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研究生: 羅愛麗
Elisa Mariel Romero Molina
論文名稱: Effects of Union-Management Environment and Employee Voice in Labor Unions: Evidence from Union Workers of a Multinational Company in Honduras
Effects of Union-Management Environment and Employee Voice in Labor Unions: Evidence from Union Workers of a Multinational Company in Honduras
指導教授: 葉俶禎
Yeh, Chu-Chen
學位類別: 碩士
Master
系所名稱: 國際人力資源發展研究所
Graduate Institute of International Human Resource Developmemt
論文出版年: 2014
畢業學年度: 102
語文別: 英文
論文頁數: 80
中文關鍵詞: Labor UnionsProcedural JusticeEmployee VoiceUnion-Management EnvironmentEmployee Compliance
英文關鍵詞: Labor Unions, Procedural Justice, Employee Voice, Union-Management Environment, Employee Compliance
論文種類: 學術論文
相關次數: 點閱:176下載:13
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  • ABSTRACT

    Labor unions are organizations whose main purpose is to represent all workers and protect their rights and interests. As such, labor unions are one of the most important channels to provide workers with a voice. In this research, the aim is to examine whether positively perceived employee voice in their labor unions will lead to higher satisfaction with collective bargaining results and employee compliance. In addition, it aimed to understand the relationship between perceived employee voice and a positive union-management environment. In addition, the relationship between a positive union-management environment and satisfaction with collective bargaining results and employee compliance was examined. According to the procedural justice theory, perceptions of fairness of decision-making processes by employees are believed to promote feelings of compliance. A positive union-management environment was tested as a mediator in the relationship between perceived employee voice and satisfaction with collective bargaining results and perceived employee voice and employee compliance. A quantitative study was conducted, and respondents were asked to complete a paper-and-pencil questionnaire related to their perceptions on employee voice, union-management environment, satisfaction with collective bargaining results and employee compliance. The data gathered from 205 union workers was analyzed with the use of SPSS and the Smart-PLS software. It was found that perceived employee voice had a positive effect on satisfaction with collective bargaining results and a positive union-management environment. In addition, a positive union-management environment was found to mediate the relationship between perceived employee voice and satisfaction with collective bargaining results. Perceived employee voice and a positive union-management environment did not show any relation to employee compliance.

    ABSTRACT

    Labor unions are organizations whose main purpose is to represent all workers and protect their rights and interests. As such, labor unions are one of the most important channels to provide workers with a voice. In this research, the aim is to examine whether positively perceived employee voice in their labor unions will lead to higher satisfaction with collective bargaining results and employee compliance. In addition, it aimed to understand the relationship between perceived employee voice and a positive union-management environment. In addition, the relationship between a positive union-management environment and satisfaction with collective bargaining results and employee compliance was examined. According to the procedural justice theory, perceptions of fairness of decision-making processes by employees are believed to promote feelings of compliance. A positive union-management environment was tested as a mediator in the relationship between perceived employee voice and satisfaction with collective bargaining results and perceived employee voice and employee compliance. A quantitative study was conducted, and respondents were asked to complete a paper-and-pencil questionnaire related to their perceptions on employee voice, union-management environment, satisfaction with collective bargaining results and employee compliance. The data gathered from 205 union workers was analyzed with the use of SPSS and the Smart-PLS software. It was found that perceived employee voice had a positive effect on satisfaction with collective bargaining results and a positive union-management environment. In addition, a positive union-management environment was found to mediate the relationship between perceived employee voice and satisfaction with collective bargaining results. Perceived employee voice and a positive union-management environment did not show any relation to employee compliance.

    TABLE OF CONTENTS ABSTRACT I TABLE OF CONTENTS II LIST OF TABLES IV LIST OF FIGURES V CHAPTER I INTRODUCTION 1 Background of the Study 1 Problem Statement 2 Rationale of the Study 2 Purpose of the Study 3 Research Questions 3 Scope of the Study 4 Definitions of Terms 5 CHAPTER II LITERATURE REVIEW 9 Labor Unions: An Introduction 9 Labor Unions in Honduras 9 Labor Unions Research 10 Procedural Justice 11 Satisfaction with Collective Bargaining Results 13 Employee Compliance 15 Perceived Employee Voice in Labor Unions 16 Positive Union-Management Environment 19 CHAPTER III METHODOLOGY 25 Research Framework 25 Hypotheses 26 Research Design 27 Research Procedure 27 Sample 28 Sample Profile 29 Data Collection 31 Data Analysis 31 Instruments and Measurement 32 Validity and Reliability 37 CHAPTER IV DATA ANALYSIS AND RESULTS 43 Correlation Analysis 43 Model Testing in PLS 46 Mediation Testing in PLS 49 Post-Hoc Interview 54 CHAPTER V CONCLUSIONS AND DISCUSSIONS 61 Conclusions 61 Discussions 61 Research Implications 62 Practical Implications 64 Contribution of the Study 65 Limitations 65 Future Research Suggestions 66 REFERENCES 67 APPENDIX: QUESTIONNAIRES 76

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