Future Professionals and Managers: Their Attitudes Toward Unions, Organizational Beliefs, and Work Ethic

Pesek, James G.; Raehsler, Rod D.; Balough, Robert S.

doi:10.1111/j.0021-9029.2006.00072.x

Cited by 15 publications

(21 citation statements)

References 12 publications

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“…This population of future business managers has been identified as an important group for study in relation to their potential significant impact on the day-to-day practices and principles governing businesses and the complex ethical dilemmas they will face in their daily work routines (Albaum and Peterson 2006;Eweje and Brunton 2010;Grünbaum 1997;Pesek et al 2006).…”

Section: Data Collectionmentioning

confidence: 99%

An Empirical Alternative to Sidani and Thornberry’s (2009) ‘Current Arab Work Ethic’: Examining the Multidimensional Work Ethic Profile in an Arab Context

Ryan

Tipu

2014

J Bus Ethics

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While the concept of work ethic has been discussed in the Arab context (Sidani and Thornberry in J Bus Eth 91(1): [35][36][37][38][39][40][41][42][43][44][45][46][47][48][49] 2009), the significant conceptual and methodological limitations of the existing work ethic and work value research elucidate the need for a more robust investigation of the multidimensional work ethic construct in the Arab context. Multidimensionality of the work ethic concept has gained considerable attention in recent years as researchers attempt to move away from the religiously labeled Islamic and Protestant work ethic conceptualizations. The current study examines the Arab work ethic through the use of the multidimensional work ethic profile (MWEP) on a sample of future business leaders in the United Arab Emirates. A total of 484 business students completed an Arabic version of the MWEP short form. The results show that centrality of work and hard work are the highest scoring work ethics followed by self-reliance, wasted time, and leisure. There are significant differences in work ethic dimensions across gender and categories of family breadwinner. No significant differences in work ethic dimensions are observed across categories of nationality and work preference groups. The findings are discussed in relation to the unique insight they offer on the nature of work ethic in an Arab context.

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Section: Data Collectionmentioning

confidence: 99%

An Empirical Alternative to Sidani and Thornberry’s (2009) ‘Current Arab Work Ethic’: Examining the Multidimensional Work Ethic Profile in an Arab Context

Ryan

Tipu

2014

J Bus Ethics

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“…Outside of the family, social networks (Gomez et al ., 2002) and the local neighbourhood (Charlwood, 2002) have also been shown to have an independent effect on workers' desire for unionisation. Social networks in the university context are also relevant, with arts and social science students found to be more supportive of trade unions and business students less supportive (Pesek et al . 2006).…”

Section: Union Membership As An Experience Goodmentioning

confidence: 99%

Union membership among young graduate workers in Australia: using the experience good model to explain the role of student employment

Oliver

2010

Industrial Relations Journal

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“…Although the pattern for union knowledge was consistent across studies, it could be beneficial to assess this construct more comprehensively and with varied techniques (e.g., Krysan & Bader, 2009) We also acknowledge that additional factors not examined in this research may also help explain general union support. For example, the degree that individuals are socialized in a union environment (Pesek et al, 2006). It may also be useful to examine the potential role of perceptions of union-related social norms and how this may influence support (Tankard & Paluck, 2016).…”

Section: Limitations and Implicationsmentioning

confidence: 99%

Some Psychological Determinants of Broad Union Attitudes

McAleese¹,

Day²

2020

Preprint

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Many societies are grappling with how to reduce high levels of economic inequality. Although often overlooked, labor unions can have significant flattening effects on inequality. However, unions are not highly supported by the general public. To provide some psychological explanation as to why this may be the case, we examined five potential predictors of union support (i.e., political orientation, prejudice toward union members, meritocratic beliefs, union knowledge and social mobility beliefs). We tested each variable at least twice across three studies (two in the U.S.A., one in Canada, total N = 1776). Results indicated that stronger politically conservative beliefs, prejudice towards union members and less accurate knowledge of union activities uniquely explained lower union support across studies. Meritocratic and social mobility beliefs did not meaningfully explain union attitudes. Although mostly correlational, this research provides insight into potential reasons why everyday citizens may support or condemn unions in an increasingly unequal world. Implications for altering union attitudes and support for related policies are discussed.

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Future Professionals and Managers: Their Attitudes Toward Unions, Organizational Beliefs, and Work Ethic

Cited by 15 publications

References 12 publications

An Empirical Alternative to Sidani and Thornberry’s (2009) ‘Current Arab Work Ethic’: Examining the Multidimensional Work Ethic Profile in an Arab Context

An Empirical Alternative to Sidani and Thornberry’s (2009) ‘Current Arab Work Ethic’: Examining the Multidimensional Work Ethic Profile in an Arab Context

Union membership among young graduate workers in Australia: using the experience good model to explain the role of student employment

Some Psychological Determinants of Broad Union Attitudes

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