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PubMed1980

Contemporary perceptions of unionization in the medical profession: a study of attitudes of unionized and non-union physicians.

This study investigated current perceptions of a sample of unionized and non-unionized physicians toward the concept of collective bargaining. Specific areas for study were the issues that have motivated and might motivate physicians to unionize, as well as the individuals or institutions physicians perceive as the opponent in collective bargaining. The analysis showed that economic considerations and the imposition of external controls on the practice of medicine dominate the physicians' perceptions. Government and health insurance companies are perceived as the primary adversaries. Perceptual differences between unionized and non-unionized physicians were shown to be small.

Attitude of Health Personnel↗
PubMed1986

White-collar organizing: a reappraisal.

As recently as four years ago, all indications were that union organizing activity among white-collar employees would undergo a major upswing. The unions' subsequent failure to organize in the office can be explained by a number of factors.

Data Collection↗
PubMedDate not supplied

Due process key element of physician grievance.

The concept of grievance procedures, when applied to physicians, has a foreign ring to it. We ordinarily associate grievance procedures with unions and labor relations activities unrelated to professional conduct and behavior. As described in the preceding article, grievance procedures usually are extremely limited, having been created to resolve very specific violations of collective bargaining agreements in a unionized company or of conflict resolution policies in a nonunion environment. In health care organizations, "due process provisions" are designed to resolve specific conflicts in the relationship between the medical staff and individual medical practitioners.

Conflict, Psychological↗
PubMed1988

Occupational health and safety in South Africa: the perspectives of capital, state and unions.

South Africa is one of the most technologically advanced countries of Africa. The main sectors are mining, agriculture and industry. Many work environments are dangerous. Since the early development of the mines in South Africa, occupational health and safety (OHS) has received the attention of the state, the employers, and the workers. Although there have been some advances in legislation, conditions are often still poor and enforcement of legislation is lacking. The paper outlines the history of concern with OHS issues, and draws attention to the Erasmus Commission of Enquiry (1976) into Occupational Health. The paper attempts to provide an overview of the different activities and perspectives of these interest groups: the state is concerned with minimising conflict and disruption of productivity, while ensuring that conditions do not deteriorate too badly; the employers are concerned to maximise profits and to undertake improvements in OHS only insofar as these are profitable and in the interest of stable industrial relations; and the union movement has sought to make work safer. These perspectives are different and conflicting. The only interest group with an unambiguous commitment to improving OHS is the union movement in South Africa. However, many difficulties and problems mitigate against the movement achieving its OHS objectives, including the limited number of workers which have been organised into unions and the many pressing issues which require the movement's immediate attention.

Accident Prevention↗
PubMedDate not supplied

The relationship between health care reform and nurses' interest in union representation: the role of workplace climate.

Market-based reforms are rapidly changing the landscape of the American health care system. Over the last decade, a great deal of attention has been paid to these reforms, particularly the advent and rapid growth of managed care and the vertical and horizontal integration of provider institutions. The ramifications of these changes on both individual and institutional consumers has also been widely considered by scholars and policymakers. Yet, although these market reforms are driving the massive restructuring of work in hospitals and other health care organizations, comparatively little attention has been paid to the impact these changes have on health care employees and the environment in which they work. This article reports the results of an exploratory study examining the relationship between health care market reforms, nurses' perceptions of the climate for patient care in hospital settings, and nurses' interest in union representation. A model is proposed to help explain nurses' support for union representation in the presence of market-based reforms.

Health Care Reform↗
PubMed2002

Will physician unions improve health system performance?

In the public debate over the extension of collective bargaining rights to independent physicians, union proponents' primary argument has been that patients would benefit from allowing physicians to bargain collectively with health plans. This article examines the likely effects of physician unions on the U.S. health care system. Specifically considered are likely effects on economic efficiency, quality, access, and cost. Under none of these criteria are physician unions likely to improve health system performance, particularly when compared with available alternative strategies for dealing with problems identified by union proponents.

American Medical Association↗
PubMed1995

Workers strike back.

Frustrated by layoffs and new rules, healthcare workers are striking back. Nurses, such as those rallying in Seattle, are leading the charge. Interest in unions is rising. Specifically, unions have made inroads in efforts to organize nursing home workers, p. 28.

Data Collection↗
PubMed1988

Equal Employment Opportunity Commission v. University of Detroit, 13 December 1988.

The plaintiffs were the Equal Employment Opportunity Commission and a former faculty member, who was discharged after refusing to pay union fees because the union supported a pro-choice view on abortion, which conflicted with the faculty member's religious beliefs. They alleged discrimination on the basis of religion in violation of Title VII of the US Civil Rights Act of 1964. The Court held that there was no Title VII violation since the Union had made a reasonable accommodation by offering to refund that portion of the fees representing the union's activities with respect to abortion. It concluded that the union did not have to accept the faculty member's proposed accommodation of letting him contribute his fees to a charity rather than pay them to the union.

Abortion, Induced↗
PubMed1989

Union election activity in the hospital industry.

In the past five years, there has been a dramatic decrease in the number of representation elections in the hospital industry. Once a union is in place, however, decertification is less likely to occur than in other industries.

Collective Bargaining↗
PubMed2002

Antecedents and outcomes of union loyalty: a constructive replication and an extension.

Primary data obtained from unionized employees in Singapore were used to examine P. A. Bamberger, A. N. Kluger, and R. Suchard's (1999) integrative model of the antecedents and outcomes of union commitment. Structural equation modeling results revealed support for their integrative model. Specifically, the results revealed the influence of job satisfaction on union loyalty to be indirect through organizational commitment. However, the union-related antecedents (union socialization and union instrumentality) were both directly and indirectly related to union loyalty through pro-union attitudes. In addition, union loyalty was related to the individually and organizationally directed union citizenship behavior dimensions. Limitations of the study and implications of the findings are discussed.

Adult↗