Union mediation and adaptation to reciprocal loyalty arrangements

Georgios A Panos, Ioannis Theodossiou

Research output: Working paperDiscussion paper

Abstract

This study assesses the industrial relations application of the “loyalty-exit-voice” proposition. The loyalty concept is linked to reciprocal employer-employee arrangements and examined as a job attribute in a vignette questionnaire distributed to low and medium-skilled employees. The responses provided by employees in three European countries indicate that reciprocal loyalty arrangements, which involve the exchange of higher effort for job security, are one of the most desirable job attributes. This attribute exerts a higher impact on the job evaluations provided by unionised workers, compared to their non-union counterparts. This pattern is robust to a number of methodological considerations. It appears to be an outcome of adaptation to union mediated cooperation. Overall the evidence suggests that the loyalty-job evaluation profiles of unionised workers are receptive to repeated interaction and negative shocks, such as unemployment experience. This is not the case for the non-union workers. Finally, unionised workers appear to “voice” a lower job satisfaction, but exhibit low “exit” intentions, compared to the non-unionised labour.
Original languageEnglish
PublisherCentre for European Labour Market Research
Number of pages55
Publication statusPublished - Feb 2010

Publication series

NameUniversity of Aberdeen Business School Working Paper Series
No.02
Volume2010
ISSN (Print)0143-4543

Keywords

  • trade union
  • loyalty
  • reciprocity
  • adaptation
  • conjoint analysis
  • exit
  • voice

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    Panos, G. A., & Theodossiou, I. (2010). Union mediation and adaptation to reciprocal loyalty arrangements. (University of Aberdeen Business School Working Paper Series; Vol. 2010, No. 02). Centre for European Labour Market Research. http://hdl.handle.net/2164/314