Union-Management Ideological Frames of Reference
提出并测量工会与管理层意识形态作为劳资关系的解释变量，发现双方在10项关键信念上存在显著差异，为理解工会与管理层互动提供了新视角。
The purpose of this paper is to focus attention on union-management (U-M) ideology as a potential explanatory variable in labor relations and to demonstrate a comprehensive methodfor empirically measuring the ideology of union and management representatives. The semantic differential and antecedent-consequent techniques are used to measure both the affective and denotative meaning of key U-M beliefs underlying the conduct of labor relations in the United States. Inclusion of the denotative aspect of beliefs in this study provides a more comprehensive measure of union-management ideology than previously available. Significant differences (p < .01) were found to exist between union (n = 34) and management (n = 38) respondents on all 10 U-M beliefs measured. Differences and similarities between the ideological frames of reference of union and management representatives are discussed. Identification and comprehensive measurement of operative U-M beliefs represents a necessary first step toward improving the usefulness of ideology as an explanatory variable of specific types of union-management interaction.