The article aims to bridge divides between political theory and management and organization studies in theorizing workplace democracy. To achieve this aim, the article begins by introducing a new definition of democracy which, it is contended, is better suited than mainstream accounts to highlight the democratizing potential of employee involvement. It then defines employee involvement as an offshoot of early twentieth-century humanistic psychologies, from which it inherits an emancipatory ambition. In a third step, the article presents employee involvement as a set of organizational practices liable to transform dominant patterns of authority and social interaction in the workplace. The article concludes by contending that, apart from representation/participation and the employee’s voice, employee involvement must be considered the third necessary pillar of workplace democracy, endowed with distinctive normative features that neither representation/participation nor voices can aptly capture.

本文旨在弥合政治理论与管理和组织研究之间在工作场所民主理论化方面的分歧。为了实现这一目标，本文首先引入了民主的新定义，据认为，该定义比主流观点更适合强调员工参与的民主化潜力。然后它将员工参与定义为 20 世纪早期人文心理学的一个分支，它继承了解放的雄心。在第三步中，本文将员工参与描述为一组组织实践，这些实践可能会改变工作场所中权威和社会互动的主导模式。文章的结论是，除了代表/参与和员工的声音，