Voting behavior in union representation elections: The influence of skill homogeneity and skill group size
AbstractThe author analyzes data from survey responses of nonunion workers involved in 29 NLRB representation elections in 1972 and 1973 to test the hypotheses (1) that skill-homogeneous groups of workers are more readily organized than are still-heterogeneous groups and (2) that the workers in an election unit's largest skill groups will have the strongest pro-union tendencies. The results confirm the first hypothesis (though the results are sensitive to the inclusion of the most skill-homogeneous workplaces sampled), but only weakly support the second. The author concludes that this analysis may provide a new explanation for the decline in successful union organizing, if it is true that the workers comprising potential bargaining units have become increasingly skill-heterogeneous over time. (Abstract courtesy JSTOR.)
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Bibliographic InfoArticle provided by ILR Review, Cornell University, ILR School in its journal ILR Review.
Volume (Year): 47 (1993)
Issue (Month): 1 (October)
Postal: 381 Ives East, Cornell University, Ithaca, NY 14853-3901
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1996_03_02, Department of Economics, Florida State University.
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- Robert Drago & Gerald T. Garvey, 1994. "Incentives for Helping on the Job: Theory and Evidence," Labor and Demography 9402002, EconWPA, revised 29 Mar 1994.
- Darren Grant & Michael Toma, 2007.
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0709, Sam Houston State University, Department of Economics and International Business.
- Darren Grant & Michael Toma, 2008. "Elemental tests of the traditional rational voting model," Public Choice, Springer, vol. 137(1), pages 173-195, October.
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