Hepner J O, Zinner S E
Health Administration Program, Washington University, St. Louis.
Health Prog. 1991 Oct;72(8):20-2.
The inclusion of nurses as an allowable bargaining unit is one of the most significant aspects of the U.S. Supreme Court's decision to uphold the National Labor Relations Board's new collective bargaining unit rules. For a number of reasons, the decision makes it more likely that nurses at a given hospital will vote to form a union. Union nurses receive, on average, 6 percent higher salaries than do their nonunion counterparts. In addition, being able to organize into a smaller unit gives nurses a much stronger bargaining position. Finally, because of the new collective bargaining unit rules, labor leaders now find hospitals an attractive place to attempt to establish unions. In responding to the possibility that nurses might unionize, hospital managers should acknowledge that nurses often have legitimate grievances concerning pay and working conditions. They should also be aware that changes in the healthcare system during the 1980s often led managers and administrators to neglect focusing on nurses' satisfaction in favor of an emphasis on the bottom line. In the future, if managers can offer nurses the same rewards a union organizer offers and at the same time establish a cooperative, employee-oriented hospital atmosphere, nurses will benefit from the Supreme Court Ruling, whether or not they ultimately join a union.
将护士纳入允许的谈判单位是美国最高法院维持国家劳动关系委员会新的集体谈判单位规则这一决定的最重要方面之一。出于多种原因，该决定使特定医院的护士更有可能投票组建工会。工会护士的平均薪资比非工会护士高出6%。此外，能够组建规模较小的单位使护士拥有更强的谈判地位。最后，由于新的集体谈判单位规则，劳工领袖现在发现医院是试图建立工会的有吸引力的地方。在应对护士可能组建工会的可能性时，医院管理人员应承认护士在薪酬和工作条件方面往往有合理的不满。他们还应意识到，20世纪80年代医疗保健系统的变化常常导致管理人员忽视护士的满意度，而倾向于强调利润。未来，如果管理人员能够提供与工会组织者相同的福利，同时营造合作、以员工为导向的医院氛围，护士将从最高法院的裁决中受益，无论他们最终是否加入工会。
