By Julian Barling
This paintings explores 3 key subject matters in social psychology: the way within which exertions unions form organizational habit, a dating which has been successfully neglected within the literature; the association of the union itself, a desirable try case for the organizational psychologist; and how during which theories and strategies of organizational psychology could support exertions firms in attaining their pursuits. because the union continues exact features of democracy, clash, and voluntary participation inside of a bigger association, the authors supply an in depth examine of a union's dynamics, together with demographic and character predictors of club, vote casting habit, union dedication and loyalty, the character of participation, management types, collective bargaining, between different issues. this can be the 1st booklet to be released within the new Industrial/Organizational Psychology sequence. it is going to be of curiosity not to purely industrial/organizational psychologists in undefined, academia, and personal and public agencies, yet to graduate scholars in psychology departments and enterprise colleges, and to teachers and pros in enterprise and administration learning business family members.
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Extra resources for The Union and Its Members: A Psychological Approach (Industrial and Organizational Psychology Series)
1986; Heneman & Sandver, 1983). A more important reason for considering the effects of the size of the bargaining unit derives from the hypothesis that unit size serves as a proxy for group cohesion. Thus, election victories would be predicted in smaller units where within-group cohesion is more likely than in larger units.
8 years), pre-employed university students. Focusing on pre-employed subjects is important, because their beliefs can be assumed to be independent of work or organizational experience. Both Marxist and humanistic work beliefs exerted indirect influences on pro-union voting intentions through their direct effect on union attitudes. Neither of the two work beliefs exerted a direct influence on pro-union voting intentions. In another study, Barling, Laliberte, Fullagar, and Kelloway (1990) investigated the role of Marxist work beliefs among non-unionized Canadian and American faculty members.
581). The effects of centralization were less consistent. With the exception of job security, national control of the bargaining process was found to have a negative impact on wage and nonwage bargaining outcomes. Furthermore, centralized control of the decision to strike was positively, although weakly, associated with desired outcomes. Fiorito and Hendrick's (1987b) study indicated that the structural characteristics of unions are significantly associated with bargaining outcomes and bargaining effectiveness.