Job Satisfaction, Union Membership and Collective Bargaining

2009 ◽  
Vol 15 (1) ◽  
pp. 91-111 ◽  
Author(s):  
Carlos García-Serrano
Keyword(s):  
Job Satisfaction ◽  
Collective Bargaining ◽  
Union Membership

scholarly journals Demobilised or dormant? Exploring pro-strike attitudes among employees who have never joined a strike

2020 ◽  
pp. 0143831X2098005
Author(s):  
Lorenzo Frangi ◽  
Muhammad Umar Boodoo ◽  
Robert Hebdon
Keyword(s):  
Collective Bargaining ◽  
Union Membership ◽  
Economic Conditions ◽  
Experience Goods ◽  
Political Values ◽  
Financial Situation ◽  
General Decline ◽  
Potential Impact ◽  
Over Time

The general decline of strikes does not necessarily imply that workers are demobilised. A dormant strike potential can be present. Drawing on strikes as ‘experience goods’, this article sheds light on this point by studying pro-strike attitudes among employees in 24 countries who have never been on strike. The variation in pro-strike attitudes is explained by both contextual (collective bargaining coverage, economic conditions and freedom of rights and liberties) and individual (union membership and confidence in unions, political values and household financial situation) factors. Deeper analyses of three countries highlight the potential impact of specific repertoires of contention developed over time on the formation of pro-strike attitudes. Implications for the labour conflict literature and union strategies are discussed.

Trade Union Membership and Job Satisfaction

1987 ◽  
Vol 17 (4) ◽  
pp. 160-164 ◽  
Author(s):  
Stephen D. Bluen ◽  
Caroline van Zwam
Keyword(s):  
Job Satisfaction ◽  
Union Membership ◽  
Research Priorities ◽  
Future Research ◽  
Non Union ◽  
Study Results ◽  
Worker Satisfaction ◽  
The Relationship ◽  
Moderating Role

The relationship between union membership and job satisfaction, and the moderating role of race and sex is considered in this study. Results show that both race and sex interact with union membership in predicting job satisfaction. A significant 2 × 2 × 2 (union membership × race × sex) interaction showed that white, non-unionized females were less satisfied with their work than black, non-unionized females. In addition, sex moderated the relationship between union membership and co-worker satisfaction: Whereas unionized males were more satisfied with their co-workers than unionized females, the opposite was true for the non-unionized subjects. Finally, union members and non-members differed regarding promotion opportunities: Union members were more satisfied with their promotion opportunities than non-union members. On the basis of the findings, implications and future research priorities are discussed.

Why Join? Why Stay? Instrumentality, Beliefs, Satisfaction and Individual Decisions on Union Membership

1998 ◽  
Vol 9 (1) ◽  
pp. 123-148 ◽  
Author(s):  
David Peetz
Keyword(s):  
Job Satisfaction ◽  
Multivariate Analysis ◽  
Union Membership ◽  
Employee Perceptions ◽  
Complex Relationship ◽  
Freedom Of Choice ◽  
Employee Trust ◽  
Industrial Disputes ◽  
Perceived Instrumentality ◽  
Individual Decisions

To understand individuals' union membership choices it is necessary to examine decisions both to join and to leave (exit) unions, observed when employees are in jobs where unions are available and there is freedom of choice on union membership (‘open’ jobs). Using multivariate analysis of survey data, it was found that sympathy towards unions was the most powerful influence upon union joining, but had little impact on union exit, which was more a function of the perceived instrumentality of membership. Employee perceptions on union in-fighting and cooperation with management influenced union membership, as did the outcome of involvement in industrial disputes. Satisfaction with union delegates was a key influence on attitudes and membership. Employee trust of management only influenced exit behaviour through its interaction with satisfaction with union delegates. Job satisfaction had a complex relationship with union membership that is disguised in aggregated studies.

Collective Bargaining and Union Membership Effects on the Wages of Male Youths

1986 ◽  
Vol 4 (2) ◽  
pp. 193-211 ◽  
Author(s):  
Arthur E. Blakemore ◽  
Janet C. Hunt ◽  
B. F. Kiker
Keyword(s):  
Collective Bargaining ◽  
Union Membership

scholarly journals The Impact of the Employment Relations Act 2000 on Collective Bargaining

1970 ◽  
Author(s):  
Brett Lineham ◽  
Louise Fawthorpe ◽  
Boaz Shulruf ◽  
Stephen Blumenfeld ◽  
Roopali Johri
Keyword(s):  
Public Sector ◽  
Collective Bargaining ◽  
Private Sector ◽  
Administrative Data ◽  
Union Membership ◽  
Qualitative Data ◽  
Low Density ◽  
Employment Relations ◽  
The Public ◽  
The Impact

This study carried out by the Department of Labour in 2007/08 aims to assess whether there have been any significant changes in the coverage of collective bargaining that can be attributed to the Employment Relations Act 2000. The research draws on administrative data relating to union membership and collective bargaining coverage, as well as qualitative data from employers, employees, union representatives and other employment relations stakeholders. The research shows that collective bargaining has yet to regain pre Employment Relations Act levels. Collective bargaining remains concentrated in the public sector, with low density in the private sector. The study concludes that the effects of the Act on collective bargaining are chiefly observed in the recovery of collective bargaining in the public sector, and the continued decline (in general) in the private sector. The research offers no indications that these patterns will change.  

scholarly journals Union Membership as a Moderator in the Relationship Between Living Wage, Job Satisfaction and Employee Engagement

2021 ◽  
Author(s):  
M. J. Maleka ◽  
C. M. Schultz ◽  
L. van Hoek ◽  
L. Paul-Dachapalli ◽  
S. C. Ragadu
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Union Membership ◽  
Quantitative Research ◽  
Research Approach ◽  
Living Wage ◽  
Trade Union Movement ◽  
Union Movement ◽  
Living Wages ◽  
The Relationship

AbstractIn many developing countries, lower-level employees are working in workplaces that pay them poverty wages. The need for workers to earn a living wage has long been argued, both within the trade union movement, employers and society, along with the link with job satisfaction and employee engagement. The present study aims to explore the relationship between living wage, job satisfaction and employee engagement, as well as union membership as a moderator in these relationships. A quantitative research approach was employed in this study, and Loess curves were used to graphically predict the relationship between study variables. There were significant relationships between a living wage, job satisfaction and employee engagement. The results indicated that the relationships between the variables were cubic and not linear. Union membership was the moderator in the relationship between living wages and employee involvement. Union membership moderated the cubic relationship between living wages and employee engagement. Union membership also moderated the cubic relationship between living wages and job satisfaction.

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