Search Results
Title: Union Preferences, Job Satisfaction, and the Union-Voice Hypothesis
Resulting in 1 citation.
| 1. |
Leigh, Duane E. |
|
Union Preferences, Job Satisfaction, and the Union-Voice Hypothesis Industrial Relations: A Journal of Economy and Society 25,1 (January 1986): 65-71. Also: http://onlinelibrary.wiley.com/doi/10.1111/j.1468-232X.1986.tb00669.x/abstract Cohort(s): Young Men Publisher: Institute of Industrial Relations, University of California, Berkeley Keyword(s): Job Satisfaction; Quits; Racial Differences; Unions; Wages Permission to reprint the abstract has not been received from the publisher. According to Freeman's (1976) exit-voice model of unionism, unions provide their members with a collective voice to address grievances, moderating the effects of worker dissatisfaction on turnover. The model was tested using data from the 1980 Young Men's cohort. The survey assessed work dissatisfaction and desires for union representation for both union and nonunion workers. Union workers expressed significantly higher levels of job dissatisfaction than nonunion workers, but regardless of the level of satisfaction, they desired union representation more strongly. This finding, in relation to lower union worker quit rates, provided support for the exit-voice model. Nonunion workers' desires for unionism sharply increased with rising levels of job dissatisfaction. While desires for union representation grew with pay satisfaction for union workers, they decreased with pay satisfaction and education for nonunion workers. Finally, nonwhite workers expressed the strongest desires for union representation, especially nonunion, nonwhite workers. |
|
|
Bibliography Citation
Leigh, Duane E. "Union Preferences, Job Satisfaction, and the Union-Voice Hypothesis." Industrial Relations: A Journal of Economy and Society 25,1 (January 1986): 65-71.
|