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The impact of nonunion employee repr...

Timur, Ahmet Tarik.

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The impact of nonunion employee representation plans on union-management relations: A comparative study of three industries.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	The impact of nonunion employee representation plans on union-management relations: A comparative study of three industries./
作者:	Timur, Ahmet Tarik.
面頁冊數:	326 p.
附註:	Source: Dissertation Abstracts International, Volume: 66-06, Section: A, page: 2297.
Contained By:	Dissertation Abstracts International66-06A.
標題:	Business Administration, Management. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=NR03890
ISBN:	9780494038901

The impact of nonunion employee representation plans on union-management relations: A comparative study of three industries.
Timur, Ahmet Tarik.

The impact of nonunion employee representation plans on union-management relations: A comparative study of three industries. - 326 p.

Source: Dissertation Abstracts International, Volume: 66-06, Section: A, page: 2297.

Thesis (Ph.D.)--University of Calgary (Canada), 2005.

The main purpose of this study was to investigate the impact of pre-union nonunion employee representation plans on the subsequent union-management relationship. Pre-union representation arrangements, the union certification drive, the immediate post-unionization relationship, the first round of bargaining, and the current union-management relationship were investigated in each research site.

ISBN: 9780494038901Subjects--Topical Terms:

626628
Business Administration, Management.

The impact of nonunion employee representation plans on union-management relations: A comparative study of three industries.
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245 1 4 $a The impact of nonunion employee representation plans on union-management relations: A comparative study of three industries.
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500 $a Source: Dissertation Abstracts International, Volume: 66-06, Section: A, page: 2297.
502 $a Thesis (Ph.D.)--University of Calgary (Canada), 2005.
520 $a The main purpose of this study was to investigate the impact of pre-union nonunion employee representation plans on the subsequent union-management relationship. Pre-union representation arrangements, the union certification drive, the immediate post-unionization relationship, the first round of bargaining, and the current union-management relationship were investigated in each research site.
520 $a An inductive approach was used to assess the impact of nonunion employee representation plans (NERP). Matched pairs of sites (one that had a NERP before unionization and one that had no representation mechanism before unionization) from three different industries (manufacturing, social service, and energy) were investigated to identify differences and similarities between NERP and non-NERP cases and to assess the impact of the NERP on the subsequent union-management relationship. Examination of paired research sites in three different industries increased the generalizability of theoretical insights developed in the study. Data sources included interviews with employees, human resources/labour relations managers, operational managers and supervisors, union executives, and union organizers, archival documents, and collective agreements.
520 $a Findings of the study revealed important differences between NERP and non-NERP cases. The impact of NERPs on the union-management relationship was exhibited in a number of ways: Employees' attempt to preserve the NERP systems before initiating unionization process; employees carry out more sophisticated and carefully-crafted certification drives; NERP representatives emerged as influential leaders in every stage of the process; the absence of unrealistic demands in negotiations; more self-confidence and more self-efficacy in local unions; more desire for collaboration; and creative problem-solving. The extent of NERP's impact was found to be associated with its structure, the more structured the NERP the greater the impact. Results indicated a more positive impact of more structured NERPs.
520 $a In spite of some limitations of the study, including generalizability, its findings contribute to a better understanding of the unionization process preceded by a NERP and the impact of NERPs on the subsequent union-management relationship.
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