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Antecedents of union member retention in Right-to-Work environments

机译：工作权环境中工会会员保留的前提

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Purpose States with Right-to-Work (RTW) law coverage have increased since 2012, with union membership decreasing. In such states, employees in union-represented positions cannot be required to be union members and/or pay dues, even though the union must still legally represent them. While union member retention in RTW states provides new challenges for unions, it has not been extensively studied. The purpose of this paper is to extend the literature by testing a model of intent to remain a union member in an RTW context using union loyalty as a mediator. Design/methodology/approach The model is based on how different types of exchanges shape intentions to remain a union member. To test the hypotheses, a sample of 475 members was used where an RTW law was about to be implemented in a Midwestern American state. Findings Union loyalty mediated the relationships between social and ideological exchanges with the union and employee intent to remain a union member and similarly mediated the organization-employee exchanges. Economic exchanges with the union were not a significant predictor in the full model. Research limitations/implications - This study extends the employment- relations literature by helping us better understand member intent triggered by RTW laws. Insights are provided for both unions and organizations to better manage their relationships with employees. Originality/value This study advanced the employee-relations literature by providing a more holistic theoretically based understanding of how unions may retain members by using multiple forms of exchange, often studied separately in previous literature of member-union relationships.
机译：目的自2012年以来，拥有工作权（RTW）法律覆盖率的国家有所增加，而工会会员人数则有所减少。在这样的州，即使工会仍必须依法代表他们，也不能要求处于工会代表职位的雇员成为工会会员和/或支付会费。尽管保留在RTW州的工会会员为工会带来了新的挑战，但尚未对其进行广泛的研究。本文的目的是通过测试以工会忠诚为中介的在RTW环境中保留工会会员的意图模型来扩展文献。设计/方法/方法该模型基于不同类型的交易所如何塑造成为工会会员的意图。为了检验假设，在中西部美国州将实施RTW法律的地方，使用了475名成员的样本。调查结果工会的忠诚度介导了与工会之间的社会和意识形态交流之间的关系，以及雇员成为工会会员的意图，并类似地介导了组织与雇员之间的交流。在完整模型中，与工会的经济往来并不是重要的预测指标。研究的局限性/含义-本研究通过帮助我们更好地理解RTW法律触发的成员意图，扩展了雇佣关系文献。为工会和组织都提供了见解，以更好地管理其与员工的关系。独创性/价值这项研究通过对工会如何通过使用多种形式的留住工会来留住成员的理论上更全面的了解，从而促进了员工关系文献的发展，而这种交换通常是在以前的成员-工会关系文献中单独研究的。

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