The consequences of dual and unilateral commitment to the organisation and union

This article examines the pattern and consequences of commitment to organisation and union amongst union members in a UK National Health Service Trust. Those who perceived the industrial relations climate as positive were more likely to be dually committed to both organisation and union. As anticipated, union commitment predicted union citizenship behaviours and intent to quit the union. However, organisational commitment predicted intent to quit the organisation but not organisational citizenship behaviour, which was predicted by union commitment. Findings suggest that those with a unilateral commitment to the union are more likely than the dually committed to engage in citizenship behaviours aimed at helping fellow members and colleagues, perhaps because they feel unconstrained by any strong loyalty to the organisation.     

The role of management and trade union leadership on dual commitment: The mediating effect of the workplace relations climate

This article examines the effect of transformational and laisser‐faire leadership on the part of local union leaders and immediate supervisors on the dual commitment of unionised workers. Building on the social information processing perspective, it is suggested that these leadership styles are linked to commitment through the workplace relations climate (WRC). Based on a sample of 834 unionised workers, our results suggest that WRC represents an important mechanism explaining the effect of the immediate supervisor's leadership in unionised settings. Results also show that transformational leadership on the part of union representatives is positively linked to union and organisational commitment. This article contributes to the WRC and dual commitment literatures by going beyond structural and institutional explanations and considering relational and actor‐related variables, such as leadership styles.     

Company and union commitment: evidence from an adversarial industrial relations climate at a Korean auto plant

This study examines the feasibility and antecedents of worker commitment to company and union at an automobile plant in Korea. It utilized a sample of 331 workers at the plant who were implementing new management techniques, e.g. human resources management, total quality management and lean production. The plant had a long history of adversarial industrial relations, and its workforce was organized by the Korean Confederation of Trade Unions, a union organization known for its militancy. The study found little evidence of workers' dual commitment to the company and the trade union, but instead discovered a competing commitment between company and trade union. Furthermore, company and union commitment were predicated on different factors, with workers' positive perceptions of the industrial relations climate positively affecting commitment to their company and negatively affecting commitment to their union. The findings were more consistent with those at other workplaces with an adversarial industrial relations climate rather than those with a co-operative one.     

Comparing operationalizations of dual commitment and their relationships with turnover intentions

This study evaluates the meaning behind the different approaches to measuring dual commitment in a sample of 2568 unionized South Korean electronics employees. Results show that individuals can be simultaneously committed to both the union and the organization. We then examine the utility of dual commitment by examining its prediction of intention to stay. Analysis of variance provides support that individuals who are dually committed have significantly higher intentions to stay within the organization than those who are uncommitted or unilaterally committed. A new direction to reinvigorate the future of dual commitment research is offered.     

Union commitment and participation among Hong Kong firefighters: a development of an integrative model

This paper examines the factors influencing members' intent to participate in their union, drawing on a study of Hong Kong firefighters. As in Western studies, the main direct predictor of intent to participate is affective union commitment, but instrumentality is a relatively more important antecedent of affective union commitment and participation than in the Western studies. We found some evidence of frustration-aggression effects on intent to participate in ‘militant’ and ‘general’ union activities, although the latter was significant only among individuals who perceive management–employee relations as co-operative and trusting.     

Supervisor Support for the Permanent Replacement of Economic Strikers

Sixty-one supervisors were surveyed to examine the importance of organization commitment, union approval, and quality of union-management relationship in explaining supervisor support for hiring permanent replacements in short and long strike situations. Organization commitment and union approval exhibited a unique negative relationship with support for hiring replacements in a short strike, and union approval exhibited a unique negative relationship with support for hiring replacements in a long strike situation.     

It is not just about paying your dues: Impact of generational cohort on active and passive union participation

The lack of a validated measure of active–passive union participation and a dearth of research into the relationship between generational cohort and union participation challenge union leaders to develop policies and practices to facilitate union renewal. We address these issues by (a) developing a multidimensional measure of union participation that captures both active and passive components, (b) using structural equation modelling to validate the measure within a nomological framework, and (c) investigating the impact of generational cohort on all paths in our framework. Data from members of a large American union confirm that generational cohort influences how union members participate in their union. The two‐factor measure developed in this study facilitates research into antecedents and outcomes of passive and active union participation. Our findings should also prove useful to unions seeking to increase participation within their membership, academics researching unions and generational cohort, and human resource practitioners operating in unionised environments.     

The effect of strike militancy intentions and general union attitudes on the Organizational Citizenship Behavior of university faculty

Using a sample of unionized faculty, this study investigated whether faculty members' militancy intentions and general union attitudes affected their level of organizational citizenship behavior (OCB). OCB was divided into three dimensions (OCB-teaching, OCB-faculty, and OCB-university), and separate predictions were made for each. Results indicated weak relationships at best between the predictor variables and OCB, suggesting that unionization is not likely to affect this important aspect of job performance.     

The prospect of decent work,decent industrial relations and decent social relations in China: towards a multi-level and multi-disciplinary approach

Abstract

Decent Work is a key initiative launched by the International Labour Organization in 1999. The initiative is to promote decent and productive employment with decent conditions of freedom, equality, security and human dignity. In reviewing academic literature on decent work, existing studies have been conducted primarily from a legal and political economic perspective. It is also largely situated outside any national industrial relations framework, both theoretically and practically. Decent work is an advocacy initiative of ILO, but the promotion of universal values embodied in the notion (e.g. equality, fairness, justice and dignity) needs to be tailored to specific societal contexts. Drawing on existing academic literature, this review article examines ideological, institutional and cultural distances between decent work and the reality of employment in China. It argues that achieving decent work requires an ideological transition of ‘traditional’ Chinese work ethics and a cultural transition from collectivism and altruism towards individualism and an emphasis on individual rights. This study also examines and highlights regulatory enforcement deficits and the inadequate role of the trade union in facilitating the advancement of decent work at various levels. Finally, the article argues that the study of decent work should be mainstreamed as an integral part of decent industrial relations and ultimately, decent social relations. It calls for a multi-level and multi-disciplinary approach to examining the historical, political, economic, ideological and cultural context of specific countries in fulfilling the ‘Decent Work’ agenda.     

Treating employees fairly and organizational citizenship behavior: Sorting the effects of job satisfaction,organizational commitment,and procedural justice

A study was conducted to measure the relative contribution of perceptions of procedural justice toward predicting organizational citizenship behavior (OCB) controlling for the effects of job satisfaction and organizational commitment. Employees in a national cable television company completed a survey containing measures of work satisfaction, affective and continuance commitment, and perceptions of fairness, while their managers completed an OCB survey. Results using LISREL 7 indicated support fpr relationships between procedural justice and commitment, satisfaction, and OCB. However, no individual relationships between commitment and OCB nor between satisfaction and OCB were found once the relationships between justice and citizenship were controlled. These findings are discussed using the group value model of procedural justice.     

Debt financing and maintenance expenditure: Theory and evidence on government-operated toll roads in China

Transportation infrastructure is the foundation of economic growth, and the existence of high-quality roads is inseparable from their durable maintenance. However, the burden of heavy debt has brought risks to maintenance management and distorted resource allocation. This study builds a two-stage optimal theoretical model under different debt-financing constraints in China, who has the longest expressway mileage of any country in the world. We establish the two principles of “spend-and-debt” and “debt-and-spend” to demonstrate the substitution effect and the complementary effect of debt financing on maintenance, respectively. Furthermore, we use a time-varying differences-in-differences approach to estimate the effect of the financing of tollway bonds on maintenance and further discuss the mechanism. The results provide evidence that there is a significant improvement in the relationship between tollway bonds and maintenance expenditure, mainly due to the reduction of debt costs and the passive propelling of the government’s spending responsibility. Our proposed theoretical and empirical framework sheds new light on transportation infrastructure research. More specifically, the impetus for public expenditure comes from a decrease of the substitution effect, which not only alleviates the burden of debt scale on the public sector but also provides a reference for developing countries to balance infrastructure construction and maintenance.     

中国特色社会主义工会发展道路与高校工会的工作创新

坚定不移地走中国特色社会主义工会发展道路,深入了解国内外和高校新动态,认真研究学校和教职工的实情,创新工会工作观念,加大工会思想宣传工作力度,创新维护教职工合法权益机制,推动高校民主政治建设,创新工会自身建设机制,开创高校工会工作的新局面。     

探索企业“党工共建”有效途径

“党工共建”对于构建和谐企业,促进安全生产和经济效益双赢有着重要的作用。文章从党建带工建,共建促双赢,“党建带工建”是搞好工会组织建设的关键,“工建促党建”是企业党组织和工会建设需要等方面,对广西桂冠大化水力发电总厂“党工共建”工作进行阐述,并从强化领导,从责任上落实“党工共建”;加深认识,在思想和行动上实现“党工共建”;加强制度建设,从制度规范上保证“党工共建”;理顺劳动关系,从劳动关系上构造工建服务党建;强化人文环境,彰显“党工共建”互动发展等5个途径进行探索。     

HRM practices and organizational commitment profiles

In this study, we examined how employee perceptions of development-oriented, stability-oriented, and reward-oriented human resource management (HRM) practices affected the likelihood of affective and continuance commitment profile membership. Our focus on profiles of combined commitment components is a departure from a literature dominated by studies of the separate forms of employee commitment. Drawing from self-determination theory (Deci and Ryan 2000) we described the nature of the psychological states believed to underlie the specific profiles under investigation, then tested a series of theoretical predictions concerning the link between HRM practices and the likelihood of profile membership. Predictor and criterion data for this study were collected from 317 respondents working in a variety of Canadian-based organizations. Our findings suggest ways that organizations can use HRM practices strategically to help shape the nature of overall employee commitment.     

Disclosure and determinants studies: An extension using the Divisive Clustering Method (DIV)

Abstract

Past accounting research contains an extensive range of disclosure and determinants studies. But these studies have one major methodological drawback: the disclosure analysis is often restricted to determination of the disclosure index, that is, the sum of disclosed items, weighted or unweighted. The disclosure profile (which reflects the structure of published information) is generally not part of the research design. The objective of this paper is to introduce a divisive (descendant) clustering method, which splits the sample into homogeneous sub-groups corresponding to disclosure patterns (or profiles), for clearer determination of the financial characteristics of each group. This methodology is illustrated by a study of disclosure on provisions by large French firms. The results show that the disclosure pattern is related to provision intensity, size, leverage and market expectation, but not to profit, return and industry. This new research method is a valuable complementary tool for expanding on disclosure and determinants studies, moving from disclosure levels to disclosure patterns.     

Union substitution effects of human resource management practices in South Korean workplaces, 2005–2013

Abstract

This article explores the association between various workplace-level HRM practices and a decline in union strength using a unique longitudinal survey data-set gathered in South Korea from 2005 to 2013. It addresses the underlying theoretical mechanisms by which HRM programs substitute for the roles labor unions have traditionally played. Suggesting more nuanced theoretical implications about HRM practices and union decline, statistical analyses reveal that workplaces that have implemented HRM practices have unions with a weaker organizational base than those without such practices, but that certain HRM programs correlate with unions with a strong collective voice in management decision-making. This article identifies the new roles for unions in South Korea in the era of HRM.     

Justice and organizational citizenship behavior: What is the relationship?

This study investigates the relationship between perceptions of overall fairness, organizational citizenship behavior, employee attitudes, and the quality of the supervisory/subordinate relationship based on the justice and organizational citizenship literature. Results show that employees do form perceptions of overall fairness and that these perceptions influence job satisfaction and organizational commitment. Relationships are found between altruism and perceptions of overall fairness, job satisfaction and categories of organizational citizenship behavior, and the quality of the supervisory-subordinate relationship and perception of overall fairness and organizational citizenship behavior. Practical implications and issues for future research are discussed.     

Union authorization card signatures and union certification election vote

One stage of the union organizing process involves the legal requirement that at least 30% of the employees in a potential bargaining unit express a desire for union representation by signing union authorization cards. Beyond the necessary legal requirement, do the data generated by card signing provide a potentially valuable source of information that may be useful to the union organizer in formulating campaign tactics? In addition, do authorization cards provide a sufficiently valid basis for establishing bargaining unit recognition as is the case in Canada? In order to explore these possibilities, the relationship between card signing behavior and certification vote in six union representation elections is examined. Although card signing and vote for certification are significantly related, overall results indicate that relying on union authorization card data as an indicator of vote at the individual level is questionable.     

公开发行债券能提高企业创新产出吗？

以2006—2021年我国A股上市公司为样本，探讨了企业首次发行债券如何影响企业的创新水平。研究发现，企业首次公开发行债券能够显著提升企业的创新水平。机制分析结果表明,企业发行债券通过建立替代性融资渠道缓解融资约束，延长整体债务期限，提高信息披露水平这三个路径来提升企业创新水平。进一步研究发现,在控制了企业后续发债行为后，公开发行债券与企业创新的关系仍然存在；相比于公司债，企业首次发行债券种类为中期票据和企业债时，企业创新水平提升更显著；企业首次发行债券时，债券信用评级越高、发行利率越低，对于企业创新水平的提升越显著。研究结论丰富了债券市场经济后果的研究，也为企业创新发展和实现经济高质量发展提供了来自债券市场的建议。     

Job crafting and I-deals: a study testing the nomological network of proactive behaviors

In this research, we investigated the predictive powers of I-deals and job crafting on key employee outcomes (in-role work performance, citizenship behaviors directed at organization and co-workers, affective commitment and intentions to stay). In doing so, we also compared the explanatory degree of job crafting and I-deals on these outcomes. We used two sets of samples, both drawn from across different industries in Istanbul, Turkey. The first study examined the factorial structures of job crafting and I-deals scales. The second study is used to test our hypotheses regarding effects and strengths of I-deals and job crafting on the outcomes. Findings from series of structural equation models underscored that I-deals are more critical in leading to enhanced employee outcomes compared to the effects of job crafting. We discuss the role of these proactive behaviors in today’s ever-changing business settings.