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faction (Kemerer & Baldridge, 1975;Ladd & Lipset, 1978). The perceived impact of unionization on the conditions of work (specifically, on job security and salary) is generally a better predictor than are actual budgets, faculty turnover, and teaching and research support (Marcus & Zonia, 1982). The compensation distribution structure of an institution and the likely effect of unionization on wages have also influenced support for unionization (Farber & Saks, 1980). Collective bargaining in higher education is more likely to be supported by faculty who are at the bottom of the wage structure and who perceive themselves as economically deprived relative to their counterparts at other institutions.Research focusing on noneconomic issues in all types of institutions has included the structural characteristics of the institutions

Although training and use of multiple raters have been suggested to minimize demographic and individual biases on performance evaluations (Latham & Wexley, 1981), use of multiple raters often results in low interrater reliability which compounds the difficulty of establishing performance rating validity. The present study investigated the performance ratings made by the peers and supervisors of correction's officers, i.e., prison guards. Attention wasfocused on two issues: (1) the effects of rater and ratee personal, attitudinal, and relationship variables on performance ratings, and (2) examining performance "perspective differences" as an explanation of rating agreement. Results indicated that supervisor-subordinate educational similarity was significantly related to subordinate's performance rating. Supervisor-subordinate agreement on job dimension importance and subordinate age similarity with peer raters were also marginally related to performance ratings. The findings are discussed from the perspectives of shared cognitive schemas ofjob behaviors and practical implications.