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Unionization has been demonstrated to be associated with greater employee retention, even when unionized employees experience greater amounts of dissatisfaction in the workplace. [11] This is associated with the fact that employees experiencing dissatisfaction will be able to voice their concerns more effectively through the use of the union.
Other benefits include less industrial dispute resulting from better communication in the workplace; improved and inclusive decision-making processes resulting in qualitatively better workplace decisions, decreased stress and increased well-being, an increase in job satisfaction, a reduction in absenteeism and an improved sense of fulfillment ...
Illustration of Industry 4.0, showing the four "industrial revolutions" with a brief English description. Industrial sociology, until recently a crucial research area within the field of sociology of work, examines "the direction and implications of trends in technological change, globalization, labour markets, work organization, managerial practices and employment relations" to "the extent to ...
Collective bargaining consists of the process of negotiation between representatives of a union and employers (generally represented by management, or, in some countries such as Austria, Sweden, Belgium, and the Netherlands, by an employers' organization) in respect of the terms and conditions of employment of employees, such as wages, hours of ...
Industrial relations examines various employment situations, not just ones with a unionized workforce. However, according to Bruce E. Kaufman, "To a large degree, most scholars regard trade unionism, collective bargaining and labour–management relations, and the national labour policy and labour law within which they are embedded, as the core subjects of the field."
'Meeting the needs of employees does not need to result in conflict, even when unionization is involved,' writes Beneficial State Bank CEO Randell Leach.
Counterproductive work behavior (CWB) is defined as "intentional employee behavior that is harmful to the legitimate interests of an organization" (Dalal, 2005). When considering the definitions of OCB and CWB , it seems logical to assume that these constructs are opposites; one harms the organization and the other helps.
Social movement unionism (SMU) is a trend of theory and practice in contemporary trade unionism.Strongly associated with the labour movements of developing countries, social movement unionism is distinct from many other models of trade unionism because it concerns itself with more than organizing workers around workplace issues, pay and terms and conditions.