The Impact of Work Environment, Instrumentality Beliefs, Perceived Labor Union Image, and Subjective Norms on Union Voting Intentions.

Youngblood, Stuart A.; DeNisi, Angelo S.; Molleston, Julie L.; Mobley, William H.

doi:10.2307/256046

Cited by 96 publications

(69 citation statements)

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“…It should be noted that this difference is slightly larger than the 13-point raw differential for this group presented in Table 1. Other factors that exert a statistically significant effect on this probability are family income level (with higher incomes associated with lower probabilities) and the presence of another adult who is a union member in the respondent's household (which is positively associated with the probability of a union vote, a result consistent with the finding by Youngblood et al [1984] that perceptions of referent others are important in determining vote intent). Variables representing employer size and employee plans to stay with the employer did not change the estimated gender differences.…”

Section: Actual and Desired Union Coveragesupporting

confidence: 71%

“…Kochan (1979) analyzed the 1977 Quality of Employment Survey dataset and, controlling for a variety of demographic and job attitude variables, found a gender difference that never differs significantly from zero. Similar conclusions were reached by Youngblood et al (1984) and Deshpande and Fiorito (1989), who also controlled for measures of beliefs about unions, jobs, and employers. It is worth noting that women in each of these studies were more likely than men to say they would vote for a union, and much of the raw gender differential may have been captured by differences in beliefs or attitudes.…”

Section: Literature Reviewsupporting

confidence: 67%

“…Such differences do not appear to be explained by gender differences in attitudes toward jobs or employers, which previous studies have found to influence voting intentions (Kochan 1979;Youngblood et al 1984;Deshpande and Fiorito 1989). In fact, the nonunion private sector white-collar women who participated in the 1984 telephone survey on which this study is based reported more satisfaction with their jobs than the men in the same category.…”

Section: Discussionmentioning

confidence: 54%

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Der Differences in Attitudes toward Unions

Schur¹,

Kruse²

1992

ILR Review

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In the U.S. private sector, women are less likely than men to be union members. This study analyzes a unique national survey (conducted in 1984) to determine if women are less interested than men in unionizing or if, instead, they are equally interested but face higher barriers to unionization. The results support the latter interpretation. In particular, nonunion women in private sector white-collar jobs (representing over half of the female nonunion work force) expressed more interest than comparable men in joining unions. This finding appears to reflect more optimism among the women in this group than among the men about what unions can accomplish; it is not explained by gender differences in attitudes toward jobs or employers. The authors discount theories that family responsibilities, or concerns of female workers that set them apart from men, present special barriers to unionization.

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Section: Actual and Desired Union Coveragesupporting

confidence: 71%

Section: Literature Reviewsupporting

confidence: 67%

Section: Discussionmentioning

confidence: 54%

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Der Differences in Attitudes toward Unions

Schur¹,

Kruse²

1992

ILR Review

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“…Wheeler and McClendon describe a generic "Model A" initiated by an employee's dissatisfactions, which lead to a decision as to whether a union would assist in their rectification. Dissatisfaction usually is associated with pay, working conditions, or job characteristics (Zalesny 1985;Youngblood et al 1984;Premack and Hunter 1988;Fiorito et al 1986;Lawler 1984), although there is some evidence that "feelings of powerlessness" or unfavorable sentiments toward company policy also can initiate the process of unionization (Bass and Mitchell 1976; Allen and Keaveny 1981; Lawler and Walker 1984; DeCotiis and LeLouarn 1981; Zalesny 1985). Thwarted participation in decision-making seems to be a strong predictor of a prounion vote among university faculty (Bornheimer 1985;Feuille and Blandin 1974;Hammer and Berman 1981).…”

Section: Effects Of Nonunion Representation Plans On the Propensity Tmentioning

confidence: 99%

The Transition from Formal Nonunion Representation to Unionization: A Contemporary Case

Taras¹,

Copping²

1998

ILR Review

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The authors examine three phases in the unionization process among Imperial Oil Limited employees in Canada who, in 1993, decided to withdraw from a long-standing nonunion employee representation plan: the conditions leading to the propensity to unionize; the transformation into a bargaining unit; and post-certification behaviors and practices. The unionization process in this case study differed from that suggested by literature based on unionization among workers without a previous history of collective representation.In the pre-campaign phase, workers experienced a significant loss of perceived power due to changes in company practices and managerial style. Elected worker delegates to the nonunion representation plan spearheaded the union campaign. The union organizing phase allowed the company multiple opportunities for redress without unionization. Subsequent union attachment was diminished by continuing loyalty to aspects of the old system. M ost research by industrial relationsscholars focuses on unionized worksites and assumes that unionization introduces workers to collective action for the first time. Many of the workers whom for helpful comments. industrial relations scholars treat as "unrepresented," however, participate in various employee representation plans. Such plans are common in Canada, which has few legal restrictions on nonunion worksite governance schemes.In the United States, by contrast, legal impediments to nonunion plans are substantial, and are one subject of a fierce debate over the continuing relevance of the Wagner Act model.We examine a Canadian formal nonunion employee representation plan at Imperial Oil, the Joint Industrial Council (JIC), with particular emphasis on the factors affecting the ability of workers to exercise their choice to withdraw from the nonunion plan in favor ofjoining a union. In 1993, employees at Imperial Oil's billiondollar Norman Wells gas plant and refinery chose to end over 20 years of participation ). They are often treated as historic relics of a bygone era by contemporary scholars (for example, Nelson 1993), despite growing evidence that a number of companies are defying the law and operating nonunion plans (Kaufman et al. 1997).In Canada, by contrast, nonunion plans continue to be lawful.3 Many Canadian plans result in the drawing up of workermanagement agreements that strongly resemble collective agreements in the unionized sector.4 These nonunion agreements technically are individual contracts of employment that are applied collectively. Canada's nonunion plans exist outside the purview of collective bargaining laws.5

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“…(Asseyev & Rose, 1979) Similarly, the support or nonsupport of referent others outside the family (e.g., coworkers or community leaders) is related to individual attitudes toward unions (LaHuis & Mellor, 2001;Youngblood et al, 1984). Workers may vote against unionization despite dissatisfaction with the work environment and a high belief in union instrumentality because referent others do not support the union (Youngblood et al, 1984). The importance of referent others' support for union representation explains why Reuben told Norma Rae, "You're the fish I wanted to hook" (Asseyev & Rose, 1979).…”

Section: Reasons Why Workers Join Unionsmentioning

confidence: 99%

Teaching Labor Relations With Norma Rae

Taylor

Provitera

2010

Journal of Management Education

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Undergraduate business students in North America are often unfamiliar with the labor organizing process and frequently fail to identify with the reasons why workers join unions. This article suggests a discussion exercise based on the 1979 film, Norma Rae, by 20th Century Fox, as an effective tool for familiarizing students with fundamental topics in labor relations such as the union organizing process, union avoidance strategies, and unfair labor practices. In addition, the film and the discussion-based exercise can be used to help students further explore the sources of individual attitudes toward unions, union instrumentality perceptions, union voting intentions, and contemporary issues in private sector labor relations. Collected data show positive responses from students who viewed the movie and participated in the discussion-based exercise. Suggestions are offered for using the film and the discussion-based exercise in the classroom to engage students in the study of labor relations.

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The Impact of Work Environment, Instrumentality Beliefs, Perceived Labor Union Image, and Subjective Norms on Union Voting Intentions.

Cited by 96 publications

References 0 publications

Der Differences in Attitudes toward Unions

Der Differences in Attitudes toward Unions

The Transition from Formal Nonunion Representation to Unionization: A Contemporary Case

Teaching Labor Relations With Norma Rae

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