Union Mediation and Adaptation to Reciprocal Loyalty Arrangements
Georgios Panos () and
No 2010-119, SIRE Discussion Papers from Scottish Institute for Research in Economics (SIRE)
This study assesses the industrial relations application of the â€žloyalty-exit-voiceâ€Ÿ proposition. The loyalty concept is linked to reciprocal employer-employee arrangements and examined as a job attribute in a vignette questionnaire distributed to low and medium-skilled employees. The responses provided by employees in three European countries indicate that reciprocal loyalty arrangements, which involve the exchange of higher effort for job security, are one of the most desirable job attributes. This attribute exerts a higher impact on the job evaluations provided by unionised workers, compared to their non-union counterparts. This pattern is robust to a number of methodological considerations. It appears to be an outcome of adaptation to union mediated cooperation. Overall the evidence suggests that the loyalty-job evaluation profiles of unionised workers are receptive to repeated interaction and negative shocks, such as unemployment experience. This is not the case for the non-union workers. Finally, unionised workers appear to â€žvoiceâ€Ÿ a lower job satisfaction, but exhibit low â€žexitâ€Ÿ intentions, compared to the non-unionised labour.
Keywords: Trade Union; Loyalty; Reciprocity; Adaptation; Conjoint Analysis; Exit; Voice (search for similar items in EconPapers)
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Working Paper: Union Mediation and Adaptation to Reciprocal Loyalty Arrangements (2009)
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Persistent link: https://EconPapers.repec.org/RePEc:edn:sirdps:358
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