Internal union dynamics during a strike: A quasi-experimental study.

Abstract

Few studies have been done on the effect of a strike on perceptions and attitudes of union members. The unique collective bargaining structure of Ford, General Motors, and Chrysler made it possible to conduct a quasi-experimental study of strike effects. This study tested hypotheses that members on strike will (a) give a higher evaluation of the union and of the leadership, (b) evaluate the benefit package more highly after the strike, (c) become more militant against the employer during the strike, (d) report more willingness to participate in union activities, and (e) show more intraunion cohesion during the strike. Random samples of members of nine local unions (three each from Ford, General Motors, and Chrysler) were surveyed on four occasions: before the 1976 bargaining, during the strike at Ford, after settlement of the national contract, and 7 months after the strike ended. Usable responses totaled 1,182 (405 strikers, 777 nonstrikers). With the exception of greater intraunion cohesion during the strike, all hypotheses are confirmed at significant levels.

Does workplace industrial action increase trade union membership? An exchange relationship approach to union joining and leaving behaviour

“…Long-term industrial action might produce different, even contrary findings. Although some evidence demonstrates that threats to the union 'coalesce' members' attitudes and behaviours round the union (Griffin, Tesluck and Jacobs 1995), other findings show that the increased union commitment in members engendered by industrial action is only short-lived (Stagner and Boaz 1982). While industrial action develops collective aspects of relationships in the short term, members called to take part in a lengthy strike with no end in sight, or by leaders who are not trusted, might experience a weakening of ideological ties with the union.…”

Predictors of Individual Propensity to Strike

“…Facets of that concept include both loyalty to the employer (the organization usually studied) and willingness to exert considerable effort on the em-ployer's behalf.5 "Commitment to union" is a parallel construct (Gordon et al 1980). Several studies have found that union participation and union commitment go together (Dean 1954;Stagner and Eflal 1982). Hirschman's (1970) "exit-voice-loyalty" theory, applied to unions as opposed to employers, also appears useful here.…”

Commitment to the union: a survey of research and the implications for industrial relations and trade unions

“…4 It may be that this finding reflects a strongly adversarial industrial relations tradition in their research site, such that commitment to the union may be a product of a perceived need for union protection. Thus, there is evidence that union commitment increases during strikes (Stagner and Efflal 1982) and when members perceive the union to be under threat from membership loss (Mellor 1990). 5 Measured in terms of 'intellectual stimulation', 'charisma' and 'individual consideration'.…”