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ABSTRAK Kajian lepas yang dilakukan mendapati organisasi kesatuan mempunyai hubungan yang signifikan dengan keberkesanan kesatuan. Walau bagaimanapun, masih kurang kajian yang dilakukan untuk melihat pengaruh pengantara dan penyederhana hubungan di antara kedua-dua konstruk tersebut. Sehubungan itu, kajian ini bertujuan untuk menguji peranan sikap majikan sebagai pengantara dan jenis kesatuan sebagai penyederhana. Seramai 676 responden iaitu pegawai-pegawai kesatuan sekerja di negeri Selangor dan Wilayah Persekutuan (Putrajaya dan Kuala Lumpur) terlibat sebagai subjek dalam kajian yang dipilih menggunakan teknik pensampelan kelompok. Data dianalisis dengan menggunakan analisis pengesahan faktor (CFA) dan model persamaan struktur (SEM) dengan menggunakan program AMOS 21. Analisis laluan yang dilakukan mendapati organisasi kesatuan dan sikap majikan mempengaruhi keberkesanan kesatuan secara signifikan. Organisasi kesatuan mempengaruhi sikap majikan secara signifikan. Walau bagaimanapun, sikap majikan dan jenis kesatuan bukan pengantara dan penyederhana masing-masing. Kajian ini juga membincangkan limitasi serta cadangan untuk kajian pada masa hadapan.

This study was carried out to confirm the validity of the union commitment scale proposed by Bayazit in measuring union commitment among union officials. Union commitment was represented using three sub-constructs namely loyalty towards union (12 items), willingness to work for the union (4 items) and responsibility towards union (4 items). The scale was modified to cater for the respondents consisting of union officials and local environment. A total of 676 respondents' namely union officials from the states of Selangor and Federal Territory (Putrajaya and Kuala Lumpur), Malaysia who were involved as the research subjects had been selected using stratified random sampling technique. Confirmatory factor analysis (CFA) was conducted using the AMOS software version 21. Initially, the measurement model of union commitment had demonstrated poor-fit indices whilst the correlation between sub-constructs was shown to be high. However, after undergoing the goodness-of-fit, results for the fit indices for measurement model were found to have been improved. The evaluation on the validity and reliability has also been performed for the measurement model. The number of items remaining for modified measurement model was 13, with 7 items for loyalty towards union, 2 items for the willingness to work for the union and 4 items for responsibility towards the union. Therefore, this scale which had undergone the CFA process is valid as the measurement tool to assess the level of commitment among union officials.