Exit, Voice and Loyalty

« Le voeu d'obéissance a été émis pour vivre ''selon les Constitutions''. Si celles-ci deviennent lettre morte en matière importante, le voeu garde t-il sa rigueur pre-mière ? […] Souffrir en silence des désagrégations que l'on ressent vivement est assurément crucifiant et, en ce sens, ce pourrait être une vocation d'en accen-tuer l'épreuve ''usque ad mortem''. Mais si ces désagrégations apparaissent comme des infidélités, s'y résigner peut être aussi participer à un contre-témoi-gnage, tandis que s'en désolidariser peut être le seul témoignage qui demeure possible et qu'il faut avoir le courage de donner non en paroles mais en actes » (Lettre du père Henri Féret au père Nicolas Rettenbach).

The study of human behaviour holds a prominent role in organizational behavior literature. For almost 45 years, the exit, voice, loyalty and neglect typology has attracted scholars’ interest and has been linked to employee responses towards dissatisfaction and problematic events in the workplace. This paper reviews the literature and identifies and addresses key theoretical and methodological deficiencies that the exit, voice, loyalty and neglect typology faces that have been either ignored or undeveloped. Moreover, by unpicking this typology as currently portrayed in the existing literature, it proposes key challenges that need to be addressed and provides directions for future research.

Purpose – The purpose of this paper is to examine how frequency of change (FC) in organizations
and impact of change (IC) influence the employee behaviors, i.e. exit, voice, loyalty, and neglect
(EVLN) through psychological contract fulfillment (PCF) as a mediator. The moderating role of
successful past changes (SPC) is also assessed with direct and indirect relations of FC, and IC alongside
employees’ behaviors.
Design/methodology/approach – Hypotheses were tested among a sample of 398 financial
services-oriented non-managerial-level employees in Pakistan. Bootstrapped moderated mediation
analyses (using PROCESS macro) were conducted to test the main and moderated mediation effects.
The authors ran series of confirmatory factor analyses to validate the distinctiveness of variables and
their items in this study.
Findings – The results largely supported the hypotheses. Findings showed that FC is negatively
related to loyalty but positively related to exit, voice, and neglect behaviors via contract fulfillment. IC
is also found to have negatively related to loyalty but positively related to exit, voice, and neglect via
PCF. SPC was found to moderate the relation between FC, IC, and contract fulfillment, as well as the
indirect relationship with exit, voice, and neglect through contract fulfillment and negatively between
FC, IC, and loyalty through contract fulfillment. The authors found direct interaction effects of FC via
SPC in relation to exit and loyalty and also found direct interaction effects of IC via SPC to exit, voice,
and loyalty.
Research limitations/implications – The use of cross-sectional research design does not allow
conclusions with respect to causality. The most important implication of the study is that employee
behaviors following organizational change can best be understood via a psychological contract
framework. A future suggestion is to include more organizations based on longitudinal research design
with focus on both employee and employer perspective.
Practical implications – This study highlights the importance of employees’ behavioral responses
and their sensemaking of PCF in a post-organizational change period.
Originality/value – This study empirically investigated the effects of FC, and IC on fulfillment of
psychological contract and behavioral responses of employees using a sample of non-managerial
employees, and provides new insights into employee behaviors following organizational changes.
Keywords Sensemaking, Psychological contract, Organizational change, Employee behaviours,
Frequency of change, Impact of change, Successful past changes

This article analyzes the contributions of Albert O. Hirschman to the field of political economy and his issues with public choice. Although he was not explicitly affiliated to any school of thought, Hirschman worked with both disciplines of economics and political science to understand questions such as "why do people vote and participate in politics?" He was disappointed with what mainstream economics provided and elaborated the exit-voice-loyalty (EVL) model to understand mechanisms of action in politics and the economy. His EVL model has been widely read, but it did not develop a paradigm around it and was ignored by economists due to its lack of formal models. His work was thus at odds with public choice theory. He also criticized the concept of free-riding and the application of rational choice theory to politics. Hirschman went on to work on a political economy of citizenship in his works (Hirschman, 1977, [1982] 2002, 1991), to find answers apart from rational choice theory, which he considered harmful to political participation.

Στο παρόν άρθρο αναλύω θεωρητικά τις αντιδράσεις των ισχυρών προς τους δυσαρεστημένους ανίσχυρους και παρουσιάζω, χρησιμοποιώντας το μοντέλο Exit Voice and Loyalty (Έξοδος/Φυγή --  Φωνή/Διαμαρτηρία -- Υπακοή/Αφοσίωση) του Albert O. Hirschman, τις τρεις βασικές επιλογές που έχουν οι μειονότητες και οι ανίσχυροι που δεν είναι ευχαριστημένοι από τις συνθήκες που επικρατούν.

[in German]  This paper reviews research on contemporary rural protests in China which are categorized as "Rightful Resistance". It applies Albert Hirschman's concept of "Exit, Voice and Loyalty" to make sense of this phenomenom from a comparative analytical perspective.

Africa consists of the single largest group of member states to the International Criminal Court (ICC). This membership was stronger during the negotiations leading up to the adoption of the Rome Statute in 1998 that paved the way to the creation of this court. Lately, this support has waned and now the African bloc led by the African Union has become amongst the fiercest critics of the ICC. This has seen Burundi becoming the first country to officially pull out of the Statute. The key question is therefore why such a region which highly supported the creation of the court has developed a love-hate relationship with it? This paper employs the ideas by Albert O. Hirschman (1970) to develop a Game Theory model in understanding and explaining the Exit and Voice games of the African block, and come up with costs and payouts for these actions. The authors use qualitative data analysis of existing texts to develop logical propositions. It is noted that exiting the ICC for Africa is a costly option for both the ICC and Africa with minimal payout. The optimum act is for Africa to remain within the ICC and employ voice to push for reforms.

A dolgozat a politikatudomány és közgazdaság-tudomány határán álló kivonulás-tiltakozás-hűség modell lényegét járja körbe. Az Albert O. Hirschman által felépített gondolati keret szemléleti frissessége és sajátos megközelítési módja rendkívül termékenyítően hatott az elmúlt évtizedekben a társadalomtudományok fejlődésére. Mégis viszonylag periferikus helyet foglal el a közgazdaság-tudományon belül, miközben például a rendszerváltás és az azt követő társadalmi feszültségek megjelenése szempontjából is sokoldalúan használható fogalmi keretről van szó. A válság indukálta turbulens környezet még inkább rávilágít arra, hogy ma is időszerű perspektívát kínál a hanyatlás politikai gazdaságtana, azaz hasznos elemzési kapaszkodó nyújt az úgynevezett Hirschman-trilemma a társadalmi és gazdasági folyamatok értelmezéséhez.* Journal of Economic Literature (JEL) kód: B21, B59, D03, D11, D21, L15, L19.

La vague de contestation qui frappe les institutions catholiques après Mai 68 est connue. Le catholicisme se décompose alors en de multiples factions ouvertement concurrentes pour définir le christianisme légitime. Le clergé est au coeur de cette crise. Au sein du clergé séculier, le mouvement Échanges et Dialogue invente une forme inédite de contestation du sacerdoce. Ses militants aspirent à faire des prêtres des hommes normaux que plus rien ne distingue. Le clergé régulier est inégalement atteint par la contestation. D'un côté l'abbaye de Boquen sous la gouverne de Dom Bernard Besret s'aventure dans des expériences communautaires novatrices  ; d'un autre côté les bénédictins de Solesmes ne s'écartent pas de la ligne romaine et réforment le strict nécessaire. Les dominicains de la Province de France sont quant à eux profondément divisés : les partisans d'un profond renouvellement des formes de la vie religieuse s'affrontent avec ceux qui privilégient une évolution mesurée de la vie conventuelle et privilégient la continuité des formes traditionnelles.