Spillover effects of unionisation on non-members' wellbeing

Haile, Getinet Astatike; Bryson, Alex; White, Michael

doi:10.1016/j.labeco.2015.05.001

Cited by 4 publications

(12 citation statements)

References 45 publications

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“…Although these findings contradict our hypothesis, they are in line with some researchers (Haile et al, 2015) who found that unions often raise unfulfilled expectations.…”

Section: Drivers Of Intrapreneurshipsupporting

confidence: 83%

Drivers of intrapreneurship: an affective events theory viewpoint

Itzkovich¹,

Heilbrunn²,

Dolev³

2021

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PurposeIn the current study framework, the authors test the underlying assumptions of affective events theory concerning the impact of job satisfaction and job insecurity driven by incivility on intrapreneurial behaviour.Design/methodology/approachData were collected with a sample of 510 employees from five organisations. All hypotheses were tested via SmartPLS3. Additionally, a distinction between formative and reflective measures was performed.FindingsFindings revealed that incivility decreases intrapreneurial behaviour, mediated by job satisfaction and job insecurity. Additionally, this study’s results show that the relationship between job satisfaction and job insecurity and intrapreneurial behaviour distinguishes unionised employees from employees who are not unionised.Research limitations/implicationsThe cross-sectional nature of the present data precluded definitive statements about causality. Additionally, further studies should increase the sample size and include an international perspective to ensure the overall generalisability of the results.Practical implicationsPractically, this study’s findings point to the need for organisational management to understand better underlying employees' perceptions and their antecedents and consequences.Originality/valueThe study results contribute to the literature by testing the core assumptions of affective events theory and by extending the affective events theory model, incorporating contextual influences on the relationship between attitudes and behaviours. The authors also show for the first time that incivility can be directly (compared to indirectly) linked to emotional-based responses, but not to those responses driven by cognitive appraisals. Thus, the study also contributes to the incivility literature and the understanding of various antecedents and consequences of incivility. Additionally, this study addressed the notion of formative versus reflective measurement models for the first time relating to incivility and intrapreneurial behaviour, allowing for more sensitive and less biased results. Herein lies an additional methodological contribution.

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“…Although these findings contradict our hypothesis, they are in line with some researchers (Haile et al, 2015) who found that unions often raise unfulfilled expectations.…”

Section: Drivers Of Intrapreneurshipsupporting

confidence: 83%

Drivers of intrapreneurship: an affective events theory viewpoint

Itzkovich¹,

Heilbrunn²,

Dolev³

2021

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“…The responses to these eight questions on domain satisfaction constitute the main outcome variables of interest to this paper. In addition, a summative measure of ‘overall’ job satisfaction has also been generated by recoding each of the eight facets of satisfaction into a (−2, 2) scales, where ‘−2’ is ‘very dissatisfied’ and ‘2’ is ‘very satisfied’, and summing across (see Bryson et al ., , , and Haile et al ., , for recent applications of this approach). The resulting single summative job satisfaction outcome measure, which is depicted in Figure , runs from −16 to 16.…”

Section: Data and Variablesmentioning

confidence: 99%

Workplace Job Satisfaction in Britain: Evidence from Linked Employer–Employee Data

Haile

2015

Labour

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in Workplace Job Satisfaction in Britain: Evidence from Linked Employer-Employee DataGetinet A. Haile The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent nonprofit organization supported by Deutsche Post Foundation. The center is associated with the University of Bonn and offers a stimulating research environment through its international network, workshops and conferences, data service, project support, research visits and doctoral program. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. D I S C U S S I O N P A P E R S E R I E SIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author. This paper examines the determinants of job satisfaction in Britain using nationally representative linked employer-employee data (WERS2004) and alternative econometric techniques. It uses eight facets of job satisfaction for the purpose. As well as underscoring the importance of accounting for unobserved workplace heterogeneity, the paper is able to highlight some new findings that relate to differential effects of dependent children and other dependents, type of employment contract and gaps between employees' skill and skills requirements of their job. Working long hours is found to be positively associated with intrinsic aspect of jobs. Public sector employment is positively associated with all facets of job satisfaction except satisfaction with pay. JEL Classification:J28, I31

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“…-Is the effect of trade union membership on job satisfaction for a particular employee affected by what colleagues do or, more generally, by social interactions (see Haile et al 2015)?…”

Section: Open Issuesmentioning

confidence: 99%

Unions and Workers’ Well-Being

Goerke

2021

Handbook of Labor, Human Resources and Population Economics

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Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use:Documents in EconStor may be saved and copied for your personal and scholarly purposes.You are not to copy documents for public or commercial purposes, to exhibit the documents publicly, to make them publicly available on the internet, or to distribute or otherwise use the documents in public.If the documents have been made available under an Open Content Licence (especially Creative Commons Licences), you may exercise further usage rights as specified in the indicated licence.

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Spillover effects of unionisation on non-members' wellbeing

Cited by 4 publications

References 45 publications

Drivers of intrapreneurship: an affective events theory viewpoint

Drivers of intrapreneurship: an affective events theory viewpoint

Workplace Job Satisfaction in Britain: Evidence from Linked Employer–Employee Data

Unions and Workers’ Well-Being

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