Abstract
We investigate how the employment relationship may lead employers to control the voting behavior and to induce the electoral registration of their workers. Forced registration and the control of votes become feasible when voting behavior is observable, as in open ballot elections. Workers whose vote is controlled are more likely to be registered as compared to other eligible voters, increasing their impact on electoral outcomes. Increasing the secrecy of the vote (for instance with the adoption of a secret ballot) significantly reduces the control of votes. Electoral registration, however, remains biased as long as the probability of voting behavior disclosure induces less ideologically motivated voters to comply with the political preference of the employer. We provide empirical support for the predictions of the model examining the effects of the introduction of the secret ballot in Chile in 1958.
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