Dual Commitment and Labor-Management Relationship Climates.

Angle, H.L.; Perry, James L.

doi:10.2307/255858

Cited by 204 publications

(78 citation statements)

References 47 publications

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“…All items in those scales and any other scales used in this study used a seven-point Likert-type format, unless otherwise noted. Previous research using similar commitment items suggests that they are valid measures of commitment (Angle and Perry, 1986;Schriesheim and Tsui, 1980). Independent variables.…”

Section: Methodsmentioning

confidence: 99%

“…There has been a recent increase in efforts to examine individual correlates and situational factors related to both union and employer commitment (see, for example, Angle and Perry, 1986;Fukami and Larson, 1984;Gallagher, 1984;Magenau and Martin, 1985;Martin, 1981). Earlier studies focused on whether individuals could be dually committed, that is, simultaneously maintain loyalty, allegiance, or commitment to their employer and their union (Dean, 1954;Purcell, 1960;Stagner, 1954).…”

Section: Introductionmentioning

confidence: 99%

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Variables related to patterns of union Stewards’ commitment

1986

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This article examines whether the union and employer commitment ofstewards can be predicted by the same antecedent factors and whether any ofthose factors are related to dual or unilateral commitment. It modifies a conceptualframework of organizational commitment to recognize the presence of a union and then applies that framework to both union and employer commitment. The analysis found that the predictors ofunion and employer commitment were mostly different, and structural characteristics ofthe union, employer, and work significantly differentiated between stewards with high and low dual commitment and between standards with high and low unilateral commitment.

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Section: Methodsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Variables related to patterns of union Stewards’ commitment

1986

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“…Second, LUC means unionists' commitment to the labor union [10] . Dual commitment research classified LUC and OC [11] . LUC is defined as the degree of volition which an individual desires to stay as a union member, and an intention to contribute to the labor union [12] .…”

Section: Attitude To Labor Unionmentioning

confidence: 99%

“…Hence, LUT can increase positive attitudes to the organization, such as OC. Thirdly, dual commitment research is divided into OC and labor union commitment, and also explains that these factors have strong correlations [11] . Furthermore, personal characteristics, work experiences, role-related factors, and characteristics of structure spontaneously enhance OC and labor union commitment because they are associated with organizational membership [10] .…”

Section: Effect Of Alu On Oc and Ocbmentioning

confidence: 99%

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The Effect of the Attitude to Labor Unions and Union-Management Cooperation on Organizational Commitment and Organizational Citizenship Behavior : Evidence from the IT Industry

Hahm¹

2017

JIIBC

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Today, labor unions have become more serious and have more critical roles in the IT industry. Labor union should enhance the quality of working life in an organization. It is the most important role of the union to satisfy employees. When a labor union enriches its roles, members have a positive attitude to the union. Hence, workers will be more satisfied and make more positive results. Moreover, although members have positive attitudes to the union, when labor and capital have a negative relationship, workers do not make the best performance. Furthermore, although unions and the companies work in close cooperation, when members have a negative attitude to the labor union, workers' performance will also decline. Hence, a positive attitude to labor unions and union-management relations has a mutual benefit for performance. This study explains these relationships with the effect of attitudes to labor unions (satisfaction, trust, and commitment) on organizational commitment and organizational citizenship behavior, and the moderate effect of union-management cooperation. The purpose of this study is to suggest that labor unions should have a positive relationship with management and win members' recognition in the IT field.

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The Work Cognition Inventory: Initial evidence of construct validity

Nimon

Zigarmi²,

Houson³

et al. 2011

Human Resource Dev Quarterly

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Contemporary literature lacks a comprehensive set of constructs that provides for understanding both the organizational and job factors that influence employee work passion. Through a detailed analysis of literature, this research identifies eight constructs that form the basis for the appraisal of an employee's work experience with the use of both a job and an organizational focus. This article reports on the development and validation of a new instrument (Work Cognition Inventory) that measures the identified constructs.Data from three studies provide initial evidence of construct validity, discriminant validity, and convergent validity. Implications for the human resource development practitioner and future research are discussed.

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Dual Commitment and Labor-Management Relationship Climates.

Cited by 204 publications

References 47 publications

Variables related to patterns of union Stewards’ commitment

Variables related to patterns of union Stewards’ commitment

The Effect of the Attitude to Labor Unions and Union-Management Cooperation on Organizational Commitment and Organizational Citizenship Behavior : Evidence from the IT Industry

The Work Cognition Inventory: Initial evidence of construct validity

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