The present study investigated the effects of a specific union socialization program on union attitudes and loyalty. Seventy-one apprentices undergoing a union-management training program were surveyed. Using linear structural relations modelling, the research found that union attitudes and training satisfaction were the most important predictors of loyalty to the union. Furthermore, attitudes to unions were related to the union socialization process and the transformational leadership characteristics of the socializing agents.' We express our appreciation to Julian Barling, Kevin Kelloway, Frank E. Saal, and Lois Tetrick for helpful comments on an earlier draft of this article.

The degree to which organizational climate mediates the relationship between human resource practices and customer satisfaction is investigated for 351 small businesses in the same industry. Results indicated support for the hypothesized mediated relationship. The indirect effects of HR practices on customer satisfaction were significant and relatively large while the direct effect was nonsignificant and near zero. The results were supportive of a social context model of the impact of human resource practices on organizational outcomes. Limitations of the study and implications for future research are discussed.