Human Resource Management Practices and Worker Desires for Union Representation JACK FIORITO* Florida State University, Tallahassee, FL 32306 I. Introduction A host of factors have been cited in efforts to explain union decline in the U.S. and elsewhere. Principal suspects in this "whodunnit" have included structural changes in the economy, changes in worker attitudes or values, government provision of benefits once obtained largely from unions, internal union problems, and union suppression and union substitution by employers (Fiorito and Maranto, 1987; Lipset and Katchanovski, 2001). All of these suspects have probably played at least some role in union decline, although there is often substantial disagreement about their relative importance. I focus on the union substitution effects of employers' HR practices. Both union suppression and union substitution effects may stem from employer opposition to unions, although practices that have union substitution effects can also be motivated by efficiency and other factors unrelated to unionization. On the one hand, union sup- pression refers to direct attacks on symptoms of "unionism" (pro-union attitudes, inten- tions, or actions) among workers. Firing a suspected union supporter would be a quintessential illustration. On the other hand, union substitution refers to the effects that positive employer practices,
Journal of Labor Research – Springer Journals
Published: Jul 27, 2001
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