Is Participation Good or Bad for Workers?

By A. Kalleberg, Torstein Nesheim, Karen M. Olsen. 2009

127 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/44d831db24ecc2ee3848622dc128c46f5ac41613

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In General Health Professions

1. Peter Boxall
2. D. Wheatley
3. K. Macky
4. Sophie Anna De Winne
5. Chidiebere Ogbonnaya
6. R. Peccei
7. Jake G. Messersmith
8. K. van de Voorde

In Organizational Behavior and Human Resource Management

1. D. Wheatley
2. K. Macky
3. Peter Boxall
4. Chidiebere Ogbonnaya
5. Jake G. Messersmith
6. Sophie Anna De Winne
7. K. van de Voorde
8. R. Peccei

Citations in the corpus

• High-involvement work processes, work intensification and employee well-being (2008, background): “More recently, Kalleberg et al. (2009) and Gallie et al. (2012) report greater stress or pressure in self-managing teams.”
• Autonomy in Paid Work and Employee Subjective Well-Being (2017, background): “The extant literature is indicative of autonomy generating positive effects for employees (Batt & Valcour, 2003, p. 212; Kalleberg et al., 2009).”
• The transformation of employee participation: Consequences for the work environment (2010, background): “In a recent Norwegian study it was found that employees working in teams to a significant degree suffered more from stress than employees not working in teams (Kalleberg et al., 2009).”