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Industrial Relations Climate, Attendance Behaviour and the Role of Trade Unions
Abstract
In recent years there has been a growing interest in the impact of co-operative union–management relations on firm performance and organizational outcomes such as employee turnover and absenteeism. This paper seeks to identify the factors that affect the development of a co-operative industrial relations climate and analyses the effects of that climate on organizational and union allegiance and on employee attendance behaviour. The data are drawn from a study of a large automotive manufacturer in Australia. The results indicate that a positive union–management relationship is associated with higher levels of work attendance. Moreover, this outcome is consistent with the presence of strong and effective unionism at the workplace.
... The quality and harmony of labor relations are intricately linked to what we refer to as the labor relations climate-essentially, how employees perceive the state of labor relations within an organization [1,2]. A positive and harmonious labor relations climate has been proven to enhance organizational performance and reduce employee turnover [2,3]. Conversely, a hostile climate can have detrimental effects on employee attitudes and behaviors [4]. ...
... Existing research suggests that individuals' perceptions of the labor relations climate significantly influence their attitudes and behaviors [3]. The more harmonious the perceived relationship, the more motivated individuals are to align their personal goals (or expectations regarding the organization's external and internal environment) with the organization's objectives. ...
... The more harmonious the perceived relationship, the more motivated individuals are to align their personal goals (or expectations regarding the organization's external and internal environment) with the organization's objectives. This motivation prompts them to engage in behaviors congruent with management's goals [3]. Employees who perceive a higher degree of harmonious labor relations climate are more likely to exhibit enhanced task performance, organization identification, and reduced turnover intention. ...
Previous researchers have yet to examine the antecedents and consequences of labor relations climate perception. Drawing from social information processing theory, we utilize psychological contract breach (PCB) as a negative environment input that diminishes employees’ perceived harmonious labor relations climate, which in turn affects employee outcomes (task performance, organization identification, and turnover intention); meanwhile, this indirect relationship is moderated by benevolent leadership. The results of the analysis of 284 questionnaires obtained from a multi-time, multi-source field survey supported our proposed moderated mediation model. This research contributes to revealing the critical role of psychological contracts in developing a labor relations climate and expands knowledge and understanding of the labor relations climate.
... Research has indicated that employee perceptions of strong trade unions that deliver to their mandate were positively associated with a more harmonious union-management relationship (Bacon & Blyton, 2002;Cooke, 1990;Deery et al., 1999;Miller et al., 1997). Further, union legitimacy was considered an important factor influencing unionmanagement relationships (Barrett, 1995). ...
... Although the IRC was developed for organisational level studies, it has been used, as in this case, for individual level studies. Bacon et al. (2010), Conway and Monks (2008), Deery et al. (1999), and Deery and Iverson (2005) have used versions of the measure and recorded Cronbach's coefficient alpha reliability scores of more than 0.88. The measure for (E-S) was adapted from the seven-item LMX-7 index used by Wittmer et al. (2010). ...
... Several studies have indicated that a strong union, which does not fear accusations of co-option, may be more willing to pursue joint gains. Trade union militancy and the ability of a union to deliver to membership, both signs of strength, have therefore been found to be associated with better union-management relationships (Bacon & Blyton, 2002;Cook, 1990;Deery et al., 1999;Miller, 1997). However, much may depend on the trade union since there is also evidence that union militancy has negatively affected the employee-management relationship. ...
In this South African study, I aimed to identify the respective influence of human resources practices, procedural fairness, the shop steward–management relationship, and the employee–supervisor relationship on the state of the employee’s relationship with the organisation. The method was quantitative and cross-sectional. A total of 660 production employees from 14 organisations in the value chain of the automotive industry in the Nelson Mandela Bay area of South Africa supplied responses. The relationships between variables were determined through structural equation modelling. Although the study was a cross-sectional study, the use of structural equation modelling points to cause and effect relationships. The best-fit model revealed that the dominant predictor of the employees’ perception of their relationship with the organisation was their perception of the quality of the relationship between shop stewards and management. Trade unions as trusted leaders may fulfil a very important role in mediating workplace relationships, especially in highly unequal societies with deep social divisions. The pivotal importance of the employees’ perception of the shop steward–management relationship creates an onus on both management and trade unions to work to move this relationship from adversarial to constructive and effective. The results may be generalised to highlight the importance of employee representation, whether unionised or non-unionised, at the workplace level. As leaders in the workplace, employee representatives provide the mechanism to mediate relationships, build trust and create strong employee–supervisor and employee–organisation bonds which may have a positive impact on individual and organisational performance.
... The study found that managers who used a competitive approach to grievance handling which involves opposing & uncompromising aspirations, which aimed at promoting political agendas; or a corporate style in managing grievances are not welcome by the vast majority of organizational members. The theoretical boundaries of contingency theory led researchers to identify, top management commitment (Zhu et al., 2013;Lee, 2016;Hu et al., 2021), simplicity (Sharma & Mehta, 2017;Seliverstova & Pierog, 2021), informal procedures (Peter & Iverson, 1999;Taru, 2016), and prompt actions (Opatha & Ismail, 2001;Ramlal & Mozumder, 2017 ) as the essential component of the GHM. The presented theoretical support is derived in setting the hypotheses along with the empirical support of the existing findings in this connection. ...
... The informal procedures of GHM seem to affect the EWP of shop floor employees (β = 0.549) positively. However, both positive (Peter & Iverson, 1999;Taru, 2016) and negative effects (Geetika et al., 2014;Meyer, 1994) of this relationship are reported. In the biscuit manufacturing industry of Sri Lanka, powerful unionization is not evidenced. ...
... Overall, all the findings of the present study are in line with the previous findings of the existing empirical evidence (Melchades, 2013;Deery, Peter & Iverson, 1999;Seliverstova & Pierog, 2021;Opatha, 2005;Peterson & Lewins, 2000;Adikaram & Rupasiri, 2008;Usman & Mat, 2021;Gamage & Hewagama, 2007). Yet, none of the findings offers direct evidence of the same in the Sri Lankan biscuit manufacturing industry. ...
The study aimed at investigating the effect of the Grievance Handling Mechanism (GHM) on the Extra-Work Performance (EWP) of shop floor employees in the Sri Lankan biscuit manufacturing industry. The deductive reasoning deployed the quantitative approach to test the theoretical arguments. Key attributes of an effective grievance handling system, namely, top management commitment, perceived justice, informal procedure, simplicity, and prompt actions were tested for their capacity to influence the EWP of employees. Pre-tested instruments quantified the independent variables while the average extra production volume of an individual employee measured the EWP. A representative sample (n = 156) of shop floor employees of three leading Sri Lankan biscuit brands was surveyed using a self-administered questionnaire in which the responses are scaled on a five-point Likert scale. Multiple regression analysis was used to analyze the data. The findings discovered that all predictors possess a statistically significant capacity to impact the EWP, among which perceived justice and top management commitment found the leading predictors of shop floor employees' EWP. Addressing the contextual gap and the confirmation of the existing findings of identical nature are believed to be the theoretical implications of the study. Additionally, it revealed that the weights of each aspect of the GHM over the EWP of operational-level employees. The practical implications highlight the necessity for maintaining an effective grievance managing mechanism to ensure sustainable business performance and to tailoring the GHM of shop floor workers because of the weights of different aspects of it to affect the EWP.
... The study found that managers who used a competitive approach to grievance handling which involves opposing & uncompromising aspirations, which aimed at promoting political agendas; or a corporate style in managing grievances are not welcome by the vast majority of organizational members. The theoretical boundaries of contingency theory led researchers to identify, top management commitment (Zhu et al., 2013;Lee, 2016;Hu et al., 2021), simplicity (Sharma & Mehta, 2017;Seliverstova & Pierog, 2021), informal procedures (Peter & Iverson, 1999;Taru, 2016), and prompt actions (Opatha & Ismail, 2001;Ramlal & Mozumder, 2017 ) as the essential component of the GHM. The presented theoretical support is derived in setting the hypotheses along with the empirical support of the existing findings in this connection. ...
... The informal procedures of GHM seem to affect the EWP of shop floor employees (β = 0.549) positively. However, both positive (Peter & Iverson, 1999;Taru, 2016) and negative effects (Geetika et al., 2014;Meyer, 1994) of this relationship are reported. In the biscuit manufacturing industry of Sri Lanka, powerful unionization is not evidenced. ...
... Overall, all the findings of the present study are in line with the previous findings of the existing empirical evidence (Melchades, 2013;Deery, Peter & Iverson, 1999;Seliverstova & Pierog, 2021;Opatha, 2005;Peterson & Lewins, 2000;Adikaram & Rupasiri, 2008;Usman & Mat, 2021;Gamage & Hewagama, 2007). Yet, none of the findings offers direct evidence of the same in the Sri Lankan biscuit manufacturing industry. ...
The study aimed at investigating the effect of Grievance Handling Mechanism (GHM) on the Extra-Work Performance (EWP) of shop floor employees in the Sri Lankan biscuit manufacturing industry. The deductive reasoning deployed the quantitative approach to test the theoretical arguments. Key attributes of an effective grievance handling system, namely, top management commitment, perceived justice, informal procedure, simplicity, and prompt actions were tested for their capacity to influence the EWP of employees. Pre-tested instruments quantified the independent variables while the average extra production volume of an individual employee measured the EWP. A representative sample (n = 156) of shop floor employees of three leading Sri Lankan biscuit brands was surveyed using a self-administered questionnaire in which the responses are scaled on a five-point Likert scale. Multiple regression analysis was used to analyse the data. The findings discovered that all predictors possess a statistically significant capacity to impact the EWP, among which perceived justice and top management commitment found the leading predictors of shop floor employees' EWP. Addressing the contextual gap and the confirmation of the existing findings of identical nature are believed to be the theoretical implications of the study. Additionally, it revealed that the weights of each aspect of the GHM over the EWP of operational-level employees. The practical implications highlight the necessity for maintaining an effective grievance managing mechanism to ensure sustainable business performance and to tailoring the GHM of shop floor workers in view of the weights of different aspects of it to affect the EWP.
... It is typically measured by a set of variables that represent the norms, attitudes, feelings, and behaviors prevalent at the workplace, including "fairness and mutual regard" (Dastmalchian 2008, 569). Research has shown that the IR climate of an organization is related to productivity, efficiency, general employee satisfaction, union loyalty, and organizational commitment (see Angle and Perry 1986;Dastmalchian and Ng 1990;Deery, Erwin, and Iverson 1999;Deery and Iverson 2005;Huszczo and Hoyer 1994;Redman and Snape 2006;Wagar 1997;Wagar and Rondeau 2002). The challenge with creating positive labor-management relations is that the web of interactions that contribute to the overall IR atmosphere is complex. ...
... The complete form of this measure consists of twenty items that represent five aspects of IR climate: fairness, union-management consultation, mutual regard, membership support for unions, and union legitimacy (Dastmalchian 2008, 569-70). Abbreviated versions have been successfully used and validated (i.e., Deery and Iverson 2005;Wagar 1997;Wagar and Rondeau 2002), and the ten-item scale is acknowledged as an effective measure (Deery, Erwin, and Iverson 1999). ...
... In recent decades, there has been increased interest in the concept and measures of IR climate as a predictor for organizational outcomes. Studies have found positive relationships between IR climate or labor-management cooperation and outcomes such as organizational performance (Wagar 1997), employee satisfaction (Wagar and Rondeau 2002), productivity and customer service quality (Deery and Iverson 2005), organizational commitment (Deery, Iverson, and Erwin 1994), union loyalty and work attendance (Deery, Erwin, and Iverson 1999;Iverson, Buttigieg, and Maguire 2003), and the success of joint union-management committees (Cooke 1992). Some recent studies have examined labor climate and union commitment with a focus on the individual and her relationship with her union (Snape and Redman 2012). ...
The labor climate of an organization can have a great impact on productivity and efficiency. Managing this climate is often left to union stewards and management-side labor relations representatives. While there is a large literature on the role of union stewards, little is written about the role that management-side labor relations representatives play in establishing or maintaining positive labor-management relations. Building from a series of interviews with labor relations representatives in Canada and a nationwide pilot study of frontline industrial relations workers, we model the role of the labor relations representatives and their specific job actions in the established model of labor climate. Considering personal, structural, and attitudinal antecedents and measures of individual effectiveness, the study reveals that flexibility and informality matter more than formal education in industrial relations for creating positive labor climate. The study results indicate that labor relations representatives have the potential to play an important role in maintaining positive labor climate, if given more opportunity to take a proactive approach.
... Prior research suggests where a cooperative industrial relations climate exists, and the union has the capacity to deal with employees' concerns, employees will tend to exhibit positive work attitudes toward the organization, such as higher levels of organizational commitment (Deery, Iverson, & Erwin, 1994;Lee, 2004). Research also suggests where unions have cooperative relationships with management and employees perceive unions to be effective, organizations benefit from higher levels of productivity and lower levels of absenteeism (Deery & Iverson, 2005;Deery, Iverson, & Erwin, 1999). ...
... Unsurprisingly, this association has prompted researchers to examine the effects of industrial relations climate on the work outcomes of employees (Deery et al., 1994;Deery et al., 1999;Lee, 2004). For example, researchers have found a significant relationship between industrial relations climate and both employees' organizational commitment (Deery et al., 1994;Deery et al., 1999;Lee, 2004) and the incidence of absenteeism (Deery et al., 1999). ...
... Unsurprisingly, this association has prompted researchers to examine the effects of industrial relations climate on the work outcomes of employees (Deery et al., 1994;Deery et al., 1999;Lee, 2004). For example, researchers have found a significant relationship between industrial relations climate and both employees' organizational commitment (Deery et al., 1994;Deery et al., 1999;Lee, 2004) and the incidence of absenteeism (Deery et al., 1999). There is also evidence that a cooperative industrial relations climate between the union and the management has positive effects on organizational outcomes such as organizational-level productivity and absenteeism (Deery & Iverson, 2005;Holland, Pyman, Cooper, & Teicher, 2011;Pyman et al., 2010). ...
In this study, we examine the effects of two key variables associated with union effectiveness on the job performance of employees, and the mechanisms that explain such effects. More specifically, we investigate whether employees' perceptions that their union has a constructive relationship with management (industrial relations climate) and is able to act as an agent for their concerns (union instrumentality) promotes their job performance by enhancing their perceived job security and trust in management. Drawing on three waves of data from 303 employees and their immediate supervisors within 17 private enterprises in China, we find employees' perceptions of union effectiveness influence their job performance by enhancing both their perceived job security and trust in management. These findings are consistent with social exchange theory and conservation of resources theory. This article contributes to the literature by improving our understanding of how unions influence employees' work performance and by explaining how employees' perceptions of the industrial relations climate and union instrumentality influence their job performance. It also sheds light on the important issue of the effectiveness of unions in China, a country where the centrality of the Chinese Communist Party is often considered to have reduced the instrumentality of unions.
... In recent years, cooperative IR systems have proliferated in most developed nations in union and non-union settings. We argue that these IR systems signify management practices that focus on egalitarian workplace environments with empowerment, autonomy, inclusive decision-making, and trust [10]. Therefore, a cooperative IR climate may reinforce the employee perception, in a union setting, of organizational CSR and fairness. ...
... In these systems, employees are considered the organization's most valuable resource [94]; studies written from this viewpoint emphasize workforce participation, team and group work, greater autonomy, and employee empowerment [95]. Other studies have shown that where union and management are integrated into the decision-making processes, goodwill and trust will emerge and adversarial attitudes will slowly dissipate [10]. ...
... In union settings, the perception of organizational integrity may reinforce a positive view of organizational socially responsible activities that may enhance the impact of CSR perception on employee attitudes. Additionally, reduced antagonism and improved trust may strengthen employee perceptions that they can achieve their desired goals through established procedures [10]. ...
In recent years, there has been a noticeable increase in scholarly interest in corporate social responsibility and its impact on employee attitudes. We intend to add to this literature by introducing unique explanatory and contextual variables. The study explains the impact of Corporate Social Responsibility (CSR) on employee attitudes through justice within the context of cooperative employee relations. We argue that the concept of justice, which is implied in both socially responsible organizational policies and cooperative employee-employer relations, may be an important addition as a mediating variable. In essence, the study explores the mediating effects of the two primary types of justice, i.e., distributive and procedural, on the relationship between perceived corporate social responsibility, and job satisfaction, and affective commitment. Additionally, we introduce ethics-based psychological foundations, i.e., heuristic and deontic fairness theories to explain the studied relationship. The study also examines the moderated mediation effects of the cooperative industrial relations climate on perceived corporate social responsibility and justice perceptions. Our analysis supports the mediating role of both distributive and procedural justice perceptions. However, a moderated mediation role of the industrial relations climate was only found in the relationship between perceived corporate social responsibility, procedural justice, and employee attitudes. Implications of the study are discussed.
... This, in turn, may have brought an improved employee sense of distributive and procedural justice, and employee trust in management, which international studies find linked to favourable employee perceptions of union-management relationships (e.g. Deery et al., 1999;Deery & Iverson, 2005;Holland et al., 2012). Positive linkages of such organizational justice and trust perceptions to broader employee attitudes, and to employee behaviours and performance, are clear in these studies. ...
... The suggestion that our findings might in part express the positive implications of a shift in the relationship between management and workplace unionism away from adversarialism and towards more constructive engagement should not be taken to imply pernicious union collaborationism. There is no detailed evidence for the UK, but Australian evidence shows that employees regard union-management relationships as more collaborative or constructive where they feel unions are more effective; the linkage is only threatened by controls for the very mediating channels through which this linkage would be expected (Deery et al., 1999;Deery & Iverson, 2005). Moreover, of course, our key finding here is that where workplace unionism is stronger -that is where recognition is accompanied by higher union density -then productivity is improved. ...
Britain has featured prominently in debates about unionism and productivity. This article suggests a recent revolution in the productivity effect of British unionism. A thorough review of extant evidence at various levels of aggregation indicates that whatever the broader cost to employee welfare and well‐being, the hollowing and erosion of workplace unionism under Thatcherism delivered a one‐off productivity dividend. However, by the turn of the millennium, extant Workplace Employment Relations Survey (WERS) analysis shows that workplace unionism, where it remained, was no longer robustly linked to poorer productivity performance. Our private sector analysis of WERS2011 confirms this, while our analysis of the WERS2004–2011 panel indicates that stronger workplace unionism now positively promotes private sector productivity. A thorough contemplation of the shifting concomitants of modern British unionism suggests a variety of processes which may underlie our striking panel findings, underscoring the suggestion that there has been a revolution in British unionism's productivity implications, but also indicating mechanisms which may underlie positive productivity effects of joint regulation already apparent in other countries.
... Positive industrial relations climate is viewed as a trustful, respectful, and healthy relationship between the management and employees (Hammer, Currall, & Stern, 1991). It has been found that a positive industrial relations climate introduces a more cooperative relationship between employer-employee, leading to a positive impact on various related outcomes such as job performance, (Colquitt et al., 2013;Zhou and Li, 2015), constructive behaviour (Deery et al., 1999), dual commitment (for both organisation and union) and participation of employees in the decision-making processes in their organisations (Deery and Iverson, 2005;Godar & Delaney, 2000;Snape & Chan, 2000). ...
... As stated above, industrial relations climate captures norms and attitude related to employee-management relations (Dasmalchian et al., 1989). Industrial relations climate and ethical climate have a great potential to influence the individuals' attitude and behaviour at the workplace (Elci & Alpkan, Deery et al., 1999). The social information processing theory suggested individuals' evaluation of organisational events will be affected by the social context of those events because socially acceptable beliefs play a large role in guiding the consensus reached by those individuals (Salancik & Pfeffer, 1978). ...
Alarmed by the frequent reoccurrence of industrial unrests, scholars in the field of employment relations have started revisiting the factors influencing the employees’ perception of industrial relations climate. This paper proposes ethical leadership as a key ingredient in developing positive employment relations in organisations. Looking at the leader as a crucial link between employee and management, the effect of the ethical leadership on employee voice behaviour through the perceived industrial relations climate is studied from the lens of social support theory. The model further looks at the negative association between ethical leadership and union commitment. Interestingly, ethical leadership shapes the ethical climate which,in turn,influences employees’ perception of the industrial relations climate. The proposed conceptual model integrates three key participants of employment relations viz.unions, employees, and leaders. Implications of the model for future research and practice have been discussed in detail.
... Positive industrial relations climate is viewed as a trustful, respectful, and healthy relationship between the management and employees (Hammer, Currall, & Stern, 1991). It has been found that a positive industrial relations climate introduces a more cooperative relationship between employer-employee, leading to a positive impact on various related outcomes such as job performance, (Colquitt et al., 2013;Zhou and Li, 2015), constructive behaviour (Deery et al., 1999), dual commitment (for both organisation and union) and participation of employees in the decision-making processes in their organisations (Deery and Iverson, 2005;Godar & Delaney, 2000;Snape & Chan, 2000). ...
... As stated above, industrial relations climate captures norms and attitude related to employee-management relations (Dasmalchian et al., 1989). Industrial relations climate and ethical climate have a great potential to influence the individuals' attitude and behaviour at the workplace (Elci & Alpkan, Deery et al., 1999). The social information processing theory suggested individuals' evaluation of organisational events will be affected by the social context of those events because socially acceptable beliefs play a large role in guiding the consensus reached by those individuals (Salancik & Pfeffer, 1978). ...
Alarmed by the frequent reoccurrence of industrial unrests, scholars in the field of employment relations have started revisiting the factors influencing the employees’ perception of industrial relations climate. This paper proposes ethical leadership as a key ingredient in developing positive employment relations in organisations. Looking at the leader as a crucial link between employee and management, the effect of the ethical leadership on employee voice behaviour through the perceived industrial relations climate is studied from the lens of social support theory. The model further looks at the negative association between ethical leadership and union commitment. Interestingly, ethical leadership shapes the ethical climate which, in turn, influences employees’ perception of the industrial relations climate. The proposed conceptual model integrates three key participants of employment relations viz. unions, employees, and leaders. Implications of the model for future research and practice have been discussed in detail
... Academic interest in individualistic and direct employment relations, high performance work systems and sophisticated HRM practices as sources of sustainable competitive advantage (Boxall and Macky 2009;Boxall and Purcell 2003;Gollan 2005;Lawler 2005), have paralleled an interest in cooperative employer-union relationships in the UK and 'social partnership' in Europe (Bryson 2001;Deery et al. 1999;Heery 2002;Oxen bridge and Brown 2004). It has been shown that co-operative employer-union relationships based on mutual gains can improve both the working lives of individuals and organizational outcomes, particularly firm performance (Bryson 1999;Guest 1997). ...
... Existing research shows that a collaborative IR climate can contribute to favourable organisational and labour relations outcomes, including efficiency (Boxall and Macky, 2009;Pyman et al., 2010), productivity and customer service (Deery and Iverson, 2005), good employee attendance and employees' organisational commitment (Deery et al., 1999). Similarly, we argue that a collaborative IR climate can help to prevent OHS hazards and improve organisational OHS performance, a positive outcome for both organisations and employees. ...
This study takes a mutual gains perspective to investigate how a labour‒management partnership (LMP) impacts organisational occupational and health safety (OHS) performance and creates a safe workplace. It develops a model linking employee psychological safety with a collaborative industrial relations (IR) climate and ultimately organisational OHS performance. The research context is China ‒ where LMP is driven by the Party-state in managing labour relations. To test the proposed linkage model, multi-level structural equation modelling is conducted, using matched employer‒employee data from 205 companies and 7229 employees in an industrial park in the Yangtze River Delta. The results support the use of the linkage model, demonstrating that partnership decision-making increases psychological safety, in turn developing a collaborative IR climate, ultimately reducing the number of accidents. This study contributes to partnership research by exploring the underlying mechanisms of how a partnership arising from the logic of neo-pluralism successfully delivers mutual gains for employees and employers in a non-pluralist context. It has wider implications for collaborative management and OHS management in a developing country.
... According to social exchange theory (Blau, 1964), research on employee-organization relationships has been developed at both organizational and individual levels (Tsui et al., 1997). The employment relationship reflects the employees' perceptions of the organizational culture, rules and systems (Collins and Smith, 2006), and it has also been investigated as a labor-management relationship (Wagar, 1997) and under an industrial relations climate (Deery et al., 1999). Therefore, establishing an active employment relationship becomes a critical part of strategic human resource management practices and requires an employee-centered culture where employees are highly engaged and make valuable contributions to the organization (Ngo et al., 2008;Luu, 2021b). ...
Purpose
Frontline employees’ proactive behaviors (i.e. job crafting) are critical to satisfying customers’ idiosyncratic needs. If the supervisors practice job crafting, their subordinates are more likely to mimic such behaviors. However, there has been limited research on how leaders’ job crafting can influence subordinates’ job crafting. This study aims to examine the cross-level mechanisms (i.e. trickle-down effects) of supervisors’ job crafting on the subordinates’ attitudes and performance. Specifically, such trickle-down effects can be explained via two cross-level mechanisms of the supervisors’ job crafting on the subordinates’ work engagement and performance: social learning mechanism and job demands-resources mechanism.
Design/methodology/approach
A three-wave cross-lagged study was conducted in two-week intervals. The valid responses from 67 supervisors and their 201 subordinates were collected. The data set was analyzed using multilevel Structural Equation Modeling.
Findings
The results demonstrated that the social learning and job demands-resources mechanisms are not independent. The supervisor’s job crafting improves employment relationships, subsequently encourages subordinates’ job crafting and ultimately enhances work engagement and work performance.
Practical implications
The findings suggested that hospitality organizations should encourage job crafting among supervisors and managers. A proactive hotel manager can establish strong employment relationships, motivate subordinates to work proactively and obtain positive work outcomes.
Originality/value
The findings enrich the knowledge about the trickle-down effects of supervisors on subordinates in terms of job-crafting behaviors. In particular, this study found a new theoretical perspective that the job demands-resources and social learning mechanisms may not be independent, and the subordinates’ perception of the employment relationship plays a critical role.
... CB is encouraged in RMG in Bangladesh (Absar, 2012) to ensure effective TUs (Hayter, 2011;Marginson & Galetto, 2016). The analysis also shows the significant positive relation between IRCE and TU effectiveness which is supported by previous studies conducted by Dastmalchian et al. (1982); Deery et al., (1999), and Newman et al. (2019). From Table 5 (2015) and Kaium (2020). ...
e purposes of this study are to measure the relative importance of organizational effectiveness (OE), collective bargaining effectiveness (CBE), industrial relations climate effectiveness (IRCE) with the effectiveness of trade unions (TUs) and to examine the mediating effects of buyers’ codes of conduct (BCoC) on TUs. This study has been conducted using a positivism paradigm and cross-sectional survey design. Based on the literature and conceptual model, ten hypotheses were drawn. A structured questionnaire with closed-ended questions was developed, designed, and surveyed and had 276 responses with an answer rate of 62.73% using the convenience sampling technique. A partial least square (PLS) based structural equation modeling (SEM) approach is used to analyze the data. The study finds a significant positive relationship between the OE, CBE, IRCE, BCoC, and TUs effectiveness where BCoC results mediation relationships of OE, CBE, IRCE, and TUs effectiveness, and such mediation increase the effectiveness of TUs in protecting the rights of the workers in the RMG industry in Bangladesh. The findings of this study have significant policy implications in the Bangladeshi context
... These practices give workers the opportunity to express themselves and protect their interests (Deery et al., 2014). They also improve the clarity of mutual objectives, as well as the working conditions and wages of workers (Deery et al., 1999). Finally, SDP show that the organization listens, considers and supports its employees, in other words, that it promotes organizational trust (Newman et al., 2018). ...
Research on the identification of organizational practices that promote individual and organizational performance is now very extensive. However, several studies have revealed the dark side of these practices on employees’ psychological health. Consequently, researchers have called on the scientific community to focus on the well-being of workers and to identify the organizational practices that promote it. Thus, the aim of the present research was to fill this gap by introducing a new conceptualization of organizational practices supporting the psychological health of employees and proposing a new improved measure to assess them. Drawing on the American Psychological Association’s model of Psychologically healthy workplace, we first conceptualized the innovative multidimensional construct of virtuous organizational practices. We then conducted four studies (N = 1,407) to develop and validate the Virtuous Organizational Practices inventory. Results of exploratory statistical analyses provide strong evidence of the second-order factor structure of the inventory in different French samples and of the convergent, predictive and incremental validity of this tool. Implications for researchers, organizations and practitioners and avenues for future research are discussed.
... That is, a chi-square difference test was used to assess if the model allowing free covariance among pairs of latent variables was better than the model with covariance between variables fixed to 1.0 (Kyle et al., 2004). Empirical analysis revealed that the free covariance among pairs of latent variables (the model fits are presented in the previous section), which is superior to a model in which pairs of latent variables are fixed to completely covary ( (Deery et al., 1999). As evidence of acceptable discriminant validity, the measurement models of the responses from the four aboriginal festivals indicated that no multicollinearity problems arose in the estimation of the parameters. ...
This study develops a theoretical model of personal involvement, cultural involvement, place involvement, and tourism image among aboriginal festival attendees in Taiwan. Overall, 1,905 valid responses were collected from attendees of the Amis Ilisin, Paiwan Maleveq, Saisiyat Pas-taai, and Yami Flying Fish aboriginal festivals. The analytic findings illustrated that personal involvement was positively and significantly related to attendees’ cognitive image, affective image, and conative image; cognitive image was significantly and positively related to attendees’ affective image; and affective image was positively and significantly related to attendees’ conative image. Based on the ‘involvement-image’ theoretical framework, this study identified the significant implications of tourism image from the aboriginal festival perspective, providing social science-based insights for aboriginal tourism development.
... The correlations between the two constructs for each model are constrained to 1 (i.e., inferring perfect correlation) and run when sat free. Discriminant validity is deemed satisfactory if the change in χ2, between constrained and free models, is >3.84 (df=1, P=0.05) Bagozzi et al. (1991); Cadogan et al. (2006); Deery et al. (1999) In each case, the χ2 difference test is significant thus indicating that factors are deemed significantly discriminant. ...
This study examines the impact of behavioral factors over investment decision making and their performance. The primary data set ollected
through survey questionnaires from active investors of Pakistan stock exchange was used for the analysis. Furthermore the study analyzed the role of financial literacy as a moderator variable between behavioral factors and investment decision making as the financial literacy help investors to avoid behavioral biases and make the rational decision that increase their wealth. Collected data are analyzed by using AMOS software to test the hypotheses. The analysis shows that behavioral factors including Heuristic, Prospect, Market and Herding have found highest strong impact on investment decision making of investors. The findings of the study reveal that prospect and herding have positive impact on investment performance whereas heuristic and market variable has negative impact on investment performance. The results indicate that financial literacy enhanced the relationship between behavioral factors (heuristic, prospect, market) and investment decision making of investors and lessened the relationship with herding variable and investment decision making. The analysis of this study is expected to contribute significantly in the development of the field of behavioral finance.
... In addition, we verified that the free covariance among pairs of latent variables was superior to a model in which pairs of latent variables were fixed to completely covary. All variable pairs in the chi-square difference test of the constrained and unconstrained models were statistically significant, and the model fits of the unconstrained models were significantly better than those of the constrained model (Deery et al., 1999). Moreover, this study applied the confidence interval method to identify discriminant validity. ...
Purpose
This study examines the relationship between authentic experience and festival identity as well as place identity among tourists visiting the 2018 Lugang Dragon Boat Festival, one of the largest traditional cultural festivals in Taiwan and the festival with the longest history.
Design/methodology/approach
Using an on-site survey with convenience sampling, a total of 1,360 valid questionnaires were collected in Lugang Township, a well-known, popular heritage tourism destination in Taiwan. The study also applies structural equation modeling to examine the proposed research model.
Findings
The findings of this study establish that the investigated authentic experience has relationships with image, value, satisfaction and identity, thus filling a research gap. In accordance with the theoretical model, the experience of authenticity affects satisfaction through festival image and festival value and strengthens both the attendee's perception of festival identity and place identity.
Originality/value
This research has both theoretical and managerial values. Regarding its theoretical implications, the study explains the relation between authentic experience and festival and place identity. Thus, it fills a research gap resulting from insufficient academic interest in the relationship between festival satisfaction and the formation of festival and place identity. Regarding its managerial implications, to achieve sustainable festival development, festival information services, programs, souvenirs, food and facilities and the convenience of festival activities should be strengthened.
... However, some intercorrelations were greater than the square root of the AVE values, so we further used a chi-square difference test to assess if the model allowing free covariance among pairs of latent variables was better than the model with the covariance between variables fixed to 1.0 (Byrne 1998). We defined free covariance among pairs of latent variables (the model fits are shown in the above-mentioned section), which is superior to a model in which pairs of latent variables are fixed to completely covary (Dv 2 was 735.82 with 13 d.f., p < 0.001; GFI ¼ 0.79, AGFI ¼ 0.74, (Deery, Iverson, and Erwin 1999). As evidence of adequate discriminant validity, the measurement models of the first-time, repeat, and whole samples illustrated that no multicollinearity problems occurred. ...
The purpose of the present study is to examine a theoretical model using authentic experience, perceived benefit, perceived cost, and support for tourism development among attendees of the Dajia Mazu Pilgrimage in Taiwan. Overall, 1,244 usable responses were collected and analyzed. Analytic findings indicated that authentic experience and perceived benefits are precedents of support for tourism development. Perceived benefits significantly mediate the relationship between authentic experience and support for tourism development in both first-time and repeat attendees. The present study concludes that an individual who attends a traditional religious festival has authentic experiences of pilgrimage that create perceived benefits and lead to behavior that supports tourism development. The theoretical and managerial implications presented in this article elucidate an original theoretical framework and valuable insights for promoting support for tourism development, potentially also contributing to the literature.
... Research has shown that IR climates impact both employee and organisational outcomes (Boxall and Macky 2009;Dastmalchian 2008). Deery, Iverson and Erwin (1999) found that IR climate is positively associated with job performance, while the quality of employee, union and management relationships was linked to enhanced commitment. Drawing on data from 305 branches of a unionised Australian-based MNC, Deery and Iverson (2005) found that the perception of a co-operative IR climate was related to greater employee commitment. ...
... All the AVEs were greater than 0.5, indicating that the measurement model demonstrated acceptable convergent and discriminant validity. Moreover, based on the suggestion by Deery, Erwin, and Iverson (1999), the discriminant validity of this study was achieved because the measurement model fit (fit indices as noted in the preceding paragraph) was statistically and significantly superior to that of a model where the covariance among pairs of latent constructs was adjusted to perfectly covary (Dv 2 was 6550.05 with 11 d.f., p < 0.001; fit indices: AGFI ¼ 0.71, NNFI ¼ 0.96, CFI ¼ 0.97, RMSEA ¼ 0.104, ECVI ¼ 5.47, SRMR ¼ 0.38). The analytical results indicated that the measurement model had acceptable reliability and validity (Hair et al., 2010). ...
This study aims to develop a structural model to examine the relationships among servicescape, service experience, and loyalty for attendees of the Taipei International Travel Fair. The analytical results indicated that the servicescape (e.g., ambient conditions, spatial layout and signs, and functionality of equipment) positively affected attendees’ service experience and that the service experience positively affected attendees’ loyalty. This study provides insightful implications for academic research and the practical application of exhibitions; thus, it significantly expands our understanding of an attendee behavioral model of exhibitions, which has typically been ignored in previous studies.
... The role of trade unions in the USA has typically been co-operative and productive with management in industrial relations (Kochan, 1994). With newer efforts in terms of collective bargaining, the trade unions are suggested to have helped management-labor relations flourish at workplaces (Deery et al., 1999). But they were more geared toward influencing other IR actors, depending on the situation. ...
Purpose
The purpose of this paper is to investigate the systematic development of trade unions in Nepal. To that end, it considers historical political paradigm shifts and institutional dynamics from the beginning of trade unions to today.
Design/methodology/approach
The paper adopts the background of biological growth theories and tests them with the use of qualitative and quantitative data, official records and historical literature.
Findings
The second juncture of trade unions was vacuum marked by the absence of a legal labor framework. The first stage of trade unionism was prevented from an official take-off as such in terms of unionization and union activities. The major reason for this phenomenon was the complete ban on trade unions placed by the monarchial regime. However, the alliance of trade unions with mother political parties helped them to bounce back in the early 1990s. Thus, the overall biological growth pattern of trade unions in Nepal appears as “discontinuous.”
Originality/value
The paper argues that the discontinuous development of trade unions appeared without undergoing a complete growth course of ferment, take-off and maturity as in the S-curve pattern. Second, the discontinuity of the trade unions led eventually to its formal existence as an institutionalized IR actor. Third, the trend of trade unionism since the 1980s and 1990s is one of gradual decline in developed, recently developed and developing countries, whereas it is on a sharp incline in Nepal.
... which provided evidence of convergent validity (Hair et al., 2010). According to Deery, Iverson, and Erwin (1999), discriminant validity can be achieved when the parameters of covariance among pairs of latent constructs are free to be estimated (the model fit is described above and was demonstrated by AGFI = 0.80, NFI = 0.98, CFI = 0.98, RMSEA = 0.066, SRMR = 0.061), which has a better model fit than a model in which pairs of latent constructs are fixed to perfectly covary (in this study, Δχ 2 was 1982.20 with 17 df, p < .001, and the model fit indices were as follows: AGFI = 0.59, NFI = 0.95, CFI = 0.96, RMSEA = Sample and Survey. ...
This study first conceptualized and developed a reliable and valid scale to assess low-carbon tourism experience (LCTE) from the perspective of nature-based tourists. In Stage 1, a 66-item scale was developed using a series of qualitative methods. In Stage 2, 662 usable questionnaires were collected; in turn, confirmatory factor analysis was used to develop a 40-item reliable and valid scale consisting of seven constructs: sensory experience, affective experience, learning experience, sociocultural experience, behavioral experience, escapism experience, and prestige experience. In Stage 3, the cross-validation of this 40-item scale was verified by demonstrating moderate replication of the data using 466 and 523 respondents from forest- and wetland-based destinations, respectively. The application of this LCTE scale may provide guidance to tourists and managers alike for reducing the carbon emissions caused by tourism activities, thereby potentially contributing to sustainable tourism development. This study extends the theoretical LCTE framework into the operational realm of tourism management by rendering LCTE perceptible and assessable, which represents a significant contribution to the sustainable tourism literature.
... All the AVE scores exceeded the threshold of 0.5, indicating acceptable convergent and discriminant validity (Bagozzi & Yi, 1988). Moreover, according to Deery, Erwin, and Iverson (1999), discriminant validity was demonstrated because the model allowed for free covariance among pairs of latent constructs (model fits for predevelopment were NNFI = 0.97, CFI = 0.97, GFI = 0.87, RMSEA = 0.072, and SRMR = 0.076; and model fits for post-development were NNFI = 0.97, CFI = 0.98, GFI = 0.89, RMSEA = 0.064, and SRMR = 0.056), which is preferable to a model in which pairs of measures are fixed to perfect covary (pre-development: Δχ 2 = 1250.89, df = 7, p < 0.001, and the model fits were: NNFI = 0.93, CFI = 0.94, GFI = 0.79, RMSEA = 0.103, and SRMR = 0.24; and post-development: Δχ 2 = 1221.6, ...
In this paper, the research gaps in sustainable tourism development were addressed by examining residents' perceptions of the sustainability of community-based tourism based on tourism area life cycle theory. The survey questionnaire was distributed to the residents of six Taiwanese communities, and it was designed to determine the residents' perceptions of the economic, socio-cultural, environmental, and life satisfaction sustainability of tourism. In total, 849 usable questionnaires were collected. The analytical results further elucidated the sustainability of nature-based tourism and suggested that the economic, socio-cultural, and environmental sustainability varied significantly in the consolidation, development, and involvement stages of community-based tourism development. The four dimensions of sustainability were evaluated according to the pre- and post-development perceptions of tourism sustainability, and significantly different results were obtained. The study concludes that the residents’ perceptions differed across the developmental stages; thus, managers should consider the development opportunities and adopt appropriate strategies across different development stages.
... Research has shown that IR climates impact both employee and organisational outcomes (Boxall and Macky 2009;Dastmalchian 2008). Deery, Iverson and Erwin (1999) found that IR climate is positively associated with job performance, while the quality of employee, union and management relationships was linked to enhanced commitment. Drawing on data from 305 branches of a unionised Australian-based MNC, Deery and Iverson (2005) found that the perception of a co-operative IR climate was related to greater employee commitment. ...
Human resource management (HRM) is a major mechanism to realise decent work and achieve employee well‐being in China. Key questions concern how and when HRM is mutually beneficial for employers and employees, particularly how well HRM works with trade unions in achieving decent work. This study examines the effect of high‐performance work systems and trade unions on employee engagement, paying particular attention to the role of industrial relations (IR) climate in facilitating this relationship. Hypotheses were tested via unique cross‐sectional survey data from a large employer–employee matched dataset collected from 264 manufacturing firms and 6921 workers in China. The findings highlight that HPWS are a key mechanism for realising decent work. We also find positive evidence for the mutual gains of decent work illustrating the combined impact of HPWS and trade unions in achieving higher levels of employee engagement. Notably, a co‐operative (as opposed to adversarial) IR climate is seen to reinforce this relationship, indicating the significance of the quality of relationships among management, employees, and unions in shaping employee outcomes. Overall, these findings advance understanding of the realisation of decent work and ‘mutual gains’ in a Chinese context.
... The convergent validity is tested based on factor loadings > 0.5 (Fornell & Larcker, 1981). The discriminant validity was tested by calculating the chi-square difference between un-constrained model, which allowed the correlation between constructs to be free, and the constrained model, which the correlation between constructs to be constrained to 1.0 (Deery et al., 1999). This was performed for one pair of constructs at a time. ...
This confirmatory factor analysis study examined the construct validity of the three presences of the Community of Inquiry (CoI) framework (Garrison, Anderson, & Archer, 2000). The participants of this study were graduate students enrolled in fully online courses at a large Midwestern university. The results revealed that (a) the data fit very well with the thirteen item-three factor teaching presence model, (b) the data fit very well with the nine item-three factor social presence model, and (c) the data fit very well with the twelve item-four factor cognitive presence model. The results of this study empirically supported that each presence demonstrates a clear factor solution as proposed by the CoI framework. Theoretical and practical implications of the study results are discussed.
... These policies and practices are important parts of partnership. Deery, Iverson, and Erwin (1999) identified three types of variables influencing labor relations climate: work-setting variables (i.e., autonomy, routinization, distributive justice, promotion opportunity, job security, and job satisfaction), environmental variables (union instrumentality and external job opportunity), and personal variables (age, tenure, education, and gender). A subsequent study of 305 branches of a multinational bank found that procedural justice, unions' comprehensive negotiation mechanisms, and employees' intentions to share information with unions had positive effects on the labor relations climate (Deery and Iverson 2005). ...
As the labor relations climate in China has deteriorated in recent years, some firms have turned to partnership approaches. Using data collected from HR managers and employees in 190 companies in five provinces of China, this study tests the applicability of partnership theory for Chinese enterprises. It identifies eight dimensions of partnership practices and examines their effectiveness in improving the labor relations climate and employee attitudes. Results show that partnership practices are positively associated with labor relations climate and employee attitudes, and that labor relations climate mediates the relationship between partnership practices and employee attitudes (i.e., affective commitment, job satisfaction, and turnover intention). These findings contribute to the literature on partnership and labor relations climate and the operationalization of partnership, and its effects, in the Chinese context.
... A number of studies have also drawn on exit voice to explain employee absencea form of temporary escape from the dissatisfying job and/or a withdrawal from an uncongenial work situation (Luchak and Gellatly, 1996). While Deery et al. (2014), Deery et al. (1999) and Hammer et al. (1981) in their respective studies reported that perceptions of union effectiveness were associated with improved worker attendance at the workplace, Allen (1984) and Leigh (1981) identified a positive relationship between union status and absenteeism. This positive association has generally been ascribed to greater sick-leave benefits negotiated through collective bargaining agreements, lower penalties for absenteeism occasioned by less harsh disciplinary procedures, and employee perceptions of better protection from arbitrary employer behavior in the presence of a union (Allen, 1984;Barling et al., 1992, as cited in Deery et al., 2014). ...
full paper can be accessed at: http://www.emeraldinsight.com/eprint/QMRCZJKFEYUUCTQQXKQX/full
Purpose
Viewed in the context of liberalization, privatization and globalization, the socio-economic and legal environments facing the unions have changed, throwing them into clutches of adversity and destitution. The paper purports to identify the reasons (i.e. antecedents) behind workers participation in union activities (such as strikes, rallies, demonstrations) in today's scenario and identifies how these participation tactics influence workers' performance (i.e. worker behavior effectiveness) at work.
Design/methodology/approach
A range of published sources is drawn on, including quantitative, survey based and qualitative, case-study and other evidence for building the conceptual review.
Findings
The investigation clearly indicates that contemporary challenges facing unions in the present scenario prompt industrial actions. Only specific & genuine grievances and justifiable demands motivate workers to form a strong emotional attachment to their unions and engage in union participation activities such as strike activity (Darlington, 2006; Bean and Stoney, 1986).
Originality/value
Contrary to the traditional view, which sights unions as detrimental to worker productivity, job satisfaction, and attendance at work (via restrictive work rules, featherbedding and disruptive strikes or other adversarial tactics), the investigation, through extensive review of literature proposes that unions positively influence worker behavior at work. The model, however, requires empirical testing to validate proposed relationships.
... Therefore, because the employees support the union, if management works harmoniously with that union, it is more likely that the employees will support management as well. This is likely to reduce employee turnover even more (Deery et al., 1999). And as far as the success of EI programs is concerned, it has been demonstrated that such programs are much more likely to be effective if management works in harmony with the union in operating the program (Eaton and Voos, 1989; ''Managerial freedom is greatly reduced in firms whose employees are represented by unions.'' ...
Purpose
The purposes of this paper are to discuss why firms are resistant to unionization of their employees and to discuss the potential benefits firms derive if their employees are unionized. There are benefits to firms if their employees are unionized, however, and firms whose workforces are unionized should take advantage of these benefits.
Design/methodology/approach
Analysis and discussion of the drawbacks and benefits of unionization to firms.
Findings
Firms benefit in two ways if their workforces are unionized. First, unionization reduces employee turnover. Second, employee involvement programs are generally more effective in unionized firms, while they are often held to be illegal in nonunion firms. Therefore, managers in unionized firms should work with the unions representing their employees to further reduce turnover and make Employee Involvement programs even more effective.
Originality/value
As employees sometimes opt to unionize despite firms’ wishes to the contrary, this paper discusses the benefits of unionized workforces and advocates that management in unionized firms develop positive relations with unions to derive these benefits.
... SRMR=0.32), we see acceptable discriminant validity (Deery, Iverson, and Erwin 1999). Because of its adequate discriminant validity, this measurement model posed no multicollinearity problems for the use of SEM analysis to develop this study's theoretical model. ...
This study aims to examine an ecotourism behavioral model using environmental attitude, subjective norms, perceived behavioral control, perceived ecotourism usefulness, biospheric value, ecotourism self-identity, ecotourism behavioral intention, and ecotourism behavior among nature-based tourists. The analysis tested ten hypotheses and integrated the theory of planned behavior, the technology acceptance model, value-belief-norm theory, and social identity theory to provide an integrated ecotourism behavioral model for four important Taiwanese nature-based tourism destinations. This integrated framework provides an approach to creating critical insights for nature-based tourism researchers and managers to accurately grasp the factors that influence ecotourism behavior. Managers of nature-based tourism destinations should offer ecotourism programs that focus on ecotourism experiences that increase ecotourism behavioral intentions by increasing levels of perceived ecotourism usefulness, biospheric value, ecotourism self-identity, environmental attitude, subjective norms, and perceived behavioral control, thereby enhancing ecotourism behavior at nature-based tourism destinations and assisting in the development of sustainable tourism.
... In other words, giving employees formal right to negotiate collectively over some aspects of work, offers opportunity to influence workplace outcomes such as job performance. This supported the work of Deery et al (1995) and Deery et al (1999) which demonstrated that collective bargaining not only increased the commitment of employees but their efforts also. However, this findings contradicted Traxler and Brandl (2011) study which found that collective bargaining had no impact on employment performance. ...
This study explores the influence of collective bargaining and satisfaction with bargaining on employees’ job performance. A structured questionnaire was distributed to selected sample of 181 unionized employees in the public sector organizations. The results revealed two models, with the first model indicating that satisfaction with collective bargaining (β = .56, p < 0.01) was a significant direct predictor of job performance among employees. The second model showed 35% incremental change in employees’ job performance. This indicated that age (β = .27, p < .01), and educational qualification (β = .58, p < .01) were significant independent predictors of employees job performance. This study showed that collective bargaining process is very critical in determining organizational industrial relations which in turn help to improve job related outcome such as employees’ job performance.
... For instance, past studies have suggested that when the labour-management relationship climate is co-operative, serious IR issues are less likely to occur, and employees tend to commit more to their firms and jobs (e.g. Angel and Perry 1986;Deery, Iverson and Erwin 1994;Deery, Erwin and Iverson 1999), thereby resulting in improved productivity and customer service at the firm level (Deery and Iverson 2005). In this co-operative IR climate, top managers may require their HR departments to be involved in strategic management activities to better utilise committed employees for strategy execution. ...
This study draws on contextual theories to determine when strategic involvement of human resource (HR) departments is required in organisations. From institutional and contingency theories, some internal and external circumstances of organisations are considered contextual factors on how to structure the role of their HR departments. Using a multisource dataset collected from 300 large South Korean firms, our regression analysis indicates that the strategic involvement of an HR department is related to normative pressures, the industrial relations climate, and environmental uncertainty. Our work provides theoretical implications for the context-bound understanding of the role of an HR department and practical guidelines for effective role fulfilment of an HR department according to organisational contexts.
The study aims to determine the influence of academic performance to employability of the students in the field of education.The experimental research design will be structured for this study in which numeric score rating gathered the perception of the respondents observed in a structured pattern. This research design will deal at the problem of the study scientifically, to establish a clear cause and effect of Education Major students’ academic performance to their employability.The students’ perception on their employability in the field of education revealed that many disagreed their course is very important in their future work, and expressed that they are not more likely to work on a private school Majority of the students disagreed that they are more likely to work on a public school, and shared that their field of study is in-demand in terms of work opportunities in the education sector. Further, more students disagreed on the other indicators which are; they are confident that their skills and knowledge will match their work and confident that they will work in teaching or education sector, teachers are more likely to teach students than doing admin works, student skills are honed enough to move in an education work environment and they chose their field of study based on work demands of the education sector, teachers are more likely to do admin works than teaching students, students are more ready to teach and experience work environment, and lastly students already planned where they are going to work.
Recycling apparel and fabrics is essential for preserving resources and protecting the environment, providing considerable global advantages for ecology and society. This study sought to explore the participation of Chinese college students in the recycling of clothing and fabrics by combining the Theory of Planned Behavior (TPB), the Value-Belief-Norm theory (VBN), self-identity, school education, and perceived policy effectiveness to create a comprehensive model. A total of 1,027 valid samples were obtained through stratified sampling and random sampling, primarily sourced from Eastern China, and analyzed through Structural Equation Modeling (SEM) utilizing AMOS. The results of the research suggested the following: (1) College students’ biospheric values emerged as the most influential factor in predicting their inclination to participate in recycling behavior. (2) VBN (encompassing biospheric and altruistic values) and self-identity significantly contributed to shaping attitude and perceived behavioral control, which in turn impacted individuals’ intention to participate in recycling. (3) School education exerted a stronger moderating influence than perceived policy effectiveness on the relationship between attitude, perceived behavioral control, and intention. The comprehensive model proposed in this study demonstrated superior predictive capability in explaining college students’ willingness to participate in clothing and textiles recycling. It has been proven to be practical and effective. Lastly, schools should promote the practice of clothing and textiles recycling, cultivate good values, and utilize the power of social influence to encourage college students to participate in clothing and textiles recycling. The government should improve relevant laws and regulations, collaborate with academia, and adopt measures like incentives to create a pro-environment atmosphere.
The Education Program has a significant impact on students' academic performance and employability in the education sector. The study aimed to understand how students' perceptions of their academic record and their influence on their employability were analyzed. The study focused on English major students in China who expressed dissatisfaction with their academic performance and the idea that their course was relevant to their future employment. Many students disagreed with the idea that they are more likely to find employment in a private school and believed that their field of study is in high demand. They also disagreed with other indicators such as confidence in their skills and knowledge, the role of teachers in teaching students, and the readiness of students to work in an education work environment. The study concluded that a student's ability to advance in the education sector is significantly influenced by their academic record, which is a result of the correlation between the two.
The Oxford Handbook of Personnel Psychology presents reviews on topical and emergent issues, constructs, and research in personnel psychology. The field of Personnel Psychology is broadly concerned with the study of individual differences and their consequences for the organization. As human resource costs continue, for most organizations, to be the single largest operating cost (50–80% of annual expenditure), achieving optimal performance from individual employees is of paramount importance to the sustained development and financial performance of any organization. The authors are all leading international scholars within the field. The text is divided into six sections: Individual Difference and Work Performance; Personnel Selection; Methodological Issues; Training and Development; Policies and Practices; and Future Challenges.
This study empirically investigates the effectiveness of grievance handling and its impact on the perceived industrial relations climate in the ceramic tile manufacturing industry in Sri Lanka. The objectives of this study are first to identify the level of perceived trust among organizational members when grievance handling is effective and secondly to examine the level of perception of employees towards industrial relations climate when trust is built and thirdly to test the relationship between grievance handling and industrial relations-30-HRM Perspectives 2015 climate and finally to identify the mediation effect of trust between grievance handling and industrial relations climate. The study was cross-sectional in time horizon and the unit of analysis was individual: executive-level employees. The survey method was used in data collection and a 7-point Likert type scale questionnaire was administered. The study population was limited to major firms in the ceramic tile manufacturing industry in Sri Lanka and two major firms have been selected as the sample of the study using nonrandom sample techniques. The sample consisted of 48 executives of two firms. The industrial relations climate was assessed using 03 dimensions: employee-management understanding, cooperation, and partnership. The effectiveness of grievance handling was analyzed using 04 characteristics: grievance policy, procedure, practice, and perceived justice whereas mediating variable trust was assessed using 03 sub-constructs: ability, benevolence, and integrity. Findings revealed from the multivariate analysis that grievance handling was positively related to perceived industrial relations climate and it was found to be a significant predictor of IR Climate. Also, grievance handling was positively related to trust among employees, unions, and management and it was found to be a significant predictor of trust. Trust was found to be a significant predictor of IR climate and there was a positive relationship between trust and IR climate.
This paper assesses whether there is an appropriate relationship between the cultural context of consumer behavior and cultural anthropology. While these two fields are not seen as identical, they are often related to similar constructs such as attitudes, behavior, beliefs, cultural influence, and the influence of reference groups. People of the same culture behaving in an organized way. To be very specific, cultural anthropology is mixed up with the cultural context of consumer behavior to some extent. Cultural anthropology and consumer behavior are conceptualized as problems to be understood at varying levels of complexity, from individuals acting alone to large groups of people. Surveys of 235 people were conducted, who are also members of a model organization. This study finds out how the two areas of cultural anthropology are related to consumer behavior’s cultural aspect. Toward this end, this paper illustrates ways in which the perspective of cultural anthropology can be applied to cultural issues of consumer behavior. A relational model was also proposed.
Bangladesh is the second largest exporting country of ready-made garment (RMG) with the world’s largest number of green RMG factories. The main objective of this study is to identify the actors active in the maintenance of IRs in RMG industry of Bangladesh and the roles of international buyers (IB) in creating industrial relations (IRs) in RMG industry of Bangladesh along with trade unions (TUs), employers and government agents (GAs). A semi-structured questionnaire was used for interviewing 8 participants from the TU leaders, employers, government representative and IBs using the qualitative approach. In addition, secondary sources became the basis for understanding this issue, e.g., papers, journals, books, etc. Using qualitative content analysis, the collected data were transcribed and analyzed. The study found that the actions taken by the IBs characterized regarding the intensity of their roles in the IRs in RMG industry of Bangladesh. This study could specify the enable of IBs as the actor to appear in an IRs in RMG industry of Bangladesh. This study help to researchers, academicians and RMG stakeholders to have a clear understanding about IBs and their roles in building IRs in this identical sector. This study recommended that the collective efforts from not only the employers, TUs, GAs but also the IBs influence this sector for building the avenue of sound IRs.
Purpose
The main purpose of this paper is to study the changing consumer behavior toward broiler meat and apprise its consequences toward food insecurity.
Design/methodology/approach
This is a sequential exploratory mixed-method study in which qualitative data were collected through semi-structured interviews ( n = 38) by snowball sampling. The quantitative data were collected through a questionnaire survey ( n = 975) by convenience sampling. The qualitative data were analyzed through NVivo 10 software by using thematic analysis, i.e. the qualitative content analysis (QCA). The theory of consumer alienation provides the theoretical underpinning for a quantitative study. The established scales were adopted and adapted. The quantitative data was analyzed through AMOS 24 software by using structural equation modeling (SEM).
Findings
It was found that people have many reservations regarding broiler meat. Thus, consumer alienation negatively ( ß = −0.10) and the subjective norm positively ( ß = 0.82) affects the intention to buy broiler meat.
Research limitations/implications
The ongoing consumer alienation toward broiler will force them to avoid using this cheapest protein and ultimately will lead to food insecurity in developing countries. It is recommended that people must be adequately educated about the real broiler business and its operations to counter their ongoing misperceptions.
Originality/value
It is the original empirical Research Work.
Purpose: Unions and organizations interests are often seen to be in competition. However, union-voice hypothesis suggests that unions can provide a distinctive mechanism to lower organizational costs by reducing exit behavior, absence from work, and conflict levels at work. This study looks at union participation as a form of voice which is affected by a number of antecedents, and in turn has an effect upon the workers performance (i.e. worker behavior effectiveness (WBE)) in an organization.
Design/Methodology/Approach: The study draws on data from 340 permanent labors working in 19 manufacturing units across different regions of India to explore both the antecedents and outcomes of union participation. Hypotheses are tested using mediation analysis.
Findings: Results indicate statistically significant relationships between union participation, its antecedents and WBE, with union participation partially influencing the relationship between the constructs.
Originality/Value: Uniqueness of the study lies in its findings which report positive relationship among union participation, its antecedents, and behavior effectiveness. Contrary to the traditional belief that unions are detrimental to the health of any organization, the study suggests that workers decision to join and participate in unions should be viewed positively because only if a person is willing to stay with the organization, he/she seeks to resolve the issues/problems through collective mechanism of union participation, and which in turn leads to enhanced performance, reduced absenteeism at the workplace.
The Chapter provides a brief overview of the book. It first shares the author’s own journey through the fieldwork in China, particularly his experience of poor shop floor conditions and worker strike with unconventional tactics. It then explains why the book takes the focus back to workers themselves and uses a psychological and cognitive approach to address the central issue—Chinese labor resistance. This book argues that workers as societal individuals actually become a part of the apparatus of state repression by their conscious participation, and the Chinese working class has fallen into a ‘psychic trap’ that hinders labor activism from developing further into social movement. This chapter introduces the following chapters that examine the central issue by studying workers’ everyday interpretation of the source of their problems, their prospect of labor movement, and their sense of solidarity.
Artykuł jest autorską refleksją nad wynikami projektu badawczego diagnozującego stan rozwoju sektorowego dialogu społecznego w Polsce. Prezentowane tezy stanowią próbę wydobycia i rozwinięcia najważniejszych wniosków z bogatego i zróżnicowanego materiału empirycznego. Opisywane są słabe strony dialogu społecznego w Polsce (m.in. niska reprezentatywność organizacji członkowskich, orientacja na doraźne rozwiązywanie problemów), stojące przed nim szanse (m.in. zawieranie układów zbiorowych), jak również najbardziej prawdopodobny, w świetle przytaczanych informacji, pluralistyczny scenariusz rozwoju dialogu społecznego w Polsce. Wskazując na pluralizm jako model najbardziej zbliżony do rzeczywistości, artykuł nie zamyka dyskusji nad wariantowością dialogu społecznego w Polsce.
Authors consider the results of a study of the development of sectoral social dialogue in Poland. They draw conclusions from the rich and miscellaneous empirical data collected during the study and discusses weak points of social dialogue in Poland (i.e. low representativeness of employer organizations and trade unions, focus on
resolving ad-hoc problems) and its opportunities, e.g. collective bargaining; and the best way, in the current circumstances, to develop social dialogue in Poland. Authors state that the reported study shows that the current conditions are characterized by pluralism.
This paper summarises findings from a study of the relationship between union membership and workplace climate. A survey of 1380 workers in three different Australian manufacturing firms found union membership to be negatively associated with workplace climate in one company, positively associated with workplace climate in another and to have no significant relationship to workplace climate in the third. These results, when linked to the findings from observational research and focus group discussions, indicated that when a business was only partially unionised, internal harmony and good workplace conditions were reasons for the existence of a positive relationship between workplace climate and union membership. However, when union-management relationships were fractious, the workplace climate was driven by that relationship with deleterious results for workplace harmony. The findings highlight the pivotal requirement for management to provide positive work environments and, when unions are involved, to work with them to achieve this outcome.
The macro versus micro debate in the brand personality literature has yielded a variety of micro approach brand personality scales for different media, with both differences and parallels in personality dimensions uncovered. The observed parallels in media brand personality dimensions and the varying media contexts under which empirical tests of selective exposure theories have been conducted suggest some common ground in the way that media product brands of different formats are perceived by individuals prior to selection and that the optimal method of measuring brand personality for media products may be neither broad macro inventories nor highly context-specific micro measures but somewhere in between. This article discusses the construction of a unified scale of media brand personality that can measure the personality of movie, TV show, pop song, news, and video game brands. The results of a two-step study consisting of free-association task (N = 1,440) and factor structure formation survey of selected items (N = 4,967) suggest a three-factor structure consisting of aggression, heroism, and warmth. Communication, media management, and marketing ramifications of this scale and potential directions of future research are discussed.
Over the last two decades, public hospitals in New South Wales have seen huge workplace changes that have been caused by two main imperatives: increasingly neo-liberal solutions to public sector management by governments of both political complexions, which have led to great pressure for increasing efficiency and reductions in costs; and health sector-specific cost increases associated with new medical technologies and procedures. The cumulative effect of these two imperatives has been transmitted through strict limitations on funding and new hospital budgeting regimes that have forced hospital managers to seek new and cheaper ways to deliver patient care (Bray and White, 2002).
Beyond the debates surrounding the concept of “employability” and the question of how to divide responsibilities between workers and employers, an emerging literature discusses the effect of self-perceived employability on worker behaviour with respect to trade unions. Based on Hirschman’s seminal Exit-Voice-Loyalty model, the present paper aims at contributing to a subject which remains empirically underexplored. Existing research offers no decisive results about the relation between employability and voice behaviours, and it remains unclear about the effects of employability enhancement practices on union constituencies : on the one hand, employability tends to lower the cost of the exit option, and is consequently detrimental to voice ; on the other hand, employability can act as a resource in a power struggle and, as a prerequisite of exit, it makes the voice option less risky or costly, especially when industrial relations take place in a fairly positive climate. In this paper, we propose to go deeper into the examination of this set of relations by introducing a distinction between internal and external employability, and between direct voice and representative, union-mediated voice. To test our hypotheses, we collected data from a survey administered in a French retail bank in 2011. Our findings show that internal employability would favour direct expression to management, with external employability associated with no specific voice behaviour, except when the industrial relation climate is cooperative. This confirms the need for more attention paid to the internal vs external nature of employability. Lastly, our results do not allow us to conclude once and for all that employability is detrimental to unions, and it is not necessarily through their bargaining power and opposition activities that unions are most effective in improving workers position, but through a cooperative attitude with management instead.
This study provides a preliminary test of a model proposed by Sutton and Kahn (1986). In the model, the ability to understand, predict, and control events in the work environment can reduce the potential adverse effects generally associated with certain work conditions. Using a sample of physicians, dentists, and nurses (N = 206) from a large naval medical hospital, the present study examined the moderating effects of understandable, predictable, and controllable work situations on the relationship between perceived role stress, satisfaction, and psychological well-being. Under- standing and control were found to have moderating effects on the relationship between perceived stress and satisfaction. Understanding, prediction, and control were found to have direct relation- ships with perceived stress, but only control had a significant direct relationship with satisfaction. None of these variables were found to have significant direct relationships with psychological well-being.
Studied changes across time in measures of organizational commitment and job satisfaction as each related to subsequent turnover among 60 recently employed psychiatric technician trainees. A longitudinal study across a 101/2-mo period was conducted, with attitude measures (Organizational Commitment Questionnaire and Job Descriptive Index) collected at 4 points in time. Results of a discriminant analysis indicate that significant relationships existed between certain attitudes held by employees and turnover. Relationships between attitudes and turnover were found in the last 2 time periods only, suggesting that such relationships are strongest at points in time closest to when an individual leaves the organization. Organizational commitment discriminated better between stayers and leavers than did the various components of job satisfaction. (36 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
In this article, we provide guidance for substantive researchers on the use of structural equation modeling in practice for theory testing and development. We present a comprehensive, two-step modeling approach that employs a series of nested models and sequential chi-square difference tests. We discuss the comparative advantages of this approach over a one-step approach. Considerations in specification, assessment of fit, and respecification of measurement models using confirmatory factor analysis are reviewed. As background to the two-step approach, the distinction between exploratory and confirmatory analysis, the distinction between complementary approaches for theory testing versus predictive application, and some developments in estimation methods also are discussed.
This study investigated changes in union, organizational, and dual commitment among 267 faculty of a public university in the U.S. over a 6.5-month period (from the beginning of contract negotiations to contract settlement). Specifically, it was hypothesized that labor-management relationship climate, union involvement, perceived pay equity, and the implementation of a multi-tier salary plan would differentially affect faculty members' commitment levels. In addition, three established methods of measuring dual commitment were utilized to assess their convergent validity. Results indicated that organizational commitment and, in some cases, dual commitment increased over the time period. Further, the correlational and classification methods of measuring dual commitment detected changes in commitment, while Angle and Perry's (1986) five-item dual commitment scale was found to have questionable reliability and validity. Theoretical, methodological, and practical implications of the study's findings were discussed.
Taking the concept of organizational climate, this paper outlines a framework within which the climate concept can be applied to industrial relations activities at the organizational level. Industrial relations climate is portrayed as an intervening variable between industrial relations inputs and outputs. Based on the authors' previous research, six dimensions of industrial relations climate are outlined, relating to co operation, trust, mutual regard, joint participation, apathy and hostility. Suggestions for further empirical research are offered. In addition, it is argued that other branches of industrial relations research could benefit from similar cross-fertilization of concepts from allied disciplines such as organizational behaviour.
The most serious deficits in the measurement of absenteeism that limit theory development and predictability are identified as instability in absence behavior and nonnormal sample distributions. The limited utility of ordinary least-squares regression and correlation models in statistical analyses of skewed, truncated marginal distributions is reviewed. Data from a 30-mo study of absenteeism among 112 workers (mean age 46 yrs) are used to illustrate the psychometric properties of different time-lost and frequency indices as operational definitions of voluntary and involuntary absenteeism. It is shown that frequency measures are more stable and less susceptible to skewness and leptokurtosis than are time-lost measures. Suggestions are made for developing less contaminated operational definitions and for using more accurate statistical analyses of sample data through alternative regression models. (16 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Predictions of absence made from ordinary least squares (OLS) regression analysis were compared with those made from Tobit analysis (for truncated distributions) in a field survey of 193 male professionals in a large Canadian aerospace organization. In both OLS and Tobit analyses significant predictors of time lost included number of children, comparative absence, job involvement, and life-events stress. Age, comparative absence, job involvement, and life-events stress were significant predictors of absence frequency in the OLS analysis; number of children became an additional predictor in the Tobit analysis. Variance explained increased by 4% for time lost and by 6% for absence frequency when the Tobit model was used. The methodological advantages of using Tobit for truncated distributions and their implications for future research on absence are outlined. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
In this study a cross-level design was applied to examine the influence of contextual factors on individuals' absence behavior. It was hypothesized that the average group-level absence would significantly predict subsequent individual absence beyond that accounted for by previous individual absence, affective reactions (i.e., job involvement, job satisfaction, and organizational commitment) and employee demographics (i.e., sex, race, age, and seniority). Absence was differentiated into both frequency and time-lost metrics. Results supported a group-level effect for the individual absence time-lost metric although not for the frequency metric. Two explanations for the discrepant results are offered, one based on the company's absence control policy, the second in terms of differential range restriction. The findings are discussed in terms of the potential effectiveness of group-level interventions, as well as other issues concerning social/organizational influences on individual absenteeism. Directions for future research focused on cross-level influences are offered. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Describes the development of a criterion for union commitment. Factor analysis was used to identify the statistical structure of the construct, and correlational data were employed to provide evidence of the construct validity of the dimensions identified. A questionnaire containing items measuring attitudes toward unions; union commitment; participation in the union; socialization influences; demographic and employment characteristics; and satisfaction with the job, company, and union was completed by 1,377 members of 4 locals of an international union. Factor analysis produced 4 interpretable dimensions: Union Loyalty (39% of common variance), Responsibility to the Union (19%), Willingness to Work for the Union (17%), and Belief in Unionism (13%). (75 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Conducted a study to validate a measure of industrial relations climate, using the concept of organizational climate. Industrial relations climate is defined as a subset of organizational climate that pertains to the norms and attitudes reflecting union–management relationships in an organization. Data were collected by means of interviews with management and union representatives and by distributing a questionnaire to 729 employees in 2 organizations (1 each from the hospital and manufacturing sectors) in Canada. Results show the validity and the reliability of 5 scales measuring industrial relations climate. Four of the climate scales also demonstrated strong within-organization and within-group agreement (based on union/nonunion membership, bargaining unit, and departmental affiliation). The potential theoretical and practical use of this construct for future research is discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Based on responses from 752 unionized organizations in Canada, this study examines the association between the quality of labour-management relations and a number of organization outcomes. The average relationship between an employer and its major bargaining unit was moderately cooperative, with 28% of respondents reporting adversarial relations and 5% indicating a highly cooperative relationship. Results from ordered probit estimation indicated that more favourable organizational outcomes (as measured by management perceptions) were generally associated with a more cooperative relationship between union and management.
This study investigates the relationships of attitudes and behavior to characteristics of departments, positions, and individuals for 271 employees in nineteen departments of two organizations. This study also considers whether job characteristics are potential mediators in these relationships. Once a month for four months, the 271 employees completed identical forms of a questionnaire in which they describe their jobs, their positions within their organizations, their values, and their responses to work. Company records yielded monthly absenteeism data. Measures of department structure and technology were derived from company records and interviews. Results indicate that departmental characteristics, positional characteristics, and individual characteristics predict attitudes and behavior, with individual characteristics being the best predictor. By themselves, job characteristics are related most highly to departmental characteristics. Job characteristics associated with organizational position account entirely for the relation of positional characteristics (such as shift) to attitudes and behavior. Job characteristics also account for a substantial part of the relationship of departmental characteristics to attitudes and behavior, but do not explain the relation of individual characteristics to these responses. Finally, this study discusses the need to assess individual perceptions as well as objective characteristics of contexts.
This research identified four different patterns of loyalty to the organization and union in two Canadian unions (N = 426): (1) loyalty to both company and union (dual allegiance/loyalty); (2) loyalty to neither the union nor the company (dual non-allegiance); (3) loyalty to the union, but not the company (unilateral union loyalty); and (4) loyalty to the company, but not the union (unilateral company allegiance). The predictors and consequences of these different patterns of company and union loyalty were assessed in a longitudinal design across three six-month periods using a discriminant analysis and multivariate analysis of covariance, respectively. The results of the discriminant analysis confirmed the existence of unique predictors of organizational and union commitment. Only one common predictor of union and company commitment was found, namely union involvement. Similarly, the multivariate analyses of covariance suggested unique consequences for union and organizational allegiance. The implications of the findings for both unions and organizations are discussed. In particular, the possibility that involvement in either the union or the organization does not necessarily exert negative consequences for the other is emphasized.
This article reviews proposed goodness-of-fit indices for structural equation models and the Monte Carlo studies that have empirically assessed their distributional properties. The cumulative contributions of the studies are summarized, and the variables under which the indices are studied are noted. A primary finding is that many of the indices used until the late 1980s, including Joreskog and Sorbom's (1981) GFI and Bentler and Bonett's (1980) NFI, indicated better fit when sample size increased. More recently developed indices based on the chi-square noncentrality parameter are discussed and the relevant Monte Carlo studies reviewed. Although a more complete understanding of their properties and suitability requires further research, the recommended fit indices are the McDonald (1989) noncentrality index, the Bentler (1990)-McDonald and Marsh (1990) RNI (or the bounded counterpart CFI), and Bollen's (1989) DELTA2.
The literature indicates that dysfunctional individual and organizational consequences result from the existence of role conflict and role ambiguity in complex organizations. Yet, systematic measurement and empirical testing of these role constructs is lacking. This study describes the development and testing of questionnaire measures of role conflict and ambiguity. Analyses of responses of managers show these two constructs to be factorially identifiable and independent. Derived measures of role conflict and ambiguity tend to correlate in two samples in expected directions with measures of organizational and managerial practices and leader behavior, and with member satisfaction, anxiety, and propensity to leave the organization.
Rotter (1966, 1975) concluded that responses to his Internal-External (I-E) scale were unidimensional, or at least that one general factor explained most of the variance in the total score. The purpose of the present investigation is to examine the factorial structure of the original Rotter scale. A review of 20 published factor analyses indicated that the scale is not unidimensional, that not even two or three factors may be able to adequately explain responses to the scale, and that six distinguishable factors have been identified. Confirmatory factor analyses indicated that a five-factor model provided an adequate fit to data from the present investigation, but that alternative models with fewer factors or a simpler structure did not fit the data as well. However, a single higher-order factor was able to explain much of the variance in the lower-order factors and also provided a reasonable fit to the data. Hence, while there is strong evidence against the unidimensionality of the Rotter scale, the findings suggest that the first-order factors do define a single higher-order construct that may represent the generalized IE construct that Rotter originally hypothesized. Nevertheless, the continued reliance of locus of control research on the Rotter scale and on global measures of the construct may be counterproductive.
An attitude scale to give an index of job satisfaction was constructed by a combination of Thurstone and Likert scaling methods. A corrected odd-even reliability coefficient of .87 was computed from scores obtained from a sample of 231 female office employees. Validity was investigated by comparing job satisfaction scores of two groups: (1) 40 students who had personnel jobs, and (2) 51 persons who did not. The mean for the personnel group was 76.9, and for the Non-Personnel group was 65.4. Correlation with the Hoppock Job Satisfaction Blank was
r = .92. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
A particular dimension of organisational commitment, namely identity of workers with the values and decisions of an organisation was explored with 716 employees in three electronics plants; 46 per cent belonged to trade unions. The study examined the extent, the causes and the consequences of dual allegiance to company and union, single allegiance to one or allegiance to neither. Less than 10 per cent displayed dual allegiance and a majority displayed allegiance to neither organisation. The best predictors of allegiance were perceptions of trade union performance and job satisfaction. Those showing dual allegiance also indicated lowest propensity to leave the company. These results, from a key sector of manufacturing industry, show little evidence of high employee involvement. The most typical response would appear to be: ‘a plague on both your houses’.
The future role of government in industrial relations depends on the choices made by employers, workers, and especially governments. Technological change and internationalization have reduced the viability of both Keynesian economics and the mass production system, once integrally related to the industrial relations systems of industrialized democracies after the 1930s. Economic success will require new policies and high-performance systems more appropriate for a global, knowledge-intensive economic environment
Research evidence from North America shows that employees can be committed simultaneously to both their union and their company. Moreover, a co-operative industrial relations climate has been seen to be conducive to the existence of higher levels of commitment to both organizations. This study utilized a sample of white-collar unionists in Australia to identify whether union and company commitment could be predicted by the same factors and whether positive perceptions of the industrial relations climate were related to dual commitment. The research found no evidence of dual commitment. Furthermore, company and union commitment were predicted by different factors, and employee perceptions of a co-operative industrial relations climate were associated with higher employee commitment to the company but lower commitment to the union.
A model of the effects of worker participation programs on workers' attitudes and behavior toward their union under conditions of union involvement and noninvolvements is developed. It is hypothesized that if the union is a co-sponsor of such programs, the effects will be largely favorable to union predicted. General support is found for the model using survey data from establishments with union-sponsored programs.
Examining whether Japanese enterprise unions have a negative effect on employee job attitudes or whether they forge a stronger bond between the worker and the firm, our results indicate that union membership has no effect on Japanese employees' job satisfaction, but that there is some negative impact on company commitment. Much of the union effect on U.S. workers' job attitudes stems from lower job complexity, work autonomy, perceived promotion chances, and quality circle membership.
Les AA. etudient les innovations mises en place dans les entreprises en Grande-Bretagne pour ameliorer la participation des salaries et les relations sociales. Ils s'interessent plus particulierement aux cercles de qualite, aux incitations financieres. Ils s'efforcent d'evaluer les methodes de gestion des ressources humaines en ce qui concerne l'amelioration des relations dans l'entreprise. Ils examinent les modeles concernant la gouvernance du lieu de travail. Ils presentent un certain nombre de donnees collectees en Grande-Bretagne entre 1987 et 1990 et etudient l'influence de l'evolution de l'organisation du travail et de la participation des salaries sur la productivite
Previous research has consistently found relationships between union loyalty and the antecedent variables of demographics, job related variables, and union related variables. However, little or no research has investigated the relationship between union loyalty and individual dispositions and organizational context. The purpose of this study was to test a causal model which evaluated the influence of individual dispositions and organizational context in predicting union loyalty controlling for the effects of demographics, job related, and union related variables. Contextual data were collected from 405 schools and matched with union loyalty and other attitudinal data from 838 public school teachers in a large U.S. Midwestern city. The LISREL results indicate that the individual dispositions of positive and negative affectivity and the contextual variables of attendance rate, school type, race homogeneity and socio-economic status had significant total causal effects on union loyalty. Implications of these findings are discussed.
For the past 40 years during which dual allegiance (DA) has been studied, precious little has been discovered that expands on the insights of early writers about the topic. This paper reviews the methodological and conceptual basis of DA, both of which are found wanting. Legal and ethical issues concerned with applications of DA research are not addressed appropriately by current investigators. Ideas for ameliorating some of these problems are recommended. A framework for additional research on DA is proposed that offers a plan for dealing with a number of fundamental questions about the scientific standing of the concept.
In this paper we compare the changing pattern of unionization in OECD countries, reviewing existing evidence and presenting new information on union-nonunion differentials in labor market outcomes in these countries. Our principal source of information are the micro data files of the International Social Survey Programme cross-country surveys of 1985–87. Our analysis shows that U.S. unions have a larger effect on wages than on other outcomes than unions in other OECD countries, and we argue that the high union premium in the United States has contributed to the decline in union density and divergence of the US. industrial relations system
Criteria for evaluating structural equation models with latent variables are defined, critiqued, and illustrated. An overall
program for model evaluation is proposed based upon an interpretation of converging and diverging evidence. Model assessment
is considered to be a complex process mixing statistical criteria with philosophical, historical, and theoretical elements.
Inevitably the process entails some attempt at a reconcilation between so-called objective and subjective norms.
Dual commitment received wide attention during the 1950s and, after a waning of interest during the 1960s and 1970s, interest
has grown anew. In this study of dual commitment we used a model of investment and returns, applied referent theory to it,
and grounded the investigation in an industrial relations context at an airline carrier in order to examine both company and
union commitment. We found that wages were a positive income elastic good with respect to company commitment, but they were
a negative good with respect to union commitment. Information obtained from the firm or the union also resulted in divergencies
in the commitments. External labor market variables were unrelated to union commitment, but they were related to company commitment.
Finally, job influence and perceptions concerning a labor-management program were positive predictors of the two commitments;
as such, they have implications for the way firms and unions may want to build dual commitment.
A general formula (α) of which a special case is the Kuder-Richardson coefficient of equivalence is shown to be the mean of
all split-half coefficients resulting from different splittings of a test. α is therefore an estimate of the correlation between
two random samples of items from a universe of items like those in the test. α is found to be an appropriate index of equivalence
and, except for very short tests, of the first-factor concentration in the test. Tests divisible into distinct subtests should
be so divided before using the formula. The index
[`(r)]ij\bar r_{ij}
, derived from α, is shown to be an index of inter-item homogeneity. Comparison is made to the Guttman and Loevinger approaches.
Parallel split coefficients are shown to be unnecessary for tests of common types. In designing tests, maximum interpretability
of scores is obtained by increasing the first-factor concentration in any separately-scored subtest and avoiding substantial
group-factor clusters within a subtest. Scalability is not a requisite.
