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Dual Commitment and Labor-Management Relationship Climates
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... Yenilikçi, dönüşümcü, girişimci, astlarından öneri isteyen, empatik düşünebilen, çalışanlara danışan, onların fikirlerini kabul eden, çalışanlar arasında rekabeti teşvik eden, yaratıcı ve ilişki odaklılık gibi özellikler ile lider performansı arasında pozitif bir korelasyon olduğu görülmüştür (Wexley ve Nemeroff, 1975;Sashkin ve Fulmer, 1988). Ayrıca lidere özgü kişilik özelliklerinin, davranış ve değerlerin çalışanların örgüte olan bağlılığı, performansı, işten ayrılma niyeti, iş stresi, iş yeri mutluluğu, iş tatmini gibi olumlu ya da olumsuz çıktıları da etkilediği kanıtlanmıştır (Wasti, 2005;Angle ve Perry, 1986). Olumlu liderlik özelliklerine bağlı olarak örgüt içi etkili iletişim, iş doyumu, güven ve işbirliği kalitesi artar (Marshall, 2000). ...
Liderlik konusu her zaman merak edilen, araştıran ve araştırmaya devam edilen bir konudur. Çünkü liderlerin davranışları ve kararları toplum ve işletmeleri derinden etkilemektedir. Haliyle liderlik çalışmaları liderlik özelliklerinin örgütleri nasıl başarıya ulaşabileceğinin yanı sıra nasıl başarısızlığa götürebileceğine dair kanıtlar sunmaktadır. Hubris sendromu ve hubristik davranışlara ilişkin kapsamlı bir akademik yazın olmasına rağmen Hubristik Liderliği değerlendirecek nitelikte elverişli bir ölçme aracı bulunmamaktadır. Bu problemden hareketle çalışmanın amacı çok boyutlu Hubristik Liderlik Ölçeği geliştirmek ve test etmektir. Sağlık çalışanları ve akademisyenler ile gerçekleştirilen yarı yapılandırılmış görüşmelerin analizinden elde edilen ve uzman görüşü ile son hali verilen 35 maddelik Hubristik Liderlik Ölçeği 491 öğretim elemanı ve öğretim üyesine uygulanmıştır. Keşfedici ve doğrulayıcı faktör analizi sonucunda, güvenilir, yakınsak ve ayırt edici geçerliliğe sahip, 35 madde ve altı boyuttan oluşan Hubristik Liderlik ölçeği elde edilmiştir. Elde edilen boyutlar büyüklük sanrısı, istismar etme, küçümseme ve aşağılama, güç baskısı, sosyal beğenirlik ve imaj olarak isimlendirilmiştir. Elde edilen bulgular ışığında Hubristik Liderlik Ölçeğinin geçerli ve güvenilir bir ölçüm aracı olduğu sonucuna ulaşılmıştır.
... For example, unions may encourage employees to perceive their interests as inherently misaligned with those of the organization, thus discouraging them from developing higher identification and commitment toward the organization. However, despite some anecdotes about such negative effects of unions on employee perceptions toward the organization, research evidence presents positive union effects: Employees tend to exhibit commitment to both their organizations and labor unions simultaneously (e.g., Angle & Perry, 1986). Redman and Snape's (2016) comprehensive review concludes that the "pattern of findings in the literature suggests that many individuals are highly committed 'both' to their union and their employer" (p. ...
Do unions facilitate or hamper the effectiveness of high-performance work systems (HPWS)? Despite the long-standing interest among labor and human resource scholars on this matter, relevant studies are limited and dated. This research investigates whether and how the interplay between HPWS and unions affects both organizational performance and employee well-being outcomes. The authors argue while unions may attenuate the HPWS effects on organizational performance due to decreased performance climate, the overall impacts of unions are likely beneficial, as they facilitate cooperative climate that contributes to organizational performance and enhances employee well-being, which positively affects longer term organizational outcomes. Analyzing longitudinal data with 934 observations from 287 South Korean firms, the authors show that unions indeed facilitate the positive effects of HPWS on organizational performance and employee well-being, mediated by enhanced cooperative climate. They did not find statistically meaningful evidence that unions mitigate HPWS’ effects on performance climate and subsequent organizational performance.
... On the contrary, the products or services developed by local operations are closer to consumer needs, which can make employees confused about the performance of parent companies and local operations. This dilemma maybe due to employees' dual commitment to balancing the relationship between the parent company and local operation as well as their performance (Angle & Perry, 1986;Benson, 1998;Wombacher & Felfe, 2017). It is difficult to split infinitive actual psychological or behavioral states in different organizations or project teams with the increasingly complex and diverse job types (Seppälä, Lipponen, Bardi, & Pirttilä-Backman, 2012). ...
By utilizing social change theory and consistency theory, the commitment of employees to both the parent firm and local operations can effectively boost change-oriented organizational citizenship behavior (CO-OCB) and work outcomes. The study aims to examine the relationship between dual commitment and job performance via CO-OCB, and tests the moderated mediating effect of job complexity. Data was acquired by a questionnaire survey from a total of 304 employees and 22 supervisors employed in beauty enterprises in Taiwan during two different time periods. The results showed that dual commitment affects job performance through CO-OCB. Meanwhile, job complexity moderates the mediating effect of CO-OCB on the relationship between employees’ organizational commitment to local operation and job performance. The contribution to the theory and practice of this research is that dual commitment and CO-OCB can indeed bring great improvement to work efficiency and outcomes for employees in order to maintain customer satisfaction when the parent company has promotional programs to execute. Dual commitment being divided to discuss in this study effectively breaks away from current studies on only single organization and the results provide better advice for the beauty industry to focus on dual commitment, CO-OCB, and job complexity for improving work efficiency and performance. Given the intense competition, it is imperative to incorporate cross-cultural management and longitudinal investigations in future endeavors to conduct more thorough examinations.
... These occurrences underscore the diverse subjects and interests within China's labor relations landscape. 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]. ...
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.
Although prior research on union satisfaction emphasized the importance of workplace issues, such as wages, hours, and working conditions for union member satisfaction, some research has suggested satisfaction with union representation is more nuanced. Specifically, because unions extend their activities beyond the workplace to include all working people and societal issues, these activities also affect the experience of union members. This two-sample study uses a 2018 Qualtrics panel and a 2003 telephone survey to uncover additional aspects of union satisfaction determinants. Despite the prominence of the business union philosophy and its focus on union workplace instrumentality, results show prosocial unionism also is a significant predictor of union satisfaction.
While HRM scholars have built a rich body of knowledge regarding emotional labor (EL), we know comparatively less about the social origins of EL components and individual outcomes in government work contexts. To address this gap, we employ conservation of resources theory to examine how one prominent social institution within government organizations, labor unions, influence the process through which EL shapes one individual-level outcome, emotional exhaustion. We also draw from the process model of EL developed by Brotheridge and Lee to evaluate one specific countervailing resource, person-job fit. Results obtained using data from the 2016 U.S. Merit Principles Survey suggest that unionization indirectly increases emotional exhaustion via increases in the perceived need for false face acting. While unionization does not have a direct relationship with person-job fit, perceived increases in the need for false face acting contributes to emotional exhaustion by reducing person-job fit.
Purpose
The purpose of this article is to advance the understanding of expatriates' psychological attachment toward both their parent company and its foreign subsidiary by highlighting how workplace friendships enhance the process of adjustment for expatriates and how these effects on adjustment subsequently translate into expatriates' dual commitment.
Design/methodology/approach
Hypotheses were tested using a sample of 187 expatriates, working in managerial positions, in subsidiaries of multinational corporations, all of whom were assigned expatriates. Serial multiple indirect effects were tested.
Findings
The results indicated that the relationship between workplace friendships and interaction adjustment was supported, but the relationship between workplace friendships and work adjustment was not supported. The serial indirect effects of international adjustment and work adjustment on the relationship between interaction adjustment and expatriates' dual commitment were supported.
Originality/value
This study seeks to fill a gap in the research literature on expatriates by focusing on the issue of workplace friendships and expatriates' dual commitment. The findings help bolster the literature on relational schemas in that expatriates' workplace friendships establish scripts for expatriates' expected outlines of adjustment in work domains. This study also provides insights relevant to the literature on social interaction and adjustment, as the findings support our theory that expatriate commitment is not directly contingent on workplace friendships but rather on the mediating roles of both interaction adjustment and work adjustment.
Amaç: Sendikalar, işçi ve işveren ilişkilerinin gelişmesi ve değişmesi sonucunda ortaya çıkmıştır. Sendika kavramı; tüm çalışanları değil de sadece işçi ve işverenler baz alınarak geliştirilmiştir. Bu kavram, zamanla çalışma hayatı tüm mensupları açısından değişime uğradıkça genişlemiş ve kamu görevlileri de dahil olmak üzere tüm çalışan kesimi içine almıştır. Üyelerinin olumlu sendikal algılananın, sendikal sadakat gibi olumlu tutumlara yol açacağı ön görülmektedir. Bu araştırmada temel amaç; sendika algısının, sendikal sadakate olan etkisini belirlemektir. Ayrıca sendikal sadakat ile sendika algısının mesleki-demografik değişkenlere göre nasıl farklılaştığını ortaya koymaktır. Gereç ve Yöntem: Araştırma kamuya bağlı bir hastanede çalışan 171 sağlık çalışanına uygulanmıştır. Veri toplama iki bölümden oluşmaktadır. İlk bölümde katılımcıların tanıtıcı özelliklerini belirlemek amacıyla 8 soru ikinci bölümde ise Sendikal Algı Ölçeği ile Sendikal Sadakat Ölçeği yer almaktadır. Bulgular: Katılımcıların; %53,2’si kadın, %68,9’u evli, %48’inin öğrenim düzeyi lisans ve %78’inin sağlık hizmetlerinde çalıştığı saptanmıştır. Sendikal algı ile sendikal sadakat arasında pozitif yönlü orta düzeyde ve istatiksel olarak anlamlı bir ilişkinin olduğu (r=0,635, p<0,001) ve sendikal algının sendikal sadakatteki değişimin % 39’unu açıkladığı tespit edilmiştir. Sonuç: Sağlık çalışanlarının sendika algısının sendikal sadakati üzerinde pozitif yönlü anlamlı bir etkisinin olduğu ve sendikal algı ve sendikal sadakatin demografik özelliklere göre farklılaştığı sonucuna ulaşılmıştır.
Cet article analyse le lien entre la publicitude de l’environnement de travail et l’engagement des employés publics suisses. Plus d’un millier de salariés de différentes organisations et échelons institutionnels ont été interrogés en mobilisant un questionnaire permettant d’évaluer notre modèle multiancres d’engagement au travail. Nous montrons que comparativement à la publicitude théorique, la publicitude perçue de l’environnement où travaillent les employés publics est bien plus liée à leur engagement; particulièrement pour les ancres à forte publicitude. D’autre part, nous proposons une approche innovante de la congruence Personne-environnement de travail, potentiellement intéressante pour les chercheurs et praticiens du management public.
Using employer and union commitment scales derived from Porter et al. (1976) and a constructed dual commitment scale, 27 variables which theory and previous research suggested were relevant were examined as predictors. The findings indicated few variables relating to all scales, suggesting that employer and union commitment result from different processes.
This study examines the extent of dual union-organization commitment among a sample of 286 federal government employees. Unlike prior studies, this study was specifically designed to reflect the reality of optional union membership in the federal sector and to measure and compare the union-organization commitment patterns among both union members and nonmembers within the same bargaining unit. The results reveal statistically distinct commitment patterns between the member and nonmember groups. The research also indicates that the relationship between organizational and union commitment may be moderated by individual perceptions of the overall quality of the union-management relationship.