Antecedents of Union Commitment: The Impact of Union Membership Differences in Vertical Dyads and Work Group Relationships
利用关系人口学方法，考察工作群体和上下级关系中工会成员身份差异对工会承诺的影响，发现上下级差异会降低工会忠诚度，且当主管非工会成员时，同事间差异也会削弱工会忠诚。
Relational demography has recently been employed to investigate the influence of workplace diversity on organizational outcomes, such as organizational commitment, turnover, and performance (O'Reilly, Caldwell, & Barnett, 1989; Tsui & O'Reilly, 1989; Tsui, Egan, & O'Reilly, 1992; Tsui, Egan, & Porter, 1994). In the present study, we utilize the techniques and theoretical framework employed in the relational demography literature to examine the impact of heterogeneous union membership status within work groups and vertical dyads, and the effect of these differences on union commitment. A composite dataset was created from two Australian hospitals. Analyses of the data were confined to 460 nursing staff who could be identified within 43 specific work groups (hospital wards). The results indicate that while no relationship was found between differences in membership status among co-workers in work groups on commitment, differences between members and their supervisors served to decrease union loyalty and belief in unionism (controlling for other union and organizational factors). Importantly, we found support for an interaction effect between work groups and vertical dyads. Differences in membership status among co-workers were observed to lower union loyalty and willingness to work for the union when supervisors were nonunion members. The implications of such findings for union policy are addressed.