Commitment to company and union: Parallel models.

Fukami, Cynthia V.; Larson, Erik

doi:10.1037/0021-9010.69.3.367

Cited by 144 publications

(101 citation statements)

References 4 publications

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“…A summary of the findings of such research based on one dimension of both union and organizational commitment is presented by Cohen (2003). Fukami and Larson's (1984) findings that variables related to organizational commitment were not related to union commitment support the notion that the two commitments represent divergent models. Barling, Wade and Fullagar (1990), who replicated Fukami and Larson's (1984) study, obtained similar findings, as did Magenau, Martin and Peterson (1988), who, in four samples of rank-and-file union members and stewards, found few common predictors of commitment to the union and the organization.…”

Section: Correlates Of Dual Commitmentsupporting

confidence: 59%

“…Knowledge of the relationship with determinants is important for understanding the causes underlying unilateral or dual commitment. Technically, many researchers have used what is termed the parallel models approach (Fukami and Larson, 1984), where organization and union commitment are each regressed on a set of independent variables to identify common predictors of both union and organizational commitment. These predictors, in turn, are then considered predictors of dual commitment.…”

Section: Correlates Of Dual Commitmentmentioning

confidence: 99%

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Dual Commitment to the Organization and the Union

Cohen¹

2006

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This study examines the multi-dimensional nature of the dual commitment to the organization and the union. Most research that has examined this concept has used only one dimension for each commitment. The most established, multi-dimensional scales of organizational and union commitment were examined in their relationship to work and union correlates. The participants were 489 members (a 65% response rate) of the Union of Nurses in Israel. The findings showed that while affective commitment and union loyalty are related to the correlates examined here, the additional dimensions added significant variance to the results already explained by affective commitment and union loyalty. For example, normative commitment is related to four correlates and the variable “willingness to work for the union” is also strongly related to the correlates. The study concluded that utilizing only one dimension to examine each commitment might result in the loss of valuable information on dual commitment.

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Section: Correlates Of Dual Commitmentsupporting

confidence: 59%

Section: Correlates Of Dual Commitmentmentioning

confidence: 99%

Dual Commitment to the Organization and the Union

Cohen¹

2006

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“…• Sindicato: versão reduzida de dez itens (Fukami e Larson, 1984), construída a partir da escala inicial de Gordon et al (1980) e que apresenta o mesmo conteúdo da escala de comprometimento com a organização, mas com foco no sindicato.…”

Section: O Envolvimento Ou Comprometimento Do Trabalhador Parece Ser unclassified

Comprometimento com o trabalho: padrões em diferentes contextos organizacionais

Bastos¹,

Borges–Andrade

2002

Rev. adm. empres.

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A pesquisa sobre comprometimento com a organização, a carreira e o sindicato tem requerido a análise de como o trabalhador estrutura, simultaneamente, seus comprometimentos diante desses três focos. Após identificar oito padrões de comprometimento em uma amostra de 1.029 trabalhadores de 20 organizações brasileiras, este estudo analisa a distribuição desses padrões em quatro contextos organizacionais, diferenciados quanto ao nível e ao tipo de inovação organizacional implementada como demanda dos processos de transformação econômica e tecnológica. Os resultados apontam que a clássica organização burocrática diferencia-se significativamente das demais organizações inovadoras pela maior presença de padrões com baixo comprometimento organizacional. ABSTRACT PALAVRAS-CHAVEComprometimento com o trabalho, inovação organizacional, comprometimento organizacional, comprometimento com a carreira, comprometimento com o sindicato.

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“…Thirdly, dual commitment research is divided into OC and labor union commitment, and also explains that these factors have strong correlations [11] . Furthermore, personal characteristics, work experiences, role-related factors, and characteristics of structure spontaneously enhance OC and labor union commitment because they are associated with organizational membership [10] . Since labor union commitment means workers are absorbed in the labor union, they can have positive attitudes to the organization, such as OC.…”

Section: Effect Of Alu On Oc and Ocbmentioning

confidence: 99%

“…Moreover, LUS is a function of the agreement between workers' expectations and union performance on a number of jobs and union-associated features [9] . Second, LUC means unionists' commitment to the labor union [10] . Dual commitment research classified LUC and OC [11] .…”

Section: Attitude To Labor Unionmentioning

confidence: 99%

The Effect of the Attitude to Labor Unions and Union-Management Cooperation on Organizational Commitment and Organizational Citizenship Behavior : Evidence from the IT Industry

Hahm¹

2017

JIIBC

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Today, labor unions have become more serious and have more critical roles in the IT industry. Labor union should enhance the quality of working life in an organization. It is the most important role of the union to satisfy employees. When a labor union enriches its roles, members have a positive attitude to the union. Hence, workers will be more satisfied and make more positive results. Moreover, although members have positive attitudes to the union, when labor and capital have a negative relationship, workers do not make the best performance. Furthermore, although unions and the companies work in close cooperation, when members have a negative attitude to the labor union, workers' performance will also decline. Hence, a positive attitude to labor unions and union-management relations has a mutual benefit for performance. This study explains these relationships with the effect of attitudes to labor unions (satisfaction, trust, and commitment) on organizational commitment and organizational citizenship behavior, and the moderate effect of union-management cooperation. The purpose of this study is to suggest that labor unions should have a positive relationship with management and win members' recognition in the IT field.

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Commitment to company and union: Parallel models.

Cited by 144 publications

References 4 publications

Dual Commitment to the Organization and the Union

Dual Commitment to the Organization and the Union

Comprometimento com o trabalho: padrões em diferentes contextos organizacionais

The Effect of the Attitude to Labor Unions and Union-Management Cooperation on Organizational Commitment and Organizational Citizenship Behavior : Evidence from the IT Industry

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