摘要：In this paper we treat workplace voice and systems of high-commitment human
resource management (HCHRM) as technological innovations in order to account for
the uneven diffusion patterns observed across establishments. Using British
data, the paper finds that variables highlighted in the technological diffusion
literature are significant predictors of voice and HRM adoption decisions.
Workplace size, size of multi-establishment network, ownership type, set-up date
and network affects all play a significant role in high-commitment HRM adoption.
We also find that union presence, per se, is not an inhibitor to the adoption of
high commitment HRM practices
关键词：High-commitment work practices, voice, unions, technology
diffusion,complementarities
