scholarly journals Does the Union Make Us Strong? Labor-Union Membership, Self-Rated Health, and Mental Illness: A Parametric G-Formula Approach

2020 ◽  
Author(s):  
Jerzy Eisenberg-Guyot ◽  
Stephen J Mooney ◽  
Wendy E Barrington ◽  
Anjum Hajat
Keyword(s):  
Mental Illness ◽  
Union Membership ◽  
Union Member ◽  
Labor Union ◽  
Panel Study ◽  
Quality Data ◽  
Race And Gender ◽  
Non Union ◽  
Self Rated Health ◽  
And Gender

Abstract Union members enjoy better wages, benefits, and power than non-members, which can improve health. However, the longitudinal union-health relationship remains uncertain, partially because of healthy-worker bias, which cannot be addressed without high-quality data and methods that account for exposure-confounder feedback and structural non-positivity. Applying one such method, the parametric g-formula, to United-States-based Panel Study of Income Dynamics (PSID) data, we analyzed the longitudinal relationships between union membership, poor/fair self-rated health (SRH), and moderate mental illness (Kessler-K6>5). The SRH analyses included 16,719 respondents followed from 1985-2017, while the mental-illness analyses included 5,813 respondents followed from 2001-2017. Using the parametric g-formula, we contrasted cumulative incidence of the outcomes under two scenarios, one in which we set all employed-person-years to union-member employed-person-years (union scenario), and one in which we set no employed-person-years to union-member employed-person-years (non-union scenario). We also examined whether the contrast varied by gender, gender-race, and gender-education. Overall, the union scenario did not reduce incidence of poor/fair SRH (RR: 1.01, 95% CI: 0.95, 1.09; RD: 0.01, 95% CI: -0.03, 0.04) or moderate mental illness (RR: 1.02, 95% CI: 0.92, 1.12; RD: 0.01, 95% CI: -0.04, 0.06) relative to the non-union scenario. These associations largely did not vary by subgroup.

Class as Race and Gender|Making and Breaking a Labor Union in the Jim Crow South

1995 ◽  
Vol 19 (4) ◽  
pp. 425-454
Author(s):  
Larry J. Griffin ◽  
Robert R. Korstad
Keyword(s):  
North Carolina ◽  
Jim Crow ◽  
Labor Relations ◽  
Labor Union ◽  
Collective Actions ◽  
Manufacturing Facility ◽  
Race And Gender ◽  
National Labor Relations Board ◽  
And Gender ◽  
Jim Crow South

Early in 1944 the National Labor Relations Board (NLRB) certified Local 22 of the United Cannery, Agricultural, Packing, and Allied Workers of America (UCAPAWA) as the bargaining agent for manufacturing workers at the R. J. Reynolds Tobacco Company (RJR) in Winston-Salem, North Carolina. The local was built and largely sustained by the collective actions of African Americans, especially women, who quickly made it the primary institutional locus advancing the racial aspirations of Winston-Salem's black working class. Operating the largest tobacco manufacturing facility in the world and employing a workforce of 12,000, none unionized (Tilley 1948, 1985), RJR vigorously fought the local from its inception.

Using Data to Inform the Science of Broadening Participation

2018 ◽  
Vol 62 (5) ◽  
pp. 612-624
Author(s):  
Donna K. Ginther
Keyword(s):  
Women Of Color ◽  
National Institutes Of Health ◽  
Quality Data ◽  
Underrepresented Minorities ◽  
Science Careers ◽  
Race And Gender ◽  
Econometric Methods ◽  
Broadening Participation ◽  
And Gender ◽  
Using Data

In this article, I describe how data and econometric methods can be used to study the science of broadening participation. I start by showing that theory can be used to structure the approach to using data to investigate gender and race/ethnicity differences in career outcomes. I also illustrate this process by examining whether women of color who apply for National Institutes of Health research funding are confronted with a double bind where race and gender compound their disadvantage relative to Whites. Although high-quality data are needed for understanding the barriers to broadening participation in science careers, it cannot fully explain why women and underrepresented minorities are less likely to be scientists or have less productive science careers. As researchers, it is important to use all forms of data—quantitative, experimental, and qualitative—to deepen our understanding of the barriers to broadening participation.

COST-BENEFIT ANALYSIS OF UNION MEMBERSHIP WITHOUT COLLECTIVE BARGAINING BENEFITS

2016 ◽  
Vol 61 (03) ◽  
pp. 1640019
Author(s):  
SOON BENG CHEW ◽  
YANG TANG
Keyword(s):  
Collective Bargaining ◽  
Union Member ◽  
Cost Benefit Analysis ◽  
Labor Union ◽  
Union Leader ◽  
Cost Benefit ◽  
Mathematical Framework ◽  
Non Union ◽  
Consumption Goods ◽  
The Government

Traditional unions rely on collective bargaining benefits to attract workers to the union. A key ingredient of collective bargaining benefits is union wage premium which will force employers to retrench some workers. A macro-focused union differs from traditional union or micro-focused union in two ways. First, a macro-focused union will work together with the government and management to raise productivity and therefore shift the demand for labor curve upward. Second, the macro-focused union will want to maximize employment and therefore aim at competitive wage level for not only its members but non-union members too. Consequently, this may create a huge free ridership problem as workers may refuse to pay the member fee but still enjoy the club benefits. This paper focuses on a situation where a macro-focused labor union offers non-collective bargaining benefits through offering discount to a subset of consumption goods. However, individual workers’ preference is not publicly observed. The union leader may pay a certain survey fee to find out. Therefore, in the equilibrium, the union leader needs to weigh the benefits of larger union size against the costs of survey fee. Similarly, on the workers’ side, the tradeoff is the union member fee together with some psychology cost of being a union member against a discount on his favorable consumption goods. We develop a mathematical framework that incorporates all these elements above. We show both theoretically and quantitatively what determines the equilibrium union size and union leader’s survey decisions. Moreover, we also examine at the aggregate level, how the union workers’ and union leader’s welfare levels may respond to certain changes in economic fundamentals, such as preference shift and changes in survey fee, etc.

Managing Workplace Job Attitudes and Performance in Organizations with Labor Unions

2020 ◽  
pp. 407-422
Author(s):  
James K. Harter ◽  
Denise R. McLain
Keyword(s):  
Employee Engagement ◽  
Labor Unions ◽  
Union Membership ◽  
Union Member ◽  
Job Attitudes ◽  
Practical Advice ◽  
Non Union ◽  
Global Database ◽  
The Us ◽  
And Performance

While union membership has been in decline in recent decades, still 11% of the US workforce belong to unions. The job attitudes of both union and non-union employees are important to organizational success. Various studies suggest that union employees are as satisfied as non-union employees with benefits, wages, and job security. Non-union employees have more favorable attitudes toward the type of work they’re asked to do, autonomy, opportunities for advancement, and supervision. But job attitudes for both union and non-union employees vary widely by the team they are on, according to a summary of Gallup’s employee engagement global database. In this chapter, the authors summarize opinions from within highly unionized organizations, including 239,459 union-member and 42,053 non-union-member employees. They outline key challenges in engaging unionized employees and practical advice compiled from the study of successful organizations across industries.

FINANCIAL MOTIVATIONS AND SMALL BUSINESS LONGEVITY: THE EFFECTS OF GENDER AND RACE

2018 ◽  
Vol 23 (04) ◽  
pp. 1850024 ◽  
Author(s):  
BETHANY SMITH ◽  
CHARLES M. TOLBERT
Keyword(s):  
Black Women ◽  
Panel Study ◽  
Business Success ◽  
Business Outcomes ◽  
Gender And Race ◽  
Race And Gender ◽  
Financial Gain ◽  
Business Goals ◽  
Negative Effect ◽  
And Gender

It is well established in previous research that female and minority entrepreneurs are less successful with business ventures in comparison to whites and males. In that same literature, motivation and growth expectations have been shown to be positively associated with business success. This paper examines how motivations and business goals differ by gender and race and how they affect disparity in business outcomes. Using data from the Second Panel Study of Entrepreneurial Dynamics (PSED II), we find that stronger motivations for financial gain have a negative effect on business survival rate for black women and Hispanic men. In contrast, the effect is positive for black men and Hispanic women. When considering interactions between financial motivations, race and gender, various significant effects were found and are detailed in the paper. It is important for researchers and practitioners who want to promote entrepreneurship to understand the differences and adapt advisory and training curricula accordingly.

scholarly journals Labor Unions and American Poverty

ILR Review ◽  
2021 ◽  
pp. 001979392110148
Author(s):  
Tom VanHeuvelen ◽  
David Brady
Keyword(s):  
Labor Unions ◽  
Union Membership ◽  
Fixed Effects ◽  
Panel Study ◽  
State Level ◽  
Union Density ◽  
Non Union ◽  
Individual Level ◽  
Data Incorporate ◽  
American Poverty

American poverty research largely neglects labor unions. The authors use individual-level panel data, incorporate both household union membership and state-level union density, and analyze both working poverty and working-aged poverty (among households led by 18- to 64-year-olds). They estimate three-way fixed effects (person, year, and state) and fixed-effects individual slopes models on the Panel Study of Income Dynamics (PSID), 1976–2015. They exploit the higher quality income data in the Cross-National Equivalent File—an extension of the PSID—to measure relative (<50% of median in current year) and anchored (<50% of median in 1976) poverty. Both union membership and state union density have statistically and substantively significant negative relationships with relative and anchored working and working-aged poverty. Household union membership and state union density significantly negatively interact, augmenting the poverty-reducing effects of each. Higher state union density spills over to reduce poverty among non-union households, and there is no evidence that higher state union density worsens poverty for non-union households or undermines employment.

scholarly journals Evidence on Trade Union Members’ Dissatisfaction with Inequalities at a Scottish University

2020 ◽  
pp. 30-39
Author(s):  
Dr. Theresa Marie Majeed
Keyword(s):  
Trade Union ◽  
Union Membership ◽  
Union Member ◽  
Industrial Relations ◽  
Qualitative Approach ◽  
Job Dissatisfaction ◽  
Non Union ◽  
Individual Level ◽  
The United Kingdom ◽  
The University

The present paper includes insights on trade union members’ perceptions of job dissatisfaction related to inequalities at a Scottish university. Research spanning more than five decades has consistently shown that trade union member employees report higher levels of job dissatisfaction than non-union employees, although industrial relations scholars have been unable to agree on as to why that is the case. Prior research of trade union membership and its link to job dissatisfaction has largely been quantitative. The present study therefore added much needed, individual-level insights to the industrial relations literature through its use of a qualitative approach that included interviews with 23 individuals. This research is part of a wider project in which trade union membership and job dissatisfaction were explored, and that led to the author being awarded a PhD from the University of St. Andrews in the United Kingdom.

Class as Race and Gender: Making and Breaking a Labor Union in the Jim Crow South

1995 ◽  
Vol 19 (4) ◽  
pp. 425 ◽  
Author(s):  
Larry J. Griffin ◽  
Robert R. Korstad
Keyword(s):  
Jim Crow ◽  
Labor Union ◽  
Race And Gender ◽  
And Gender ◽  
Jim Crow South
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