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Based upon the returned questionnaires of 415 striking faculty members from the University of Saskatchewan, a study shows that faculty members who have attended the study session, and those who have been active in past union meetings were more likely to get involved in picketing and in picket organizing during the course of the strike. Analysis of their post-strike perceptions shows that the faculty attitude towards the effectiveness of the strike, strike length, and back-to-work legislation were closely related to the militancy of the faculty during the strike. The survey also shows that the more militant faculty members thought that the strike improved bargaining power of the union, and were disappointed with the back-to-work legislation. They however did not anticipate the ability of the university administration to take the strike and were therefore surprised by the duration of the strike.
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The extent to which the probability of union membership is affected by demographic characteristics, occupational characteristics, and labor policies is examined. The results for the first 2 sets of factors show that married workers are more union-prone, whereas those with working spouses are less likely to become union members. Age is also significantly related to the probability of union membership, but education and gender are not. The results indicate that blue-collar workers and full-time employees are more likely to become union members. The most important finding, however, is that labor provisions do affect the probability of union membership. If the trade union movement wants to increase its membership, it should lobby for a reduction in the minimum support requirement during certification application and for a majority status based on those voting during certification elections. The movement may also want to support statutes protecting workers against their own unions.
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This paper investigates the relationship between the union commitment of faculty members and a number of factors, including job satisfaction, general union beliefs, attitude towards the university, work aspects and demographic characteristics. The results show that faculty members are committed to both the university and the Association. Dissatisfaction with the university administration fosters union commitment whereas negative attitudes towards unions in general reduce that commitment. Demographic characteristics and work aspects have little influence on the faculty commitment to the Faculty Association.
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This paper attempts to identify and to test the effects of a number offactors on the occurrence of wildcat strikes in Canada.
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A study examined the relationship between the climate of industrial relations and grievance outcomes. The grievance data were collected from 6 federal government organizations in western Canada. Climate questionnaires were distributed to the top management groups of all of the organizations, with 46 usable responses obtained. The results suggested that grievances are more likely to be granted under a positive industrial relations climate. The more cooperative and harmonious union-management climates are likely to increase the chances of grievances being granted or partially granted. The results showed that, in organizations that have relatively low scores on the various components of climate, grievances are more likely to be denied or withdrawn. The evidence also suggested that the industrial relations climate may be related to the levels at which grievances are granted. Under favorable climates, grievances are more likely to be granted at lower levels of the grievance process; they also are dealt with more quickly than in other situations.
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- Journal Article (5)