Documents Sverke, Magnus 21 results

"The present study investigates to what extent main and interactive effects of overall organizational justice and job characteristics shape employees' work attitudes (organizational commitment, intention to stay) and health (mental health, somatic health) cross-sectionally and after a period of one year. Questionnaire data from 429 Swedish accountants show that generally both organizational justice and job characteristics had main effects on all outcomes at both time points. Interactions between organizational justice and job characteristics were found for every job characteristic studied (demand, control, support), for both time points but mainly for intention to stay and somatic health. The results show that perceptions of organizational justice and job characteristics can have additive and multiplicative synergetic effects for work attitudes and employee health. "

"Although union mergers have occurred since the earliest stages of unionization, few attempts have been made to uncover the psychological effects of merger on member attitudes and behaviour. The literature suggests that the intended results of a merger (e.g. economies of scale, reduced jurisdictional disputes) can be accompanied by unintended consequences, such as lowered degrees of union commitment and membership participation. This study examined the effects of a union merger on members' attitudes and participation in union activity using questionnaires. Baseline data from two merging unions and a comparison union were collected a year prior to the merger, and longitudinal follow-up surveys were administered twice. The results suggest that membership commitment, satisfaction and participation do not necessarily have to be sacrificed for the bene.t of building larger, more stable and powerful unions through mergers."

"Within most nations there has been growing evidence of a shift from ‘traditional' or ongoing employment contracts to arrangements which are more ‘fixed-term' or ‘contingent' in structure. The growth of contingent employment arrangements raises questions concerning the applicability of existing theories of individual behaviour (e.g. satisfaction, motivation, etc.). Utilizing ‘employment commitment' as an illustrative example, this article examines potential limitations in the applicability of commitment theory to different forms of contingent employment contracts. It also addresses some implications for union representation in contingent work arrangements."

"Using data from three European countries (Sweden, Italy and the Netherlands), this study compares full-time and part-time as well as permanent and temporary employed trade union members on several union attitudes (commitment, support, trust, instrumentality and satisfaction) and union turnover intention. It was hypothesized that union attitudes would be less positive, and union turnover intentions would be higher among atypically employed members (part-timers and temporary workers). However, only few differences between full-timers and part-timers and between permanent and temporary workers were found, and the differences that did emerge were not consistent across samples. Moreover, the results revealed no differences between traditional and atypical workers in union turnover intention. In view of these findings, the authors discuss some of the practical and research implications."

"Although job insecurity has received growing recognition in connection with the transformation of working life, little is known about how unionization affects its consequences. This study addresses how unionized workers cope with job insecurity and examines the extent to which they respond with reactions of exit, voice and loyalty. Of special interest is whether such reactions tend to affect primarily the employer or the union. Survey data from four European countries (Belgium, Italy, the Netherlands and Sweden) suggest that job insecurity is primarily related to exit and loyalty reactions, but not to voice. The results replicate previous findings of adverse effects of job insecurity on organizational loyalty and employees' propensity to turnover from the job. Although the findings were less consistent across countries with respect to union-related outcomes, the study suggests that job insecurity may lead to reduced union loyalty and withdrawal from union membership."