"Frustration–aggression theories, such as exit–voice and loyalty, have been tested using agents as voice but have not been examined with unions as the organization in question. Utilizing longitudinal panel data (n¼874), this article tests this theory with regard to voice within a trade union. This study does not find support for the exit–voice model; instead, it provides support for cost–benefit and interactionist theories. Further, the study finds that members with high union satisfaction are more likely to express voice when they perceive their leaders to be highly responsive to their needs and concerns "

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