Employment Relations

Publications (by Dionne Pohler)

Publications (by Dionne Pohler)

Are Unions Good or Bad for Organizations? The Moderating Role of Management's Response

Employment Relations Unions Strategic HRM Voice

Unions can be good or bad. It depends on management's strategies and response toward its employees and the union.

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Are Unions Good or Bad for Organizations? The Moderating Role of Management's Response

Pohler, D., & Luchak, A. (2015) Are Unions Good or Bad for Organizations? The Moderating Role of Management's Response. British Journal of Industrial Relations, 53(3): 423-459. Read a shorter summary of this research here.

 

Union impact research has been hindered by an underdeveloped conceptualization of management response, contributing to inconclusive empirical findings. Integrating the collective voice/institutional response model with the appropriateness framework, we propose that an employee-focused business strategy is a critical moderating variable in the relationship between union density and organizational outcomes that mitigates the negative effects of unions and enhances the positive effects by sending a clear signal of management's intentions to co-operate. Using a panel dataset of Canadian organizations over six years, we provide empirical evidence to support our arguments.

Unions can be good or bad. It depends on management's strategies and response toward its employees and the union.

2018-01-15 18:34:50

Balancing Efficiency, Equity and Voice: The Impact of Unions and High Involvement Work Practices on Work Outcomes

Employment Relations Unions Strategic HRM Voice

Are HR practices that encourage employee voice and involvement in decision-making, high involvement work practices, substitutes for unions? We propose that unions and high involvement work practices and systems are complements. Greater balance is achieved between efficiency, equity, and voice when good management practices are employed in the presence of unions.

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Balancing Efficiency, Equity and Voice: The Impact of Unions and High Involvement Work Practices on Work Outcomes

Pohler, D., & Luchak, A. (2014) Balancing Efficiency, Equity and Voice: The Impact of Unions and High Involvement Work Practices on Work Outcomes. Industrial and Labor Relations Review, 67(4): 1063-1094. Read a shorter summary of this research here.

Theory and research surrounding employee voice in organizations have often treated high-involvement work practices (HIWPs) as substitutes for unions. Drawing on recent theoretical developments in the field of industrial relations, specifically the collective voice/institutional response model of union impact and research on HIWPs in organizations, the authors propose that these institutions are better seen as complements whereby greater balance is achieved between efficiency, equity, and voice when HIWPs are implemented in the presence of unions. Based on a national sample of Canadian organizations, they find employees covered by a union experience fewer intensification pressures under higher levels of diffusion of HIWPs such that they work less unpaid overtime, have fewer grievances, and take fewer paid sick days. Job satisfaction is maximized under the combination of unions and HIWPs.

Are HR practices that encourage employee voice and involvement in decision-making, high involvement work practices, substitutes for unions? We propose that unions and high involvement work practices and systems are complements. Greater balance is achieved between efficiency, equity, and voice when good management practices are employed in the presence of unions.

2017-01-24 20:32:48

The Missing Employee in Employee Voice Research

Employment Relations Voice Unions

A review of the research on employee voice in the workplace, with associated insights and recommendations for future research.

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The Missing Employee in Employee Voice Research

Pohler, D., & Luchak, A. (2014) The Missing Employee in Employee Voice Research. In Wilkinson, A., Donaghey, J., Dundon, T., & Freeman, R. (eds). The Handbook of Research on Employee Voice. Edward Elgar.

A review of the research on employee voice in the workplace, with associated insights and recommendations for future research.

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2017-01-24 20:30:12