Is Unionization Compatible with Professionalism?

Abstract

This study examines over 100 collective bargaining agreements, covering a wide range of professions and organizations, to assess the continuing fundamental debate over the compatibility of unionization with professionalism. The author finds that some contractual provisions affecting professional standards, participation in organizational decision-making, and other issues of professional concern support traditional professional values and some do not. This mixed evidence challenges claims that unionization necessarily involves the rejection of professionalism. DEBATE over the compatibility of unionization with professionalism has accompanied the dramatic growth of collective bargaining by professional employees during the past three decades. Many people, including many professional employees themselves, believe that the selection of a union entails the rejection of key professional values, such as collegial participation in organizational decision-making, professional independence from hierarchical control, and expectations of performance and rewards based on individual merit.Many others, by contrast, claim that collective bargaining is often the most effective method of achieving and maintaining these same professional values, even under a system of labor law that imposes barriers to bargaining over professional issues and that may not cover professional employees who play a significant role in institutional governance.'

Revisiting General and Specific Union Beliefs: The Union‐Voting Intentions of Professionals

“…For reasons of both professional ideology and social identity, professionals are likely to be concerned with the effects of unionization on the profession as a whole in addition to any specific impact at their workplace. There has been considerable debate regarding the compatibility between unionism and professionalism (e.g., Northrup 1948; Rabban 1991). To some professionals, unionism “entails the rejection of key professional values, such as collegial participation in decision making, professional independence from hierarchical control, and expectations of performance and rewards based on individual merit” (Rabban 1991: 97).…”

“…There has been considerable debate regarding the compatibility between unionism and professionalism (e.g., Northrup 1948; Rabban 1991). To some professionals, unionism “entails the rejection of key professional values, such as collegial participation in decision making, professional independence from hierarchical control, and expectations of performance and rewards based on individual merit” (Rabban 1991: 97). Walker and Lawler (1979) found university faculty less likely to support unionization if they reported a strong professional role affiliation.…”

Professions, Organizations, and Institutions

“…The classic distinction between unions and professional associations, revolving around engagement in collective bargaining, has broken down in the last few decades, as a growing number of associations, including the National Educational Association, the American Nursing Association, and even the American Medical Association, have formed units to engage in formal negotiations for their members in organized workplaces (National Center for the Study of Collective Bargaining in Higher Education and the Professions, 1988Professions, , 1990Professions, , 1992Professions, , 1994. Consequently, the assumption of an antithetical relationship between unionization and professionalization has also lost its tenability (Rabban, 1991). However, unions of professionals are not always directly affiliated with a professional association, and they do not always support associations' stances on particular issues.…”

Engaging the professional: organising call centre agents in India

“…Rabban (1991) states that unionisation and professionalism are not inherently incompatible; in fact, unionisation is related to the profession's deteriorating market position or to resist the imposition of bureaucratic constraints (Raelin, 1989). Therefore, Rabban (1991) asserts that unionisation does not lead to deprofessionalisation but deprofessionalisation occurs first. The emerging union then attempts to stop further deterioration of the professional power base to enhance or preserve the professional prerogatives.…”

“…Contrary to the above view, contemporary research argues that a growing number of professionals have turned to unionisation in their efforts to enhance or preserve their professional prerogatives (Harrison, 1994). Rabban (1991) states that unionisation and professionalism are not inherently incompatible; in fact, unionisation is related to the profession's deteriorating market position or to resist the imposition of bureaucratic constraints (Raelin, 1989). Therefore, Rabban (1991) asserts that unionisation does not lead to deprofessionalisation but deprofessionalisation occurs first.…”