Research Notes: The Antecedents and Consequences of Union Commitment: A Meta-Analysis.

Bamberger, Peter; Kluger, Avraham N.; Suchard, Ronena

doi:10.2307/256921

Cited by 129 publications

(205 citation statements)

References 60 publications

Supporting

Mentioning

186

Contrasting

Unclassified

Order By: Relevance

“…Our findings suggest that the Bamberger, Kluger, and Suchard (1999) model generalizes to the PRC, providing a reasonable fit, with most of the structural relationships of a similar size to those in their meta-analysis. The two main exceptions were: first, the organizational → union commitment parameter was larger in Bamberger, Kluger, and Suchard (1999) (0.69) than in our analysis (0.182), although in both it was significant and positive, suggesting dual loyalty.…”

Section: Discussionsupporting

confidence: 59%

“…All were positive, including that from organizational commitment to union commitment. As in Bamberger, Kluger, and Suchard (1999), the direct effect of pro-union attitudes on union commitment was larger than that of union instrumentality.…”

Section: Union Commitment and Participation In The Chinese Context / 489mentioning

confidence: 80%

“…The two main exceptions were: first, the organizational → union commitment parameter was larger in Bamberger, Kluger, and Suchard (1999) (0.69) than in our analysis (0.182), although in both it was significant and positive, suggesting dual loyalty. (However, when a large Japanese sample was removed from the analysis of Bamberger, Kluger, and Suchard (1999), their unionorganizational commitment correlation was reduced.) Second, the job satisfaction → union commitment parameter was significantly negative (−0.57) in Bamberger, Kluger, and Suchard (1999), but nonsignificant (0.026) in our analysis.…”

Section: Discussionmentioning

confidence: 99%

“…In this note, we test the generalizability of these findings based on a sample of union members from the People's Republic of China (PRC). We test a model based on Bamberger, Kluger, and Suchard (1999) (Figure 1), although we conceptualize participation as union citizenship behavior (UCB).…”

mentioning

confidence: 99%

See 3 more Smart Citations

Union Commitment and Participation in the Chinese Context

Chan

Tong-qing

Redman

et al. 2006

Industrial Relations

View full text Add to dashboard Cite

Section: Discussionsupporting

confidence: 59%

Section: Union Commitment and Participation In The Chinese Context / 489mentioning

confidence: 80%

Section: Discussionmentioning

confidence: 99%

mentioning

confidence: 99%

See 2 more Smart Citations

Union Commitment and Participation in the Chinese Context

Chan

Tong-qing

Redman

et al. 2006

Industrial Relations

View full text Add to dashboard Cite

“…As previously noted, empirical studies have documented that multiple commitments are possible. For example, it has been amply demonstrated that employees can have independent levels of commitment to their employers and the unions, which represent them (e.g., Bamberger, Kluger, & Suchard, 1999;Redman & Snape, 2005). Employees who formally work for a contractor but are assigned to a client organization similarly ought to be able to recognize, and differentiate, their commitment levels to their two distinct organizational targets.…”

Section: Contractor-based Antecedents Of Client Commitmentmentioning

confidence: 99%

Organizational and client commitment among contracted employees

Coyle‐Shapiro

Morrow

2006

Journal of Vocational Behavior

103

View full text Add to dashboard Cite

This study examines affective commitment to employing and client organizations among long-term contracted employees, a new and growing employment classification. Drawing on organizational commitment and social exchange literatures, we propose two categories of antecedents of employee commitment to client organizations. We tested our hypotheses using a survey collected from employees in four UK contracting organizations delivering a service on behalf of a government entity. The results suggest that perceived client organizational support and attractiveness of the client organization relate positively to employees' affective commitment to the client organization. Furthermore, affective contractor commitment explained unique variation in client affective commitment beyond that accounted for by the client-based predictors, suggesting that employees' commitment to their own contracting organization is important to explaining employees' commitment to the client organization. We suggest that a greater reliance on social exchange theory may provide a basis for understanding commitment in its different forms and foci. Organizational and Client Commitment among Contracted Employees AbstractThis study examines affective commitment to employing and client organizations among

show abstract

How Social Dominance Orientation Affects Union Participation: The Role of Union Identification and Perceived Union Instrumentality

Green

Auer

2012

Community & Applied Soc Psy

View full text Add to dashboard Cite

Bridging social dominance theory and labour studies, this field study investigated the mechanisms underpinning the relationship between rejection of group-based domination and participation in union activities. Respondents (N = 135) were members of a public sector union in California, that is, a hierarchy-attenuating institution. Results revealed that union identification mediated the negative relationship between social dominance orientation and active union participation. Moreover, the mediational effect of union identification was moderated by perceived union instrumentality (i.e. outcome-and process-based benefits afforded by the union), indicating that the relationship between union identification and participation was stronger among those union members who consider that the union affects workplace justice. The findings reveal the importance of both identity-based and instrumental motivations underlying union participation. The novelty of applying social dominance theory to union behaviour is underscored.In the United States, the labour movement has suffered an important decline in the last 25 years: unions lost approximately 5.2 million members in both private and public sectors with membership rates sinking to 12.5% in 200412.5% in (Chaison, 2006. Despite declining participation, the public still thinks labour unions are necessary to protect the working person (Panagopoulos & Francia, 2008). As active members mainly contribute to achieving the goals of unions, it is crucial for the survival and vitality of unions to understand the motivations driving union members to participate in formal (e.g. participation in union meetings and rallies) and informal (e.g. helping another member to know about the union) union activities. Understanding motivations to participate in union activities can also uncover

show abstract

Research Notes: The Antecedents and Consequences of Union Commitment: A Meta-Analysis.

Cited by 129 publications

References 60 publications

Union Commitment and Participation in the Chinese Context

Union Commitment and Participation in the Chinese Context

Organizational and client commitment among contracted employees

How Social Dominance Orientation Affects Union Participation: The Role of Union Identification and Perceived Union Instrumentality

Contact Info

Product

Resources

About