Abstract
Hirschman's (1970) exit, voice, and loyalty framework draws attention to both economic and political behavior as instruments for organizational change. The framework is simple but powerful; it has stimulated much cross-disciplinary analysis and debate. This paper extends this analysis by examining normative implications of Hirschman's basic premise: that exit and voice are primarily mechanisms for enhancing organizational (vs. individual) well-being.
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References
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Michael Keeley is Professor of Management and Director of the Graduate School of Business at Loyola University of Chicago. His research interests involve normative organization theory, especially effectiveness theory. Major publications include A Social Contract Theory of Organizations.
Jill W. Graham is an Assistant Professor of Management at Loyola University of Chicago. Her areas of research interest include principled organizational dissent, organizational citizenship behavior from a political perspective, organizational loyalty, and servant-leadership.
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Keeley, M., Graham, J.W. Exit, voice, and ethics. J Bus Ethics 10, 349–355 (1991). https://doi.org/10.1007/BF00383236
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DOI: https://doi.org/10.1007/BF00383236