In 22 municipal bus companies, the extent of union members' dual commitment-to their unions and to their employing organizations-covaried with interorganizational differences in labor-management cl...

Dual Commitment and Labor-Management Relationship Climates

Previously published research suggested that the typical manager may be expected to harm others in his role as a manager. Further support for this was drawn from the Panalba role-playing case. None of the 57 control groups in this case were willing to remove a dangerous drug from the market. In fact, 79% of these groups took active steps to prevent its removal. This decision was classified as irresponsible by 97% of the respondents to a questionnaire. Because the role exerts such powerful effects, an attempt was made to modify subject's perceptions of their role so that managers would feel responsible to all of the firm's interest groups. Some subjects were told that board members should represent all interest groups; other subjects were placed on boards of directors where the different groups were represented. Subjects in both groups also received information on the impact of the decisions upon stockholders, employees, and customers. The percentage of irresponsible decisions was reduced under these conditions as only 22% of the 116 groups selected the highly irresponsible decision.

https://papers.ssrn.com/sol3/Delivery.cfm/SSRN_ID649087_code116288.pdf?abstractid=649087&mirid=1

Social Irresponsibility in Management

https://repository.upenn.edu/cgi/viewcontent.cgi?article=1041&context=marketing_papers

For George Strauss, Daniel Gallagher and Jack Fiorito, eds., The State of the Unions, Madison, WI: IRRA, 1991. UNION MEMBERSHIP ATTITUDES AND PARTICIPATION Daniel G. Gallagher James Madison University and George Strauss University of California, Berkeley The strength of a union depends, in part, upon its ability to mobilize its members not only in strikes but also in policing the collective agreement, filing grievances, and serving in the capacity of union stewards or committee members. Overflow crowds at union meetings, thousands of workers demonstrating in front of city hall, or every member wearing a union button all give the impression of unity and strength. Satisfied, highly committed members are more likely to support their union in strikes or political activities and to assist in organizing campaigns. Further, satisfied members serve as living advertisements of the advantages of union membership and so help win elections as well as public support generally. The reverse occurs when member are unhappy. Scope of Coverage This chapter provides an overview and critique of research dealing with union members' attitudes toward their union and their participation in it. The introduction clarifies the distinctions between attitudes and behaviors and assists in integrating the various types of research to be considered. The central sections discuss first attitudes and then participation. One concluding section critiques present research and offers suggestions for future research; A second considers the policy implications of this research. A few caveats. First, the chapter deals with individual attitudes and behaviors. What unions as a whole do is not within the area of our focus. Secondly, to avoid overlap with other chapters, we minimize attention to such issues as why members join unions (Chapter 2) or their political activities (Chapter 9). Finally, although we refer to English language research on union members in other countries, literature in other languages is not reviewed, for example, the substantial Dutch literature cited by Klandermans (1984, 1986). Research Trends Union attitudes and behaviors received considerable attention during academic industrial rclations's Golden Age, especially between 1948-1953 (see: Spinrad, 1960; Strauss, 1977), but were then largely ignored in North America. Meanwhile significant studies of membership attitudes and behaviors (e.g., Batstone, Boraston and Frcnkel, 1977; Nicholson, Ursell, and Blyton, 1981; and Klandermans, 1984) were conducted in Europe. By contrast with North American authors, Europeans were more aware of the literature in political science and sociology and more likely to look at unions as social movements. Since 1980 North American research interest in union members has considerably revived, especially since a younger generation of industrial relations

/pdf/union-membership-attitudes-and-participation-26psisx87u.pdf

Union Membership Attitudes and Participation

Collective bargaining for public school teachers represents one of the three most significant changes in public education in the last 30 years. Only desegregation-with its attendant problems of racial strife, busing, and judicial intervention into school operation-and the advent of large numbers of specialized and categorical aid programs have had a comparable impact on the nature of schooling in America. And collective bargaining may well be the most powerful change of all. We were told by one knowledgeable California legislative staff consultant that \"a group of us went out into the schools recently to evaluate how effectively recent legislation is being implemented. As we observed the schools we could not help but recognize that the legislature has been trying to change the schools with reform measures that look like pop-guns compared to the howitzer of collective bargaining.\

John R. Coleman

Papers

Goals and Strategy in Collective Bargaining

Goals and strategy in collective bargaining

Labor Problems: Cases and Readings

Labor problems : cases and readings

The Government of a British Trade Union.