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PubMed1987

Managing changes in clinical and administrative roles: staying on top with a union.

Organizations invite unions by poor management. The arrival of a union is a statement that significant organizational change is needed. Managing after the union comes should focus on seizing the initiative for organizational change and enlarging management control. Nonunionized agencies should evaluate their susceptibility to unionization and take preventive action.

Community Mental Health Centers↗
PubMed2000

Why the health care industry should fight union organization and the high cost the industry will pay if its fight is unsuccessful.

The health care industry is being hit hard with an aggressive effort by outside unions to organize health care employees. The interest of health care workers in union organization and their receptiveness to the unions' messages has grown substantially over the last five years--with negative effects on health care workers and the health care industry as a whole. This article addresses union trends in health care, discusses specific cases and their outcomes, and makes recommendations on what the health care industry can, and should, do to preserve a union-free work environment.

Administrative Personnel↗
PubMed1978

Industrial relations: the battle of the virgin territory.

When health service staff finally decided to drop their thermometers and take up union banners, the question was, which one? Author looks at the battlefield created by the unions in search of members over the last decade.

Competitive Behavior↗
PubMed1982

Union activity in hospitals: past, present, and future.

Between 1970 and 1980, the percentage of hospitals with one or more collective bargaining contracts increased from 15.7 percent to 27.4 percent. A substantial amount of variation exists in the extent of unionism on the basis of hospital ownership, bed size, and location. Employees are more likely to organize when hospitals in the State are regulated by a mandatory rate-setting program. Unions raise hospital employee's wages--a modal estimate for RNs is about 6 percent; the corresponding figure for nonprofessional employees is about 10 percent. Growth of union activity in hospitals has generally not been a major contributor to hospital wage inflation, and less than 10 percent of the increase in real (relative to the Consumer Price Index) spending for hospital care that occurred during the 1970s can be attributed to union growth. We project that between 45 and 50 percent of all hospitals will have at least one union by 1990.

Collective Bargaining↗
PubMed1993

Risk of hospitalization for specific non-work-related conditions among laborers and their families.

To better describe patterns of nonoccupational morbidity among construction laborers and their dependents, two health insurance plans organized by local unions of the Laborers' International Union of North America provided their medical claims data for 1989. The observed numbers of hospital admissions were compared with the numbers expected, based on the age-sex-specific hospital discharge rates from the 1989 National Hospital Discharge Survey. Standardized morbidity ratios thus obtained showed excesses for alcohol and drug dependence, complications related to pregnancy, and several other conditions. Medical claims data are a very useful resource in epidemiologic and medical care research, but their use poses numerous challenges, mainly related to the accuracy of diagnostic recording, problems in comparing different health insurance plans, and confounding factors due to health insurance largely being a condition of employment. Nevertheless, the use of these data can provide specific hypotheses for further study.

Adolescent↗