace conflict expressions is necessary for effective dispute resolution, this study explores the moderating roles of various types of voice mechanisms in the relationship between grievances and non-strike industrial actions. Using data from the Statistics Canada's Workplace and Employee Survey, we found evidence that a positive relationship between grievances and non-strike industrial action (e.g. slowdowns, work-to-rule, etc.) is stronger in workplaces with weaker union voice, is weaker in non-union workplaces with more extensive high-involvement work systems, and was not affected by the presence of alternative dispute resolution systems. Our findings provide theoretical insights into the role of voice mechanism in the inter-relationships between individual and collective forms of conflict in both union and non-union environments. The results also have practical implications for dispute resolution in terms of the management of conflict and dispute systems design.

鉴于了解工作场所冲突表达之间的相互关系对于有效解决争议是必要的，本研究探讨了各种类型的声音机制在申诉和非罢工工业行动之间的关系中的调节作用。使用加拿大统计局工作场所和员工调查的数据，我们发现有证据表明，在工会声音较弱的工作场所，申诉与非罢工工业行动（例如放缓、按规定工作等）之间的正相关关系更强，更弱在具有更广泛的高参与工作系统的非工会工作场所，并且不受替代性争议解决系统的存在的影响。我们的研究结果为声音机制在工会和非工会环境中个人和集体冲突形式之间的相互关系中的作用提供了理论见解。在冲突管理和争议系统设计方面，这些结果也对争议解决具有实际意义。