Factors Differentiating Grievants and Nongrievants

Abstract

Previous attempts at identifying factors differentiating individuals who file grievances from those who do not have focused on demographic and job-related variables. These efforts have yielded inconsistent results and have not explained much of the variance in grievance-filing behavior. This line of research is extended in this study by presenting a model of individual grievance-filing behavior that includes a number of variables measuring attitudes toward work and unions. Such factors have been found associated with other forms of union-related behavior such as the decision to unionize. The objectives were to replicate the earlier studies, examine the relationships between attitudinal variables and grievance-filing behavior, and identify the factors most effectively discriminating between grievants and nongrievants. The results indicate that age is the only demographic factor differentiating the criterion groups. However, the subsamples differed significantly with respect to several attitudinal variables.

Exploring the exit, voice, loyalty, and neglect typology: The influence of job satisfaction, quality of alternatives, and investment size

“…Prior research supports this assertion: Low job satisfaction has been shown to be associated with destructive behaviors such as intentions to quit (Rosse & Hulin, 1985), actual quitting (Abelson, 1987;Colarelli, Dean, & Konstans, 1987;O'Connor, Pooyan, Weekly, Peters, Frank, & Erenkrantz, 1984), absences (Blau, 1985;Rosse & Hulin, 1985), and lateness (Blau, 1985). In contrast, high job satisfaction has been linked with voice-like behaviors such as suggesting improvements and grievance filing (Allen & Keaveny, 1985;Dalton & Todor, 1982;Price, Dewire, Nowack, Schenkel, & Ronan, 1976;VanZelst & Kerr, 1953) as well as with loyalist behaviors such as good citizenship behavior and job commitment (Aranya, Kuchnir, & Valency, 1986;Bateman & Organ, 1983;Smith, Organ, & Near, 1983;Ferris & Aranya, 1983).…”

An Examination of Factors Affecting Perception of Workplace Discrimination

“…Perceived workplace discrimination may also result in grievances and legal action (Allen and Keaveny 1985).…”

A comparison of blue- versus white-collar grievance behavior: A field assessment

“…Also, Kochan (1979) did not find that such variables influenced the propensity to unionize. Allen and Keaveny (1985) did find that grievants tended to be slightly younger than nongrievants, but found no differences for other demographic factors such as hourly wages or seniority. Even so, for the present study, the archival sources of these data did not allow control for these factors.…”