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.     

Methodological challenges in union commitment studies

Methodological problems in studies of union commitment were identified and illustrated with data from 4,641 members and 479 stewards in 297 local teachers' unions. Using a 20-item union commitment scale, results confirmed the existence of 3 substantive factors and 1 method factor at the individual level of analysis: loyalty to the union, responsibility to the union, willingness to work for the union, and a factor of negatively worded items. Tests of measurement invariance showed that the scale captured commitment for rank-and-file members but not for union stewards. The authors also found partial measurement invariance between long-time and newer members and full measurement invariance between men and women. Finally, the authors found that violation of the statistical assumption of independence reduced model fit when individual commitment scores were analyzed without attention to the hierarchical nature of the data.     

Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences

The authors conducted meta-analyses to assess (a) relations among affective, continuance, and normative commitment to the organization and (b) relations between the three forms of commitment and variables identified as their antecedents, correlates, and consequences in Meyer and Allen's (1991) Three-Component Model. They found that the three forms of commitment are related yet distinguishable from one another as well as from job satisfaction, job involvement, and occupational commitment. Affective and continuance commitment generally correlated as expected with their hypothesized antecedent variables; no unique antecedents of normative commitment were identified. Also, as expected, all three forms of commitment related negatively to withdrawal cognition and turnover, and affective commitment had the strongest and most favorable correlations with organization-relevant (attendance, performance, and organizational citizenship behavior) and employee-relevant (stress and work-family conflict) outcomes. Normative commitment was also associated with desirable outcomes, albeit not as strongly. Continuance commitment was unrelated, or related negatively, to these outcomes. Comparisons of studies conducted within and outside North America revealed considerable similarity yet suggested that more systematic primary research concerning cultural differences is warranted.     

Perceived homogeneity and familial loyalty between Chinese and Americans

On the basis of both previous and recent research on intercultural perceptions (Lee & Ottati, 1993; Triandis & Vassiliou, 1967), it is hypothesized that perceived group homogeneity would be intimately related to familial loyalty (or commitment) and stability. A cross-cultural questionnaire study was conducted both in the People’s Republic of China (n=182) and in the United States of America (n=182). The results revealed that both Chinese and American subjects perceived a collectivistic society to have more familial commitment and stability while they perceived an individualistic society to have less familial commitment and stability. The implications for this study have been discussed.     

Perceived homogeneity and familial loyalty between Chinese and Americans

On the basis of both previous and recent research on intercultural perceptions (Lee & Ottati, 1993; Triandis & Vassiliou, 1967), it is hypothesized that perceived group homogeneity would be intimately related to familial loyalty (or commitment) and stability. A cross-cultural questionnaire study was conducted both in the People’s Republic of China (n=182) and in the United States of America (n=182). The results revealed that both Chinese and American subjects perceived a collectivistic society to have more familial commitment and stability while they perceived an individualistic society to have less familial commitment and stability. The implications for this study have been discussed.     

An integrative model of safety climate: Linking psychological climate and work attitudes to individual safety outcomes using meta‐analysis

Meta‐analytic path analysis was utilised to test an integrative model linking perceived safety climate to hypothesized organisational antecedents and individual outcomes. Psychological climate, especially the perception of organisational attributes, was found to be significantly associated with safety climate (both constructs measured at the individual level). A partial mediation model was supported. Within this model, the relationship between safety climate and safety behaviour was partially mediated by work‐related attitudes (organisational commitment and job satisfaction), and the relationship between safety climate and occupational accidents was partially mediated by both safety behaviour and general health. Safety climate acted as a partial mediator in the relationship between psychological climate and safety behaviour, with direct effects from climate perceptions relating to the leader and organisational processes. Avenues for further research and practical implications are discussed.     

Rhythms of life: antecedents and outcomes of work-family balance in employed parents

This study examined antecedents and outcomes of a fourfold taxonomy of work-family balance in terms of the direction of influence (work-family vs. family-work) and type of effect (conflict vs. facilitation). Respondents were full-time employed parents in India. Confirmatory factor analysis results provided evidence for the discriminant validity of M. R. Frone's (2003) fourfold taxonomy of work-family balance. Results of moderated regression analysis revealed that different processes underlie the conflict and facilitation components. Furthermore, gender had only a limited moderating influence on the relationships between the antecedents and the components of work-family balance. Last, work-family facilitation was related to the work outcomes of job satisfaction and organizational commitment.     

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.     

Impact de la motivation autodéterminée et de l’engagement affectif sur l’intention de rester : une étude chez les militaires

Conducted within the Canadian Forces (N=652), this study explores the role of self-determined motivation and affective commitment in relation to personnel retention within the military. Three groupings of variables are used in order to shed light on the mechanisms underlying personnel retention: a) distal antecedents (i.e. leadership styles), b) proximal antecedents (i.e. group cohesion and work climate) and c) mediators (i.e. self-determined motivation and affective commitment). Illustrated through a structural model, results demonstrate the existence of a partial mediator effect from affective commitment in the relationship between self-determined motivation and intention to stay. These findings are discussed in regards of their implications from theoretical and practical perspectives.     

Does service failure influence customer loyalty?

There is a general consensus that customer loyalty to service providers is not solely dependent upon their level of satisfaction or dissatisfaction. However, the identified antecedents of loyalty remain, at best, highly speculative. The aim of this extensive literature review is to give some understanding of the nature of customer loyalty and the antecedent effects of service dissatisfaction. The research reviewed suggests that customer loyalty is an attitudinal state, reflecting value, trust and commitment within supplier–customer relationships. Satisfaction is one of several antecedents of loyalty. A key influence on loyalty is the offer of unique value‐delivering advantages not provided by competitors. Thus firms need to develop positive value‐based exit barriers to achieve loyalty. When service failures occur, the recovery process is likely to have a greater impact on loyalty than the original service failure. The key to successful recoveries was found to be the customer's perception of ‘fairness’. Recovery programmes must get it right first time. Customers who remain dissatisfied after a complaint has been handled are more dissatisfied than if no recovery attempt had been made. Dissatisfaction and customer satiation are major causes of a customer's exit. The solution to customer satiation is dynamic value creation. Collection and monitoring of customer data is needed for success and two‐way communication is vital. Copyright © 2002 Henry Stewart Publications.     

The antecedents of consumer loyalty in retail banking

• This paper is focused on a study designed to investigate loyalty in retail banking. The research findings suggest that loyalty is the outcome of a cognitive rather than an affective process. The main antecedents of bank loyalty were found to be perceived value, service quality, service attributes, satisfaction, image and trust: constructs that are inter‐related and form a network of loyalty antecedents.

Copyright © 2006 John Wiley & Sons, Ltd.     

Effects of service provider attitudes and employment status on citizenship behaviors and customers' attitudes and loyalty behavior

The relationship among job satisfaction, affective commitment, service-oriented organizational citizenship behaviors (OCBs), customer satisfaction, and customer loyalty were examined for a sample of 249 hairstylists and 1 of their corresponding customers. Employee satisfaction was positively related to service-oriented OCBs, customer satisfaction, and customer loyalty, whereas affective commitment was not related to these outcomes. The extent to which the predictor variables interacted with one another and the role of employment status on these relationships was also explored. High levels of job satisfaction or affective commitment resulted in more service-oriented OCBs for employees and self-employed workers, whereas high levels of both resulted in more service-oriented OCBs for owners.     

Affective commitment to the organization, supervisor, and work group: Antecedents and outcomes

Three longitudinal studies investigated the usefulness of distinguishing among employees’ affective commitments to the organization, the supervisor, and the work group. Study 1, with 199 employees from various organizations, found that affective commitments to these entities were factorially distinct and related differentially to their theorized antecedents. Study 2, with a diversified sample of 316 employees, showed that organizational commitment (a) had an indirect effect on turnover through intent to quit, (b) partially mediated the effect of commitment to the supervisor on intent to quit, and (c) completely mediated the effect of commitment to the work group on intent to quit. Study 3, with matched data collected from 194 nurses and their immediate supervisors, determined that (a) commitment to the supervisor had a direct effect on job performance and (b) organizational commitment had an indirect effect on job performance through commitment to the supervisor. However, Study 3 failed to show any effect of commitment to the work group on performance. These findings are interpreted in light of the relative salience of commitment foci with regard to the outcome under study.     

Antecedents and outcomes of unit cohesion and affective commitment to the Army

Group cohesion and affective commitment have shown to have critical relevance to military organizations in particular. The relationship between cohesion and affective commitment is established, and the two constructs share a number of common organizational antecedents and employee outcomes. The authors explored the relationship between cohesion and affective commitment in a model that incorporates antecedents (effectiveness of immediate leadership and procedural justice) and consequences (organizational citizenship behaviors [OCBs] and turnover intentions) common to both. Respondents (N = 714, 102 women, 612 men) were Canadian Army personnel. The models suggest that cohesion partially mediates the relationships between (a) perceptions of immediate leadership and affective commitment to the Army and (b) perceptions of unit procedural justice and affective commitment to the Army. Furthermore, affective commitment to the Army partially mediates the relationship between unit cohesion and turnover intentions but fully mediates the relationship between unit cohesion and OCBs. This model helps explain some common variance between unit cohesion and organizational affective commitment.     

Antecedents and consequences of the frequency of upward and downward social comparisons at work

The current paper examines the dispositional and situational antecedents, as well as the attitudinal and behavioral consequences, of the frequency of upward and downward social comparisons. We predicted social comparison frequency would be influenced by uncertainty-related antecedents, and that social comparisons in organizations would be characterized by contrast, not assimilation, effects. A large and occupationally diverse sample of 991 employed adults was surveyed at three separate points in time over a 12–16 week period. Our results, based on structural equation modeling, indicated that (a) role ambiguity, task autonomy, and core self-evaluations were significant predictors of upward social comparison, (b) upward social comparison was significantly negatively related to job satisfaction and affective commitment, (c) downward social comparison was significantly positively related to job satisfaction and affective commitment, and (d) upward and downward social comparisons had significant positive and negative indirect effects on the frequency of job search behaviors, respectively. The findings are discussed in terms of their general implications for understanding the importance of directional social comparison processes in organizational settings.     

Union Performance and Union Loyalty: The Role of Perceived Steward Support1

The purpose of this study was to examine the effects of union performance on union loyalty. The moderator effect of perceived steward support was also investigated. Data were collected in 1988 and 1989 in two locals of a national tire and rubber manufacturing company. Parallel multiple regression analyses were conducted for the two samples. In both samples, the results support the hypothesized positive relationship between union performance and union loyalty but the interaction between union performance and steward support was not significant. However, there was a significant positive relationship between steward support and union loyalty in each sample. Additional research on the roles of the steward may clarify member assessment of the union.     

On the Relationship between Subordinates' Compliance to Power Sources and Organisational Attitudes

Social power involves the potential to influence others and is important in explaining organisational outcomes. Based on the assumptions posited in Raven's (1992, 1993) power interaction model, we examined a set of potential antecedents and correlates of power sources. Participating in the study were 232 nurses and 32 supervisors from two municipal hospitals. Nurses and supervisors were asked to complete a battery of questionnaires including demographic items, the Interpersonal Power Inventory, job satisfaction, and organisational commitment. Convergent and discriminate validity of the power inventory yielded satisfactory results. Principal component analyses of the power inventory revealed a two‐factor solution (harsh/soft sources) which was then used for comparison with predictors and outcome data. Among the major findings were the fact that compliance to power sources appears to be contingent on objective and subjective indices of professional distance between supervisors and subordinates, supervisor seniority in the department, and the type of promotion (from without or within department). Job satisfaction was found to be positively related to compliance with soft sources and negatively with harsh sources whereas commitment was positively associated with both.     

The effects of psychological contract breach on union commitment

This research investigates the relationship between psychological contract breach and union commitment among 109 union employees. As expected, psychological contract breach is positively related to commitment to the union. The results also suggest that union instrumentality moderates the relationship between psychological contract breach and union commitment. Specifically, the findings indicate that the relationship between psychological contract breach and union commitment is stronger when individuals perceive that their union is highly instrumental in protecting their rights and benefits. Implications of this study are discussed and recommendations for future research are offered.     

Experiential tourist shopping value: Adding causality to value dimensions and testing their subjectivity

Previous literature on consumer behavior has tackled the experiential approach in retailing services in depth; however, most of the previous studies have concentrated on the simultaneous but not concatenated effects of value dimensions on satisfaction and/or loyalty. Furthermore, tourists' shopping behavior remains an underdeveloped area of study from the experiential perspective. This work explores experiential tourist shopping value, aiming to (a) explain tourists' loyalty to retailers by adding causality to experiential dimensions and (b) prove the subjectivity of these values. After a diachronic and synchronic review of the literature on experiential shopping value, a structural model with a chain of effects consisting of product quality, service quality, self‐esteem and shopping enjoyment on loyalty, and a multidimensional index as a second‐order model were built with partial least squares and tested on a purposive sample of 374 tourists in Valencia (Spain). Our findings revealed a sequential approach to tourists' shopping experiences where utilitarian values led to social and hedonic ones, all of which were antecedents of loyalty to retailers. Furthermore, the index showed differences by gender and nationality. Although our results are context specific, they add to the value creation process as they show a sequence of effects, and a fully subjective value provision, which changes according to demographics. The originality of this work is that it contributes to the suitability of the experiential paradigm in explaining tourists' shopping behavior by promoting interest in this specific, underdeveloped target area, and also by adding causality and proving the subjectivity of experiential value dimensions.     

Impact of perceived value on casual mobile game loyalty: The moderating effect of intensity of playing

The retention rate of mobile game players is one of the subjects that spark most interest in the industry, as many abandon the games only a few hours after downloading them. This study examines the antecedents of loyalty towards mobile games from the perspective of perceived value and explores the moderating effect of intensity of playing. The results revealed that hedonic value (i.e., perceived enjoyment and perceived attractiveness) and, to a lesser extent, utilitarian value (i.e., effort expectancy and perceived usefulness) are crucial in the loyalty that players feel towards mobile games. Intensity of playing weakens the relationship between perceived usefulness, perceived enjoyment and loyalty intention. Based on the findings, theoretical and practical implications are provided.