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Until now, empirical research has been unable to reliably identify the impact of organizational dispute resolution systems (DRSs) on the workforce at large, in part because of the dearth of data tracking employee perceptions preand postimplementation. This study begins to fill this major gap by exploiting survey data from a single, geographically-expansive, US firm with well over 100,000 employees in over a thousand locations. The research design allows us to examine employment relations and human resource (HR) measures, namely, perceptions of justice, organizational commitment, and perceived legal compliance, in the same locations before and after the implementation of a typical, multistep DRS that begins with informal reporting to local managers and culminates with mandatory arbitration. Even after holding all time-constant, location-level variables in place, we find that introduction of the DRS is associated with elevated perceptions of informal procedural justice and interactive justice, but diminished perceptions of formal procedural justice. We also find no discernible effect on organizational commitment, but a significant boost to perceived legal compliance by the company, raising important questions about the tradeoff between voice and exit and formal versus informal aspects of dispute resolution mechanisms. * Author names are in alphabetical order. Zev J. Eigen is an Assistant Professor of Law at Northwestern University School of Law, and Adam Seth Litwin is an Assistant Professor at the Carey Business School at Johns Hopkins University. The authors acknowledge the generosity of “Gilda’s, Inc.” and, more specifically, of managers in its Human Resources Department for their assistance and patience. The authors also thank Roberto Fernandez, Kenneth Ayotte, and the participants of Northwestern University School of Law’s Internal Faculty Workshop for their helpful guidance and suggestions. DUCKS & DECOYS EIGEN & LITWIN PLEASE DO NOT CITE WITHOUT AUTHORS’ PERMISSION

Ducks and Decoys: Revisiting the Exit-Voice-Loyalty Framework in Assessing the Impact of a Workplace Dispute Resolution System