Transformational Leadership in Labor Organizations: The Effects on Union Citizenship Behaviors

This study suggests that transformational leadership influences union citizenship behavior by fostering a covenantal relationship between the union and the union member. A framework for covenantal relationships is developed from social exchange and social identity theories. Transformational leadership behavior was found to be strongly related to perceived union support, a social exchange construct. The results also indicated that there are positive and significant relationships between other social exchange constructs such as felt obligation and trust. Social identity theory is used to augment social exchange theory in explaining the process by which transformational leadership behaviors relate to union citizenship behaviors through union-based self-esteem. Limitations of the study, implications for union management, and directions for future research issues are discussed.     

De-motivating employees’ negative communication behaviors on anonymous social media: The role of public relations

This study focuses on employees’ negative communication behaviors on anonymous social media and explores the effects of organizational antecedents on reducing their motives. Specifically, the effects of organizations’ symmetrical communication and organization-employee relationship (OER) on individuals’ social media usage motives (e.g., vent negative feelings, warn others) and negative behavioral intentions are examined. Results of an online survey of full-time employees in the United States show that the effects of OER on employees’ negative communication behavior intentions are mediated by their social media motives. Symmetrical communication had a large positive effect on OER, which in turn decreased their motives to share negative contents on anonymous social media. Theoretical and practical implications for public relations and employee behaviors are discussed.     

Relationships between psychological capital,job satisfaction,and organizational commitment in the Saudi oil and petrochemical industries

During the past decade, Saudi Arabia experienced a significant social, economic, and organizational change. The rapid economic growth created a need for seasoned management professionals and necessitated the development of human capital. Psychological capital, a newly developed construct by academics and practitioners, is defined as the extent to which an individual operates in a positive psychological state, and this state is characterized by high self-efficacy, optimism, hope, and resiliency. By measuring the positive psychological constructs, an organization can learn about employees’ positive psychological states and how training and support can promote positive psychological states. Improving the positive psychological capital can lead to better organizational commitment, favorable organizational citizenship behaviors, lower employee absenteeism, and higher job satisfaction. This quantitative study examined the relationship among psychological capital, job satisfaction, and organizational commitment through a sample of managers in the Saudi Arabian oil and petrochemical industries.     

Organizational innovations,human resources and firm performance: The Emilia-Romagna food sector

This paper studies the relationship between organizational innovation, industrial relations and economic performance at the firm level. It adopts an applied perspective by means of a comprehensive survey on a specific industrial sector, the food industry, with the aim of investigating: (i) the degree of organizational innovation and the diffusion of HRM practices; (ii) the relevance of the interaction between unions and top management in the process of decision-making at an operative, organizational and strategic level; (iii) the relations between the intensity of organizational innovation and the quality of industrial relations; (iv) the effects of organizational changes on firm performance.The focus is on firms with bargaining activity at establishment level where worker committees exist. The dataset is derived from a structured questionnaire submitted to union members concerning structural data on firms and local productive units, production flexibility, organizational models, compensation systems, industrial relations and firm performance.The quantitative analysis highlights the following critical elements.First, the firm governance seems characterized by a strong relevance of industrial relations, in terms of “good quality atmosphere” and “involvement of worker representatives and employees”: their action proves to be a stimulus to organizational changes. The set of industrial relations variables does emerge as a significant factor explaining firm innovation intensity.Second, although we cannot ascertain the causal link given the cross-sectional nature of data, firm performance and organizational innovations arise as two elements which are strictly and positively related to each other.Third, the evidence points out that good industrial relations are important as far as the firm performance is concerned; nevertheless their role is mediated by their effects on organizational changes rather than having a direct impact on performance.     

Union and nonunion wages at the firm level: A combined institutional and econometric analysis

This paper presents an analysis of union-nonunion wage differences at the intrafirm level. At this level of analysis, modeling of the union effect can be informed by a historical overview of the organizational context of unionization, which is not as feasible at other levels of analysis. The findings suggest that a simultaneous equation (2-stage) model, in which union status is treated as an endogenous variable, is not appropriate in this case. Moreover, OLS estimations of the union effect on wages from a one-stage model in which union status is exogenous is found to be efficient and unbiased. The study suggests that combining institutional details of the organizational context with econometric analysis facilitates a better understanding of not only the magnitude of wage differences but also of how the differences may be interpreted in the context of industrial relations.     

Roads and roadblocks to dual commitment: Similar and dissimilar antecedents of union and company commitment

Dual commitment received wide attention during the 1950s and, after a waning of interest during the 1960s and 1970s, interest has grown anew. In this study of dual commitment we used a model of investment and returns, applied referent theory to it, and grounded the investigation in an industrial relations context at an airline carrier in order to examine both company and union commitment. We found that wages were a positive income elastic good with respect to company commitment, but they were a negative good with respect to union commitment. Information obtained from the firm or the union also resulted in divergencies in the commitments. External labor market variables were unrelated to union commitment, but they were related to company commitment. Finally, job influence and perceptions concerning a labor-management program were positive predictors of the two commitments; as such, they have implications for the way firms and unions may want to build dual commitment. We thank Peter Cappelli, Fritz Drasgow, Peter Feuille, Greg Oldham, Lawrence T. Pinfield, and Dean Tjosvold for helpful comments.     

Employees’ prosocial behavioral intentions through empowerment in CSR decision-making

This study theorizes and empirically tests a conceptual framework to understand how a company can better motivate its employees to carry out persistent prosocial behavior and develop positive organization-employee relationships through corporate social responsibility (CSR) involvement. A managerial approach, employee participative decision making in CSR, is examined for its impact on the prosocial behavioral outcome among employees and the relational outcome for the organization. Furthermore, a psychological mechanism that emphasizes employees’ perceived need satisfaction is examined as the underlying explanation that drives the effectiveness of the managerial approach. The study results support that empowering employees to co-construct CSR decisions with top management is effective in satisfying employees’ basic psychological needs for autonomy, competence, and relatedness. This in turn increases the employees’ intention to maintain long-lasting involvement in CSR and improves their relationships with the company. This study provides important implications for public relations professionals and organizational leaders on how to improve their internal CSR communication and involvement practice and cultivate desirable organization-employee relationships.     

“IF YOU SIT AND CRY NO ONE WILL HELP YOU”: Understanding Perceptions of Worthiness and Social Support Relations among Low‐Income Women under a Neoliberal Discourse

Drawing on Wax's concept of “condition reciprocity,” this study draws on data from 35 in‐depth interviews to examine how low‐income women in Israel frame their reliance on personal networks for survival. Findings reveal that women used a similar rationale focusing on productivity with respect to their interpersonal relations. Consistent with the neoliberal principle of market citizenship, most women perceived themselves as worthy of support from personal networks based on their work commitment. By contrast, women who could not rely on a current, past, or future definition of productivity did not consider themselves as deserving support and experienced extreme social isolation.     

Exploring the Connection Between Organizational Identity and Public Relations Behaviors: How Symmetry Trumps Conservation in Engendering Organizational Identification

One way for organizations to survive in the increasingly complex and competitive world may be to maintain or “conserve” a strong organizational identity, which often is expressed in organizational mission statements. Framed by literature in business communication, university development, and public relations behaviors (formerly public relations models), this article explores how organizations may use public relations behaviors to create, maintain, and strengthen their identities. Findings indicated that, in the effort to engender stakeholder identification with their organizations, public relations practitioners are better served attempting to do so using symmetrical communication, as opposed to conserving communication.     

Non‐job work/unpaid caring: Gendered industrial relations in long‐term care

This article explores the operation of gender and industrial relations in long‐term care work or nursing home work, ‘from within’ the experience of the predominantly female workforce in seven unionized facilities in Canada. Drawing on qualitative case study data in non‐profit facilities, the article argues that the main industrial relations challenges facing long‐term care workers are that their workplace priorities do not fit within existing, gendered, industrial relations processes and institutions. This article starts from the experience of women and threads this experience through other layers of social organization such as: global and local policy directions including austerity, New Public Management, and social and healthcare funding; industrial relations mechanisms and policy; and workers’ formal [union] and informal efforts to represent their interests in the workplace. The strongest themes in the reported experience of the women include: manufacturing conditions for unpaid work; increasing management and state dependence on unpaid care work; fostering loose boundaries; and limiting respect and autonomy as aspects of care work. The article extends the feminist political economy by analysing the links between the policies noted above and frontline care work. Building on gendered organizational theory the article also introduces the concept of non‐job work and suggests a fourth industrial relations institution, namely the needs and gendered expectations of residents, families and workers themselves, operating within the liminal spaces in care work.     

Variables related to patterns of union Stewards’ commitment

This article examines whether the union and employer commitment of stewards can be predicted by the same antecedent factors and whether any o f those factors are related to dual or unilateral commitment. It modifies a conceptual framework of organizational commitment to recognize the presence of a union and then applies that framework to both union and employer commitment. The analysis found that the predictors of union and employer commitment were mostly different, and structural characteristics of the union, employer, and work significantly differentiated between stewards with high and low dual commitment and between standards with high and low unilateral commitment.     

When “citizenship is indispensable to the practice of a profession”: Citizenship Requirements for Entry to Practise Professions in Canada

This paper explores citizenship requirements for entry to practice regulated professions historically in four Canadian provinces. It reviews how common citizenship restrictions have been in Canadian professions, when and where they were implemented, and what rationales were provided for these restrictions. Findings provide support for both Weberian social closure theory which sees such restrictions as the product of professional lobbying, and state‐centred explanations which hold that states regulate professions to facilitate governance. Many citizenship restrictions were historically implemented by state actors. The decline of citizenship restrictions reflects not only changing social attitudes, but changes in state‐profession relations in Canada.     

The Effect of Attitudinal and Behavioral Commitment on the Internal Assessment of Organizational Effectiveness: A Multilevel Analysis

Using a multilevel analysis including 207 volunteers and paid workers nested within 51 nonprofit organizations (NPOs), this study examines the effect of individual and group attitudinal and behavioral commitment on their assessment of organizational effectiveness. Drawing on classical attitude theories, our results indicate that individuals with higher affective organizational commitment tend to assess their NPO’s effectiveness higher, while individuals staying because of the lack of alternatives assess it lower. However, in line with behavioral commitment theories, both relationships are mediated by the effect of teamwork behavioral commitment. We also found a negative effect of normative attitudinal commitment partially nested at the group level. Overall, our results suggest that encouraging volunteers and paid workers to participate in concrete teamwork behaviors on a daily basis constitutes a twofold benefit: it adds to the effect of affective attitudinal commitment at the individual level, while counter balancing the negative effects related to normative individual and collective resistances.     

Unpack the relational and behavioral outcomes of internal CSR: Highlighting dialogic communication and managerial facilitation

This study examines how corporate social responsibility (CSR) communication and management contributes to internal public relationship building and employees’ megaphoning behaviors. Specifically, it investigates how organization-public dialogic communication (OPDC) about CSR and organizational leaders’ facilitation behaviors for employees’ CSR engagement influence employees’ perceptions of two distinct types of organization-public relationships: communal and exchange relationships. Structural equation modeling results of 660 online survey responses suggest that OPDC has a positive association with communal relationships and negative association with exchange relationships. Facilitation behavior positively contributes to exchange relationships. Both communal and exchange relationships are positively associated with employees’ positive megaphoning. Yet, negative megaphoning is negatively linked with communal relationships and positively linked with exchange relationships. This study contributes to the growing body of literature on internal CSR communication and management. More importantly, it uncovers the nuanced effects of CSR on employee-organization communal and exchange relationship building.     

Socio-political control in urban China: changes and crisis

This paper examines urban China's socio-political control crisis under the impact of economic reforms as an epitome of a more general social crisis. The traditional urban institutional form of socio-political control in the People's Republic of China (PRC), the work unit form of control, is a variant of age-old forms. The latter's reproduction in variant form in the former was premised upon the fact that the PRC's industrialization was carried out by a peasant-based party creating a new working class of rural migrants engaged in non-market production and exchange. The persistence of non-market economic relations ensured this form of control's continued reproduction. Post-1978 market-oriented reforms have undermined this form. As the emergence of new forms has been slow, a socio-political control crisis has arisen, at a time when millions of urban employees are being thrown out of work. In dealing with the crisis, the official trade union, an organic constituent institution of the work unit form of control, plays a prominent part, in being given the tasks of sustaining this decaying form, and preventing and defusing potential social explosion. Yet, the very economic reform programme that has undermined the work unit form of control, is also gravely weakening the union.     

A relational approach to social impact: Moving beyond instrumental and consumer approaches

Social impact can be understood as the real or perceived, intended or unintended, relational and agentic consequences that emerge from organizational decisions or actions for individuals, communities, and societies. Inherent here is the recognition that social impact aligns with consequences, whether it be on individuals, communities, and societies, and that these consequences stem from organizational decisions and behaviors. Drawing on wider social impact scholarship, this paper identifies two approaches—instrumental and consumer—that have provided lenses on how organizations make decisions about social impact and related consequences, and the level of involvement stakeholders have in these decisions. This paper proposes that the understanding of social impact should evolve to reflect the relational worldview advocated in the public relations discipline, which is one that emphasizes the importance of organizations, individuals, and communities contributing to a fully functioning society. A relational lens shows that social impact can be understood as changes—whether they be intended or unintended, anticipated or unanticipated, positive or negative—in the way people live, experience, sustain, and function within their society, resulting from organizational decisions and consequent behaviors as co-determined by organizations and their stakeholders. The relational approach requires the adoption of a relational perspective on identifying, predicting, evaluating, managing, and reporting on social impact, operationalized via the seven-step Relational Framework of Social Impact conceptualized in this paper. While social impact is a relatively new term in the public relations literature, this paper highlights how public relations scholarship is well placed to enrich the social impact discipline due its emphasis on fostering a fully functioning society.     

Diversity Issues and Public Relations

Perceptions of diversity issues and implications for public relations were explored within the theoretical framework of organizational culture and requisite variety. Qualitative interviews with 28 practitioners and 5 executives revealed a continuum that ranged from organizations with no commitment to those with a fully integrated diversity strategy. Examples of effective diversity management illustrated the connection between diversity and the strategic management of public relations. We discuss the findings in relation to diversity integration and propose that a final stage not mentioned by participants--diversity as social responsibility--may represent the juncture where public relations and diversity are linked most meaningfully.     

More than the Sum of Its Parts: Cooperation and Mutual Commitment in Multi‐Issue Congregation‐Based Community Organizing

Congregation‐based community organizing (CBCO) federations play an important role in uniting a diverse array of religious congregations and community‐based organizations in movements for social justice at the neighborhood, regional, state, and national levels. Metropolitan‐level CBCO federations provide a novel and noteworthy example of meso‐mobilization contexts as described in the social movement literature in that many such federations engage in multiple concurrent issue campaigns. This study examines collaboration among organizational members of Communities Creating Opportunity, a CBCO federation based in Kansas City, Missouri. Qualitative interviews with organizers, clergy, and lay‐leaders, together with an analysis of organizational records, reveal a cooperative structure of interorganizational relations built upon specific organizing activities, roles, and relations. These activities, roles, and relations are in turn conditioned on each member organization's own level of connection to a particular organizing issue. Findings suggest that this innovative form of cooperative relational structure affords multi‐issue federations an enhanced capacity to mobilize voluntary labor resources and turn‐out at public events relative to single issue organizing.     

Antezedentien und Konsequenzen freiwilligen Arbeitsengagements

A literature review on the antecedents and consequences of organizational citizenship behavior (OCB) is given. OCB is defined as individual discretionary behavior, that fosters the productivity of organizations but is not formally required. Research has shown positive relationships between OCB and job satisfaction, fairness perceptions, organizational commitment and leadership behavior. There is also evidence that the outcome of performance appraisals reflect to a certain degree the extent to which employees demonstrate OCB and that OCB improves organizational performance.     

Breach of Psychological Contract and Organizational Citizenship Behaviors in Volunteerism: The Mediator Role of Affect and the Moderation of Volunteers’ Age

The breach of psychological contract is the perception by the members of an organization that it has reneged on promises made when they began their relationship with it. This perception generates intense negative emotions and is an effective predictor of future behavior in the work setting. In this investigation, we explore the relations between breach of contract and organizational citizenship behaviors (OCBs) in volunteers. We also explore the mediator role of negative affect in the relationship between breach and citizenship behaviors and the moderator role of age. This study was carried out using a two-wave design, with 419 socio-assistential volunteers. The results support a direct effect of breach of contract on OCB and an indirect effect of breach through negative affect. Moreover, age moderates the relation between breach of psychological contract and negative affect. Lastly, the conditional effect of breach of contract on negative affect is greater in younger volunteers but loses its power in older volunteers. The implications are discussed in order to comprehend volunteers’ activity and design interventions.