Fear of Reprisal for Disclosing Union Interest: Assessing the Effectiveness of Perceived Anti-Unionism

Abstract

We modeled a macro-level relationship at a micro-level level to examine the effectiveness of anti-unionism in psychological terms. We reasoned that fear of reprisal for disclosing union interest in the work environment was an affective response to perceived antiunionism and hypothesized that fear of reprisal would disrupt the prediction of expression of this interest among nonunion employees (N=1,010). With financial strain as a predictor of interest and fear of reprisal as a moderator, disruption was found. The results of the model are discussed in terms of the unintended consequences of anti-unionism, which, we argue, can include stress effects among employees and healthcare cost effects among employers.

Writing out praise: Air Canada employees and the 1968 CEO change

“…If the union histories had been written contemporaneously with the management change, it is conceivable that employees could have feared retribution from the Pratte administration if they wrote positively about Seagrim or negatively about Pratte (Jacoby, ; Mellor & Kath, ; Weick, ); however, the histories were produced after Pratte's departure, and other writings, which criticized Pratte, were published by AC or promoted in company newsletters. These writings tended to ignore the unions' criticism of management prior to Pratte, when Seagrim was executive vice‐president.…”

“…If the union histories had been written contemporaneously with the management change, it is conceivable that employees could have feared retribution from the Pratte administration if they wrote positively about Seagrim or negatively about Pratte (Jacoby, 2004;Mellor & Kath, 2011; Table 2 Traces Grouped in Relation to the NCA Seven Moves Indicative traces* Negative traces** Move 1: Identify the problematic event: Lack of an account of the management changeover in the three employee-focused histories Feature of events in corporate histories most particularly P. Smith (1986) and Pigott (2001) No mention of unions but mentions of employee discontent with change…”

Social Class Myopia: The Case of Psychology and Labor Unions

“…Greenhouse, ). Mellor and Kathi () cite a study of 62 elections in 2002 that found anti‐union tactics used by 98% of employers, advised by external consultants 82% of the time—with tactics that included the promise of higher wages and threats to close or relocate the business. In their study of more than 1,000 nonunion workers, Mellor and Kathi found a negative relationship between willingness to work for union representation and fear of reprisals for disclosing an interest in unions.…”

An Exploration into Challenges Facing Public Sector Labor Relations: A Literature Review and Analysis

“…Negotiation and collective bargaining have existed for decades, and given the conditions that gave birth to labor unions; their existence and purpose were justified. There is substantial debate over the value of labor unions and their continued existence in a globalized economy (Mellor & Kath, 2011). Specifically, globalization brings new competitors from China, India, and Taiwan.…”