Abstract
Employees working in unionized environments have the unique position of having their loyalty courted by both their employer and their union. Some employees form a loyalty to both, while some remain uncommitted to one or the other, or in some instances, to neither. There is no strong research evidence that explains these differences. It was hypothesized that interpersonal trust may explain these varying levels of employee commitment to their employer and their union. Initial findings indicate that individuals with low levels of trust do not form as high a degree of commitment as those who have high levels of trust.
| Original language | American English |
|---|---|
| State | Published - Jan 1 2002 |
| Event | Industrial Relations Research Association Annual Conference (IRRA) - Duration: Jan 1 2002 → … |
Conference
| Conference | Industrial Relations Research Association Annual Conference (IRRA) |
|---|---|
| Period | 01/1/02 → … |
Disciplines
- Business Administration, Management, and Operations
- Operations and Supply Chain Management
Keywords
- Commitment
- Employee commitment
- Interpersonal trust
- Union member