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The purpose of this chapter is to examine voice as an empowerment practice in a manufacturing company. The case study follows a qualitative approach to analyse employee voice and types of empowerment from a structural perspective. Findings suggest a variety of voice arrangements to empowering employees such as voice surveys, meetings, e-suggestions, opinion boxes and informal means such as casual meetings and walkarounds. In addition, employee voice is linked to types of empowerment such as information sharing, upward problem solving, task autonomy and attitudinal shaping. Further research would benefit from an exploration of employees’ feelings regarding voice mechanisms to examine the psychological perspective of empowerment.

In this chapter, we present two examples of research projects aimed at amplifying voices that are often silenced in research: those of children and/or youth from refugee backgrounds. Refugees are often excluded from research for both ethical and practical reasons: because of their assumed vulnerability as well as the challenges related to language or access. In the research projects presented, we aimed to employ methods that suited these groups of children and youth to understand their experiences in ways that they wanted to express them, and in situ. We argue that starting from, and finishing with, the point of view of the knowledge holders illustrates one means (although not exclusively so) by which to amplify their voices and knowledge to counter epistemic injustice in educational research.

Recent figures show that half the world’s refugees are children, with young people now representing more than 50 percent of victims of global armed conflict and displaced persons. Increasing numbers of refugee youth are entering their host nations’ compulsory and postcompulsory educational systems having experienced frequent resettlements and disrupted education, which in turn, pose major barriers for educational and future employment. The consequences of these experiences raise pressing equity implications for educators and educational systems. However, the picture is not uniformly bleak. Employing Bourdieu’s thinking tools of habitus, field and capital, Yosso’s concepts of community cultural wealth and photovoice methods, this chapter draws on studies of refugee youth of both genders from diverse ethnic and faith backgrounds, conducted in regional Australia. It examines how everyday spaces for learning, for example, church, faith-based and sporting groups and family can play a crucial role in enabling young people to build powerful forms of social and cultural capital necessary to successfully access and negotiate formal education and training settings. Its findings suggest first that everyday spaces can act as rich sites of informal learning, which young refugee people draw upon to advance their life chances, employability, and social inclusion. Second, they suggest that how one’s gender and “race” intersect may have important implications for how refugee youth access social and cultural capital in these everyday spaces as they navigate between informal learning and formal educational settings.

Performance characteristics of a two‐way impedance transforming Wilkinson divider are computed using design parameters obtained by imposing the conditions of perfect match at the input port and infinity isolation at the output ports at the center frequency of operation. It is found that, theoretically, infinity bandwidth of match at the input port and split is achieved for an impedance transformation of 2:1 and that similar input VSWR and insertion loss characteristics are achieved for two cases with transformation ratios (R2/R1) whose product is 4:1.

Although many employers continue to adopt various forms of worker participation or employee involvement, expected positive gains often fail to materialize. One explanation for the weak or altogether missing performance effects is that researchers rely on frameworks that focus almost exclusively on contingencies related to the workers themselves or to the set of tasks subject to participatory processes. This study is premised on the notion that a broader examination of the employment relationship within which a worker participation program is embedded reveals a wider array of factors impinging upon its success. I integrate labor relations theory into existing insights from the strategic human resource management literature to advance an alternative framework that additionally accounts for structures and processes above the workplace level – namely, the (potentially implicit) contract linking employees to the organization and the business strategies enacted by the latter. The resulting propositions suggest that the performance-enhancing impact of worker participation hinges on the presence of participatory or participation-supporting structures at all three levels of the employment relationship. I conclude with implications for participation research.

This paper presents a review and classification of reported experiments in job design. The study is confined, in the main, to published experiments directed towards the improvement of the motivational content of blue‐collar jobs, and is intended principally to provide a reference source to those researchers or practitioners engaged in work in this field. Before describing these experiments, we shall briefly review the methods available to the job designers who seek to restructure jobs. Much has been written on the subject and for this reason our discussion will be brief, nor will we discuss the history or development of job design principles which is adequately dealt with elsewhere.

The purpose of this paper is to build a neural network (NN) inverse model for the multi-band unequal-power Wilkinson power divider (WPD). Because closed-form expressions of the inverse input–output relationship do not exist, the NN becomes an appropriate choice, because it can be trained to learn from the data in inverse modeling. The design parameters of WPD are the characteristic impedances, lengths of the transmission line sections and the isolation resistors. The design equations used to train the NN inverse model are based on the even–odd mode analysis.

An inverse model of a multi-band unequal WPD using NNs is presented. In inverse modeling of a microwave component, the inputs to the model are the required electrical parameters such as reflection coefficients, and the outputs of the model are the geometrical or the physical parameters.

For verification purposes, a quad-band WPD and a penta-band WPD are designed. The results of the full-wave simulations verify the validity of the design procedure. The resulting NN model outperforms traditional time-consuming optimization procedures in terms of computation time with acceptable accuracy. The designed WPDs using NN are implemented by microstrip lines and verified by using full-wave analysis based on high-frequency structure simulator (HFSS). The results of the microstrip WPDs have good agreements with the corresponding results obtained by using ideal transmission line sections.

The associated time-consuming procedure and computational burden in realizing WPD through optimization are major disadvantages; needless to mention the substantial increase in optimization time because of the multi-band design. NNs are one of the best candidates in addressing the abovementioned challenges, owing to their ability to process the interrelation between electrical and geometrical/physical characteristics of the WPD in a superfast manner.

The purpose of this paper is to develop a conceptual model drawing together and integrating research from employment relations (ER), human resource management (HRM) and organizational behaviour (OB) to identify how high-performance work systems (HPWS) encourage voice behaviour.

The authors identify shortcomings in research on the relationship between HPWS practices and employee voice behaviour, attributable to the disparate conceptualization of voice across management disciplines. The authors then present a conceptual model using the ability, motivation and opportunity (AMO) framework to theorize how the ER climate influences the design of the HPWS and subsequently how the HPWS encourages voice behaviour. Practical implications and recommendations for future studies are provided.

The mutual gains ER climate will influence the design of the HPWS; in turn the HPWS' practices will influence line manager AMO to manage voice and the employees' AMO to engage in voice behaviour, resulting in the encouragement of both employer and employee interest forms of voice.

The HPWS-voice behaviour interaction model sheds light on the types of HR practices organisations can implement to optimize employee voice behaviour.

The conceptual model demonstrates how ER, HRM and OB factors influence voice behaviour within a HPWS, which has not previously been considered by voice scholars. The integrated conceptual model encourages a multidisciplinary approach to studying employee voice in future research.