An Assessment of Worker Reaction to their Union and Employer Post-Strike

Chaulk, Kimberly; Brown, Travor C.

doi:10.7202/018574ar

Cited by 10 publications

(8 citation statements)

References 35 publications

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“…Completed surveys were received from 100 union members (N = 100), for a response rate of 25.2%. This response rate is consistent with other studies involving Canadian union members, where response rates approached 30% (Barling et al, 1992;Chaulk and Brown, 2008).…”

Section: Sample and Proceduressupporting

confidence: 91%

A Special Kind of Downsizing

Stringer¹,

Brown²

2008

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The present study investigated the impact of bumping on union member (N = 100) perceptions of job security, job satisfaction, organizational commitment, union commitment and organizational justice. Analysis revealed a negative correlation between bumping experience and organizational commitment and job satisfaction (at the .05 level). There was a similar negative relationship between bumping and both union commitment and organizational justice at the .10 level. MANCOVA found that organizational commitment and job satisfaction levels were higher for union members without bumping experience versus those with either direct or indirect bumping experience. No significant differences were found on any variable between union members who were directly involved in bumping and those who were indirectly involved.

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Section: Sample and Proceduressupporting

confidence: 91%

A Special Kind of Downsizing

Stringer¹,

Brown²

2008

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“…In the literature, job satisfaction has been measured by a number of sub-facets such as pay, promotion, supervision, fringe benefits, contingent rewards, operating conditions, coworkers, nature of work, and communication (Spector, 1997). Most studies combine these facets to create an overall job satisfaction measure (Chaulk and Brown, 2008;Saari and Judge, 2004;Stringer and Brown, 2008). A significant contribution of this paper is that our narrow focus on pay and benefits satisfaction enables a more nuanced investigation of factors associated with this facet of satisfaction, which then allows us to precisely model the relationship of factors with immigrant pay and benefits satisfaction.…”

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confidence: 99%

Are Immigrants’ Pay and Benefits Satisfaction Different than Canadian-born?

Chowhan¹,

Zeytinoglu²,

Cooke³

2012

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This study contributes to the emerging literature on immigrants’ life, job, and pay satisfaction by focusing on a relatively understudied aspect of the immigrant experience – satisfaction with pay and benefits. The purpose of the study is to first examine whether there are differences in satisfaction with pay and benefits between Canadian-born and immigrant workers, and if so, to then examine factors associated with immigrants’ pay and benefits satisfaction using discrepancy and equity theoretical frameworks. Immigrants are examined in four cohorts based on the year of arrival. We use Statistics Canada’s 2005 Workplace and Employee Survey (WES), which is a large Canadian dataset containing responses from both employers and employees enabling us to control for individual and workplace heterogeneity. Both descriptive and multivariate regression results found that, with the exception of the pre-1965 cohort, all immigrant cohorts report significantly lower pay and benefit satisfaction compared to Canadian-born workers. Further, we find that for Canadian-born workers, external and internal referents, non-wage benefits, and pay-for-performance are positively related to pay and benefit satisfaction, whereas pay-for-output is important for the 1986 to 1995 and 1996 to 2005 immigrant cohorts.We conclude that the lack of consistency in the factors contributing to pay and benefits satisfaction across Canadian-born and immigrant groups suggests that the theories and traditional models for pay and benefit satisfaction may not be as relevant when studying immigrants. We recommend that further studies of a qualitative nature tease out factors associated with immigrants’ pay and benefits satisfaction and contribute to the refinement of existing theories. The results can also assist human resource managers and government policy-makers to facilitate more successful integration and retention of immigrants.Cette étude se propose de contribuer à la littérature émergente sur la vie des immigrants, leur emploi et leur satisfaction par rapport à leur rémunération en se concentrant sur un aspect sous-étudié de leur expérience, soit leur satisfaction à l’égard de leur salaire et de leurs avantages sociaux. L’objectif de l’étude est d’abord d’examiner s’il existe une différence à l’égard de la satisfaction envers le salaire et les avantages sociaux entre les Canadiens d’origine et les travailleurs immigrants, et si oui, de se pencher sur les facteurs associés à la satisfaction des immigrants à l’égard de ces matières en ayant recours à des cadres d’analyses théoriques en matière d’équité et de discordance.Le groupe des immigrants est étudié en quatre cohortes selon leur année d’arrivée au Canada. Pour ce faire, nous nous servons des données de l’enquête de Statistique Canada intitulée « Enquête sur le milieu de travail et les employés » (EMTE) de 2005, laquelle constitue une vaste base de données de la part à la fois des employeurs et des employés, nous permettant de contrôler pour l’hétérogénéité tant des individus que du milieu de travai...

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“…Following a five month strike, Chaulk and Brown (2008) conducted a survey of workers to assess organizational commitment, job satisfaction, work climate satisfaction, management satisfaction, and union commitment. The prime objective of the study was to assess the impact job action like strikes has, which can affect all levels of the organization.…”

Section: Section 25 Unionized Worker's Perspectivementioning

confidence: 99%

“…Unions may experience less union commitment and involvement from members, while workers may experience feelings of disenchantment, or frustration with union and management. Chaulk and Brown (2008) found that following a strike, workers viewed both management and union in a negative way. The author' s research revealed that workers who have a negative experience during a strike may develop a negative view, which can alter their 20 view of their job, umon, manager, and workplace.…”

Section: Section 25 Unionized Worker's Perspectivementioning

confidence: 99%

“…In addition to negative views, workers experience "decreases in satisfaction and organizational commitment," which can lead to decreased productivity and inefficiency, and ultimately higher turnover. Chaulk and Brown (2008) suggest that it may be more useful to measure pre-strike, during bargaining, and poststrike views.…”

Section: Section 25 Unionized Worker's Perspectivementioning

confidence: 99%

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Declining union density in Canada: reasons and strategies for renewal

Dhami¹

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Union density represents the number of private and public sector unionized workers in Canada. Currently, one in three Canadians is a member of union, though the rate of density has declined in recent years. A union is an organization that engages in collective bargaining with its employer to establish working conditions, wages, benefits, etc. In order to understand the varying opinions about unions, it is necessary to assess unions from a variety of perspectives. The five chosen perspectives are the viewpoints of society, an employer, an employee, a union, and a unionized worker. To assess the declining rate of union density, four major reasons for decline were identified. Proposed revitalization strategies are aimed at mitigating the reasons for decline, propositioning ways to reverse the decline.ii

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An Assessment of Worker Reaction to their Union and Employer Post-Strike

Cited by 10 publications

References 35 publications

A Special Kind of Downsizing

A Special Kind of Downsizing

Are Immigrants’ Pay and Benefits Satisfaction Different than Canadian-born?

Declining union density in Canada: reasons and strategies for renewal

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