Buttigieg Donna M, Deery Stephen J, Iverson Roderick D
Department of Management, Monash University, Churchill, VIC, Australia.
J Appl Psychol. 2007 May;92(3):829-39. doi: 10.1037/0021-9010.92.3.829.
This article examines parallel models of union joining and leaving using individual-level longitudinal panel data collected over a 5-year period. The authors utilized objective measures of joining and leaving collected from union and organizational records and took into account time by using event history analysis. The results indicated that union joining was negatively related to procedural justice and higher performance appraisals and positively related to partner socialization and extrinsic union instrumentality. Conversely, members were most likely to leave the union when they perceived lower procedural justice, where there was no union representative present in the workplace, and where they had individualistic orientations. The authors discuss the implications of these findings for theory and practice for trade unions.
本文使用在5年期间收集的个人层面纵向面板数据，研究了工会加入和退出的平行模型。作者利用从工会和组织记录中收集的加入和退出的客观指标，并通过事件史分析考虑了时间因素。结果表明，工会加入与程序正义和较高的绩效评估呈负相关，与伙伴社会化和外在工会工具性呈正相关。相反，当成员认为程序正义较低、工作场所没有工会代表以及他们具有个人主义倾向时，他们最有可能退出工会。作者讨论了这些发现对工会理论和实践的影响。
