The economic effects of faculty unions

Kesselring, Randall G.

doi:10.1007/bf02685370

Cited by 18 publications

(15 citation statements)

References 9 publications

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“…Faculty members' resistance to merit pay, either because they favour a cooperative workplace or seek to limit administrative discretion, may be reflected in the propensity for unionization. Consistent with this view is the finding that salary dispersion in American universities is much smaller in unionized faculties, to the point of accepting lower mean salaries to accomplish this end (Kesselring 1991;Rees 1993; for Canadian universities, see Rees, Kumar and Fisher 1995).…”

Section: Variations Among Institutions: Problems In Implementationmentioning

confidence: 89%

Academic Contests?

Grant¹

1998

Relations industrielles

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Section: Variations Among Institutions: Problems In Implementationmentioning

confidence: 89%

Academic Contests?

Grant¹

1998

Relations industrielles

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“…The prevailing view at the time was that faculty voted for unions when they were dissatisfied with money compensation (Ali and Karim, 1992;Williams and Zirkel, 1989). Studies of collective bargaining during the 1980s indicated that the union-nonunion salary gap is zero or negative (Rees, 1993;Kesselring, 1991). One reason used to explain the change in the salary differential is that faculty have shifted their focus from salaries to other job benefits, particularly governance, job security, and promotion (Williams and Zirkel, 1989).…”

Section: Changing Times and Changing Faculty Needsmentioning

confidence: 96%

“…This examination will extend our understanding of collective bargaining in higher education. Previous research has primarily focused on the unionnonunion salary differential (Barbezat, 1989;Kesselring, 1991;Rees, 1993). Because tenure and rank are linked to faculty compensation, a natural extension of the literature is to examine whether collective bargaining affects promotion outcomes.…”

Section: Introductionmentioning

confidence: 99%

Unionization and tenure and rank outcomes in Ohio Universities

Benedict

Wilder

1999

J Labor Res

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We explore whether unionization affects tenure and promotion outcomes. Using data on 4,276faculty from seven Ohio public universities, we find that unionization increases the probability that an individual will be tenured. Unionization also increases (decreases) the probability that an individual will be a full (assistant)professor. Moreover, unionization may standardize the promotion process across disciplines. The largest effect on the promotion process is related to length of service. Faculty who are with an institution longer are more likely to be tenured or in higher ranks. This result occurs for two reasons: (1) The tenure and promotion processes are directly related to the number of years an individual works at an institution. Tenure decisions usually have time limitations, and although promotion decisions are not as directly tied to time, one generally becomes a full professor after the attainment of tenure and the rank of an associate professor;(2) Controlling for other factors, senior union faculty are more likely to be tenured or full professors, and they appear to be able to obtain higher ranks more easily.

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“…Rees's (1993) study actually found that unions have a negative effect on salaries when school fixed effects are included. Other studies have examined the gender gap in academic salaries, and still others have concluded that male-female salary differences are narrower at unionized schools (Rhoades 1998;Sosin, Rives and West 1998;Kesselring 1991;Barbezat 1989). Smaller male-female salary differences in unionized settings may be attributed to several factors.…”

Section: Gender Equity and The Faculty Unionmentioning

confidence: 99%

Representation of Women Faculty at Public Research Universities: Do Unions Matter?

May¹,

Moorhouse²,

Bossard³

2010

ILR Review

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The authors investigate the impact of unionization on the representation of women faculty at public Carnegie Doctoral/Research-Extensive institutions in the United States from 1993-94 through 2004-05. Using institutional-level data from the American Association of University Professors and controlling for important characteristics that influence the gender composition of faculty, the authors find that important differences exist in the proportion of women faculty in total and by rank in unionized versus non-unionized settings. Specifically, unionized public research universities have a higher proportion of women faculty overall and at the ranks of associate and full professor than do non-unionized schools.

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The economic effects of faculty unions

Cited by 18 publications

References 9 publications

Academic Contests?

Academic Contests?

Unionization and tenure and rank outcomes in Ohio Universities

Representation of Women Faculty at Public Research Universities: Do Unions Matter?

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