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.

The Foundation of ‘Partnership’? Union Effects on Employee Trust in Management

2001 ◽  
Vol 176 ◽  
pp. 91-104 ◽  
Author(s):  
Alex Bryson
Keyword(s):  
Union Membership ◽  
Trade Unions ◽  
Trust Management ◽  
Positive Association ◽  
Employee Perceptions ◽  
Positive Contribution ◽  
Employee Trust ◽  
Trust In Management ◽  
Nationally Representative ◽  
The Right

This article addresses the question: what impact do trade unions have on employee trust in management? Using nationally representative data on employees in the British Social Attitudes Survey (BSAS) 1998, we assess associations between measures of unionisation and employee perceptions that managers usually keep their promises to employees. The article provides broad support for the three hypotheses explored here. First, employee trust in managers is higher where there is a balance of power between unions and management at the workplace. Secondly, employees' trust in managers is higher where management supports union membership, and is lowest where management actively discourages membership. This is equally true among employees in unionised and non-unionised workplaces. Thirdly, employees' perceptions of union effectiveness are positively associated with higher trust in management.The positive association between managerial support for union membership and employee trust in management can be interpreted in various ways. But the finding suggests that management can influence employee perceptions of them for better or for worse through their engagement with unions.Management can also foster a high trust relationship with employees by ensuring that unions have sufficient power to make a positive contribution to the running of the workplace, since unions with the ‘right amount of power’ are associated with higher trust in management. Weak unions are particularly bad for employee perceptions of management, raising the question why employers often recognise unions for pay bargaining, but preside over a decline in union strength at the workplace.Unions are best able to create a climate in which employees trust management where they are perceived to be doing their job well, where they have regard to union members' problems and complaints, and where they contribute to the smooth running of the workplace. In these circumstances, trust in management is generally no different from that found among employees in non-unionised workplaces. However, where unions are viewed as ineffective, trust in management is lower than in comparable non-unionised workplaces.

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.

scholarly journals Improving Quality and Organizational Effectiveness Go Hand in Hand Through Deming’s Management System

1970 ◽  
Vol 12 (1) ◽  
pp. 86-98
Author(s):  
Dean Elmuti ◽  
Taisier AlDiab
Keyword(s):  
Job Satisfaction ◽  
Quality Improvement ◽  
Organizational Effectiveness ◽  
Management System ◽  
Positive Impact ◽  
Employee Perceptions ◽  
Organizational Characteristics ◽  
Employee Job Satisfaction ◽  
Perceived Effects ◽  
Production And Operation

This study was undertaken to investigate the perceived effects of Deming's management system on employee job satisfaction, productivity, quality and overall organizational effectiveness. Three published. validated instruments on organizational characteristics were used to gather data, and extensive, open-ended interviews were conducted with production and operation managers for each of the eight firms in the study. Survey and interview results bolster the claims of proponents of Deming's quality improvement ideas that these ideas improve employee perceptions of their own job satisfaction and organizational quality. Furthermore, the results show a positive impact of Deming's management system on employee perceptions of their own productivity and overall organizational effectiveness and industrial competitiveness.

Do employee perceptions of needs–supply fit impact job satisfaction and job search behavior?

2021 ◽  
Vol 47 (1) ◽  
pp. 31-40
Author(s):  
Rama Krishna Kishore Vandavasi ◽  
David McConville ◽  
Jin-Feng Uen ◽  
Ko-Wei Wu
Keyword(s):  
Job Satisfaction ◽  
Job Search ◽  
Practical Importance ◽  
Search Behavior ◽  
Intention To Leave ◽  
Employee Perceptions ◽  
Subjective Perceptions ◽  
Indirect Measures ◽  
Job Search Behavior ◽  
The Individual

In this study, a job characteristics profile is developed to calculate indirect measures of needs–supply (N-S) fit. Two surveys were conducted with employees in Taiwan, to test N-S fit, employee job satisfaction, intention to leave, and job search behavior. The findings show that employee perceptions of indirect N-S fit are significantly related to job satisfaction and negatively related to intention to leave and job search behavior. We find that an individual’s desires, needs, and subjective “fit” perceptions can impact considerably on how the individual thinks and feels about their job and their inclinations to leave. In addition to contributing empirical evidence of how employee perceptions of N-S fit can affect employee intentions to leave, we conclude that it is of practical importance for practitioners to assess the congruence between an employee’s perceptions of what he or she needs in a job and their subjective perceptions of what is supplied.

Organizational justice and organizational commitment among South Korean police officers

2012 ◽  
Vol 35 (2) ◽  
pp. 402-423 ◽  
Author(s):  
Matthew S. Crow ◽  
Chang‐Bae Lee ◽  
Jae‐Jin Joo
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Organizational Commitment ◽  
South Korea ◽  
Organizational Justice ◽  
Police Officers ◽  
Structural Equation ◽  
Equation Modeling ◽  
Complex Relationship ◽  
Content Type

PurposeIn spite of the importance of officers' perception of organizational justice and its influence on organizational commitment, the policing literature lacks information about the relationship between the factors. Using job satisfaction as a mediator, this study aims to examine an indirect influence of organizational justice on police officers' commitment to their organization.Design/methodology/approachThis study employed a survey of 418 police officers in South Korea while on in‐service training. In exploring the complex relationship among organizational justice (i.e. distributive, procedural, and interactional), job satisfaction, and organizational commitment, the researchers utilized structural equation modeling to overcome the weaknesses of linear regression models.FindingsOfficers' perception of organizational justice was positively related with their level of organizational commitment. In addition, perception of procedural and interactional justice had an indirect impact on the officers' organizational commitment through distributive justice. Lastly, perception of organizational justice showed an indirect influence on organizational commitment through job satisfaction.Research limitations/implicationsDue to its cross‐sectional design, the findings do not confirm any causal relationship among the variables. In addition, the current study used a purposive sample of police officers in South Korea, which may limit the generalizability of the findings.Originality/valueThis study contributes to the literature by examining organizational commitment in light of officers' perception of organizational justice and job satisfaction using structural equation modeling to explore the complex relationship among the organizational factors.

scholarly journals Correlates of Job Satisfaction of Community School's Teachers of Phidim Municipality, Nepal

2021 ◽  
Vol 11 (1) ◽  
pp. 100-114
Author(s):  
Laxmi Prasad Bhandari Bhandari
Keyword(s):  
Job Satisfaction ◽  
Logistic Regression ◽  
Multivariate Analysis ◽  
Educational Status ◽  
Community School ◽  
Bivariate Analysis ◽  
School Teachers ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Binomial Logistic Regression

Teachers' satisfaction is a significant concern of the overall education system of a country. This study examines the factors influencing job satisfaction of community school teachers' of Phidim Municipality. More specifically, this paper aims to investigate whether the sex of the teacher, income, nature of the job, age, birthplace, religion and educational status affect teachers' job satisfaction or not. This study is a cross sectional survey where sample size is determined by using Slovin's formula and the data were drawn from a self-administered questionnaire from randomly selected community school teachers. The percentages, Chi-Square test, and binomial logistic regression model were used for univariate, bivariate, and multivariate analysis using SPSS. The yearly income, age of teachers, and nature of job were found significantly associated with teachers' satisfaction under bivariate analysis whereas the binomial logistic regression justified the association of teachers' satisfaction to income of teachers and nature of their job only. The association of teacher's satisfaction to the sex of respondent, religion, educational status, and birthplace were found not significant using both bivariate and multivariate analysis. It is the conclusion that the permanency of job and reasonable salary must be managed mainly to make teacher's satisfied.  In the present Nepalese context, the adjustment of teacher's salary as per the changing cost of living figure is necessary for teacher's job satisfaction. Likewise, the formulation of the teacher service commission as constitutional body, and regular operation of examination for teacher's permanent recruitment can enhance teacher's job satisfaction.

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.

The Role of Organizational Justice, Trust and Commitment in a Management Control System (MCS)- Gain Sharing

2014 ◽  
Vol 1 (1) ◽  
pp. 186 ◽  
Author(s):  
Hengky Latan ◽  
Nur Ainna Ramli
Keyword(s):  
Control System ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Employee Performance ◽  
Positive Influence ◽  
Management Control ◽  
Employee Perceptions ◽  
Management Control System ◽  
Gain Sharing ◽  
Employee Trust

The main purpose of this study is to examine the relationship between the roles of organizational justice, trust and organizational commitment in a specific type of management control system (MCS), gain-sharing. Based on the proposed theory hypothesis, employee perceptions involving the procedural justice of the gain-sharing plan to influence the employee trust in manager’s, organizational commitment and their performance. Positive perceptions of fairness and equality lead to enhance trust and organizational commitment, which, in turn, has positive consequences for the employee performance. To examine these matters, a survey technique was administered to employee in public and private bank in Ambon city. The result analysis of the Partial Least Squares approach indicates that employee perceptions regarding the fairness and equality of the gain-sharing plan are positively significant related to employee trust in manager’s, organizational commitment and their performance. Further, employee trust in manager and organizational commitment has a positive influence to employee performance. Also, this study gives an evidence that there is no significant different between gender on such relationships.

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