A model of union participation: the impact of perceived union support, union instrumentality, and union loyalty

Perceived union support and union instrumentality have been shown to uniquely predict union loyalty. This study was the first to explicitly examine the relation between perceived union support and union instrumentality. Surveys were completed by 273 union members and 29 union stewards. A comparison of 2 models, 1 based on organizational support theory and 1 based on union participation theories, found that the model based on organizational support theory, in which union instrumentality was an antecedent to perceived union support and led to union loyalty and subsequently union participation, best fit the data. The model based on union participation theories, in which perceived union support was an antecedent of union instrumentality and led to union loyalty and subsequently union participation, was not supported. Union instrumentality was related to union commitment, but the relation was completely mediated by perceived union support.     

Union commitment and participation: a 10-year longitudinal study

The authors longitudinally investigated the causal nature of the relationship between union commitment and participation in informal union activities. A total of 134 members of the National Association of Letter Carriers were studied over a 10-year period. Using cross-lagged regression analysis, early union commitment was found to predict the level of informal union participation 10 years later. The reverse and reciprocal relationships were not supported. These findings support and extend earlier research on the causal nature of the short-term relationship between union commitment and participation. The implications of the findings for researchers and labor unions are discussed.     

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

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. Copyright © 2012 John Wiley & Sons, Ltd.     

The influence of the perception of a familial climate on job performance: mediation of loyalty to supervisors and moderation of filial behaviour

With a collectivist cultural perspective, we examined the positive effects of employees' perceptions of a familial climate on loyalty to supervisors, the mediation of loyalty between perception of a familial climate and job performance, and the moderation of employees' filial behaviour on the relationship between perception of a familial climate and loyalty. The participants consisted of 247 supervisor-and-subordinate dyads in Taiwan. The results supported our hypotheses. Through the mechanisms of family behaviour transference, social identification and supervisor-subordinate exchange, perception of an organizational familial climate enhanced loyalty to supervisors. Furthermore, loyalty to supervisors mediated the relationship between perception of a familial climate and job performance. Filial behaviour moderated the relationship between perception of a familial climate and loyalty; thus, the relationship of perception of a familial climate and loyalty was stronger for employees with low levels of filial behaviour and weaker for employees with high levels of filial behaviour. These findings are discussed in terms of their theoretical and practical implications for future research and management practices.     

The Effect of Interpersonal Trust And Participativeness on Union Member Commitment

Unionized employees have their commitment courted by both their employer and union. They can form a commitment to both, or only one, or neither. It is difficult to predict which commitment might form. It is hypothesized that interpersonal trust and participation attitudes will explain the levels of union commitment formed by union officials. Multiple regression equations and a structural equation model were used to test these hypotheses. Interpersonal trust had a positive yet non-significant effect on union commitment. Participation attitudes had a significant, negative effect on union commitment, opposite that of the hypothesized relationship. The hypotheses are only partially supported.     

Antecedents and outcomes of union loyalty: a constructive replication and an extension

Primary data obtained from unionized employees in Singapore were used to examine P. A. Bamberger, A. N. Kluger, and R. Suchard's (1999) integrative model of the antecedents and outcomes of union commitment. Structural equation modeling results revealed support for their integrative model. Specifically, the results revealed the influence of job satisfaction on union loyalty to be indirect through organizational commitment. However, the union-related antecedents (union socialization and union instrumentality) were both directly and indirectly related to union loyalty through pro-union attitudes. In addition, union loyalty was related to the individually and organizationally directed union citizenship behavior dimensions. Limitations of the study and implications of the findings are discussed.     

Déterminants de Satisfaction Conjugale Chez des Personnes Vivant une Première ou une Seconde Union Conjugale

This study aims to compare the contribution of motivation, personality traits and sociodemographic variables to relationship satisfaction for people in a first and second conjugal union. A sample of 443 French Canadian partners, married or cohabiting, amongst whom 274 were living in a first union and 169 in a second conjugal union, completed a series of questionnaires. The results of multiple regression analyses showed that for people from the two types of union, a motivation was a negative predictor of relationship satisfaction while intrinsic motivation and agreeableness served as positive predictors. On the other hand, introjected regulation and neuroticism negatively contributed to satisfaction only for people in a second union while openness and conscientiousness provided a positive contribution only for people in a first union. Finally, having children from a first or a second union contributed to the happiness of people in a second union. This last finding contradicts those from other studies suggesting a relation between a decrease of marital satisfaction in remarried people and the presence of children from a previous union.     

Affect- and role-based loyalty to supervisors in Chinese organizations

A study conducted in a Taiwanese financial services company revealed that affect- and role-based loyalty are two distinct types of loyalty to supervisors. The ethical behaviour of supervisors, perceived supervisor support, interpersonal justice, and respect for hierarchy predicted affect-based loyalty, whereas only interpersonal justice and respect for hierarchy predicted role-based loyalty to the supervisor. Affect-based loyalty had a more positive correlation with supervisory satisfaction than did role-based loyalty, and role-based loyalty had a more positive correlation with extra-role performance and attendance than did affect-based loyalty.     

Augmenting the effect of verbal persuasion on self‐efficacy to serve as a steward: Gender similarity in a union environment

We examined gender disparity in union leadership by studying the effects of gender similarity between union members and their stewards. We theorized and found that gender similarity augmented the effect of verbal persuasion on self‐efficacy to serve as a steward.     

The Twofold Task of Union

Love is practical, having to do with how we live our lives, and a central aspect of its practical orientation is the wish for union. Union is often considered in two forms—as a union of affections and as union in relationship. This paper considers both sorts of union and argues for their connection. I first discuss the union of interests in terms of the idea of attentive awareness that is focused upon the beloved individual and his or her concerns, life, and history. I then discuss union in relationship and show how this emerges from the attentive awareness in a desire to specify a determinate way of responding to the concerns that attentive awareness opens us to. I use the example of Jane Austen’s Emma throughout; the conduct of Austen’s heroine, who fails badly at loving well, shows by means of anti-example what is at stake in pursuing union as well as illustrating the close connection between the two aspects of union.     

The empirical link between relationship marketing tools and consumer retention in retail marketing

This article focuses on the key relationship marketing tools of customer service, loyalty/rewards programs, brand/store community, personalization and customization, and their relationship with customer retention. The relationship between customer service, loyalty/rewards programs, customization, personalization, brand/store community and customer retention were examined via an empirical investigation of 450 loyalty/reward program members of three retail stores in Malaysia. The administration of the survey was personally administered but self‐completed. Four of the five relationship marketing tools, namely, customer service, loyalty/rewards programs, brand/store community and personalization, had a significant positive relationship with customer retention. The findings provided valuable insights into the loyalty program management practices of retail stores in a developing country context. Copyright © 2013 John Wiley & Sons, Ltd.     

Work Values Among Professional Employees in Union and Nonunion Research Library Institutions

This study explored the relationship between unions and professional librarians' w]ork values. Despite previous research findings on blue-collar workers, this investigation found no significant differences in the work values of professionals in unionized versus nonunionized libraries. However, differences in work-related values were traced when the present research looked just at the union group of the study. Data analysis indicated that registered union members and those most committed to their union placed a higher degree of importance on professional growth issues than did their counterparts.     

Union Resources and Union Tolerance as Moderators of Relationships with Sexual Harassment

Union membership is often overlooked in organizational research, but is especially neglected in research on sexual harassment. This study investigated the impact of union resources for dealing with harassment and union tolerance for harassment on antecedents and consequences of harassment. Women union members (N = 242) of varying ethnicities (European American, 56.6%; mixed ethnicity, 15.7%; Native American, 9.9%; African American, 5.0%; Hispanic American, 1.2%; Asian American, 0.4%; non-American, 2.9%) responded to a survey. As predicted, Union Resources moderated the relationship between organizational tolerance for harassment and reported harassment, such that women in unions with more resources reported less harassment. Union Tolerance moderated the relationship between harassment and negative psychological outcomes, although not as predicted. Implications for unions, employers, and researchers are discussed.     

Work Values and Organizational Citizenship Behaviors: Values That Work for Employees and Organizations

This study examines the question: Why would an employee engage in work that enhances organizational performance but is not necessarily recognized or rewarded by his or her employer? This study suggests that this question can be answered in part by the degree to which an employee endorses the Protestant work ethic (PWE). The relationship between the PWE and organizational citizenship behaviors (OCB) is analyzed using two separate survey data samples. Findings support a positive and significant relationship between OCB and two dimensions of the PWE, hard work and independence.     

A Longitudinal Study of Shop Stewards’ Union Commitment and Perceptions of Union Instrumentality and Support

Although previous studies have hypothesised that union perceptions (e.g. perceived union instrumentality, perceived union support) predict members’ commitment to the union, these relationships have only been tested cross‐sectionally. Drawing on attitude–behavior consistency theory, this study hypothesised that union commitment may be an antecedent of union perceptions. Cross‐lagged structural equation models with one year separating waves of data collection (N = 676) provided the most support for a model suggesting that commitment precedes perceptions of the union. These results point to the need to consider new models of union commitment for shop stewards and, potentially, union members.     

Assumption,Union and Sanctification: Some Clarifying Distinctions

In this article I engage with the notion that Christ ought to be understood to have a fallen human nature because Christ sanctifies human nature, and it is fallen humanity that needs sanctifying. In opposition to this line of thought, I argue that the Son of God assumed an unfallen nature, but with the powers of fallenness operative within it, and that this notion is consistent with a distinct account of sanctification. In support of these claims, I develop distinctions between a conjoining union and a transferring union, and between the Chalcedonian union at the incarnation and the extension of that union on the cross. At the assumption a conjoining union occurred, not a transferring union. Christ sanctified his own nature, prior to a transferring union.     

Social network members' responses to friends' breakup false alarms

Social networks influence romantic relationships through friends' support or lack of support of the union. However, the consequences of friends repeatedly telling other friends their relationship was going to end but failing to actually terminate the relationship are unclear. Guided by the false alarm effect (FAE), and data from both student (N = 273) and noncollege (N = 226) samples, it was found that breakup false alarms were associated with increases in both positive and negative responses. In addition, when participants were friends with both partners, breakup false alarms were associated with “feeling caught” between the friends. Findings generally support the FAE and paint a complex picture of how social network members react to their close friends' tumultuous relationships.     

Effects of task performance, helping, voice, and organizational loyalty on performance appraisal ratings

Despite the fact that several studies have investigated the relationship between organizational citizenship behavior and performance appraisal ratings, the vast majority of these studies have been cross-sectional, correlational investigations conducted in organizational settings that do not allow researchers to establish the causal nature of this relationship. To address this lack of knowledge regarding causality, the authors conducted 2 studies designed to investigate the effects of task performance, helping behavior, voice, and organizational loyalty on performance appraisal evaluations. Findings demonstrated that each of these forms of behavior has significant effects on performance evaluation decisions and suggest that additional attention should be directed at both voice and organizational loyalty as important forms of citizenship behavior aimed at the organization.     

建言类型对管理者建言采纳的影响：上下级关系的间接调节作用

基于说服模型,本研究探讨了建言类型、上下级关系、管理者感知忠诚对管理者建言采纳的影响。通过两个管理者样本的实验数据,本研究发现：(1)管理者更易采纳促进性建言而非抑制性建言;(2)在上下级关系不好的情况下,建言类型对建言采纳的影响显著,在上下级关系较好的情况下,建言类型对建言采纳的影响不显著;(3)上下级关系是通过管理者感知忠诚调节建言类型对建言采纳的影响。