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The Determinants of Grievance Initiation

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  • Brian Bemmels

Abstract

The author estimates a behavioral model of grievance initiation with 1990 survey data on 1,205 work groups in Canada. The behaviors of supervisors, employees, and shop stewards—such as the degree to which supervisors emphasized productivity rather than friendly relations with employees—were significantly related to grievance rates, but the determinants of grievance rates varied across grievance issues. The results suggest, for example, that the grievances most likely to be initiated by stewards rather than employees were those involving job descriptions, and that grievances over work rules were the least likely to be settled through informal resolution. The model explains approximately 30% of the total variation in grievance rates across work groups—40% if industry dummy variables are included.

Suggested Citation

  • Brian Bemmels, 1994. "The Determinants of Grievance Initiation," ILR Review, Cornell University, ILR School, vol. 47(2), pages 285-301, January.
    • Handle: RePEc:sae:ilrrev:v:47:y:1994:i:2:p:285-301
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    Cited by:

    1. Brian Klaas & Anna-Katherine Ward, 2015. "Formal, Justice-Oriented Voice in the Nonunion Firm: Who Speaks Up and When?," Industrial Relations: A Journal of Economy and Society, Wiley Blackwell, vol. 54(2), pages 321-356, April.
    2. Andy Charlwood & Anna Pollert, 2014. "Informal Employment Dispute Resolution among Low-Wage Non-Union Workers: Does Managerially Initiated Workplace Voice Enhance Equity and Efficiency?," British Journal of Industrial Relations, London School of Economics, vol. 52(2), pages 359-386, June.

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