Perceived support in a dual organizational environment: Union participation in a university setting

Abstract

SummaryThere is extensive research on employee attitudes regarding employers and unions, but these studies have underemphasized social and affective forces. Most studies also examine attitudes toward either the union or the employer without considering how these attitudes might relate to one another. The present study of faculty (N ¼ 306) at a large public research university demonstrated that perceptions of union support were positively related to union participation and perceptions of administration support were negatively related to union participation. Subjective norms and general union attitudes were related to perceptions of union support, and subjective norms were related to perceived organizational support. Taken together, an individual's participation in a union recognition effort depends not only on union instrumentality, but also upon social relationships with the union and administration.

A determinação do empenhamento organizacional e do bem-estar no trabalho sobre o bem-estar subjetivo

“…Os colaboradores que experienciam o empenhamento organizacional afetivo tendem a valorizar sua associação com a organização, encontrando-se mais motivados para contribuir positivamente com o desempenho organizacional (Goeddeke & Kammeyer-Mueller, 2010;Kuvaas, 2006;Meyer & Herscovitch, 2001;Meyer & Smith, 2000), porque o resultado é bastante positivo.…”

Activism and Willingness to Help in Union Organizing: Who Are the Activists?

“…If members sense that their employer is hostile to the union, they may be less committed to the union (Fuller and Hester 1998) and are probably going to be less active in it for fear that such activism may be seen as disloyal or an indication that the employee is "not serious" about his or her career advancement. Goeddeke and Kammeyer-Mueller (2010) found that perception of a hostile employer attitude toward the union reduced union participation.…”

The application of social exchange to commitment bonds of pro-union employees: cognitive calculations of reciprocity

“…The union has nothing to offer them. Recent research indicates that if the union cannot deliver on its tangible benefits, employees will not want to participate in a union, despite the potential for support and social exchange (Goeddeke & Kammeyer-Mueller, 2009). This is the category into which formerly pro-union, strong exchange ideology employees would be placed (see Fig.…”