Sendikaya bağlılığın çatışmacı ve uzlaşmacı endüstriyel ilişkiler iklimlerindeki öncülleri ve sonuçları

This study examined the role of social context--adversarial vs. cooperative industrialrelations climates (IRC)--on a model of antecedents and consequences of unioncommitment. Using social information processing approach, job satisfaction,organizational commitment, pro-union attitudes, union socialization, subjective norms,and past participation were hypothesized to have differential direct or mediatedrelationships with union commitment across adversarial and cooperative climates. Incontrast, using need satisfaction models, the relationships of union instrumentality andsteward responsiveness with union commitment were hypothesized to be similar acrossdifferent climates. Finally, union commitment was hypothesized to be related towillingness to work for the union and propensity to strike, the latter showing differencesaccording to industrial relations climates. Participants were 527 unionized workersemployed in 32 private sector organizations in metal and textile industries and organizedby four unions from two confederations. Industrial relations climates wereoperationalized at the organizational as well as at the union confederation level. First,consistent with their respective histories, industrial relations climate at the Türk- şConfederation is considered as cooperative whereas in Disk Confederation, it isconsidered as adversarial. Second, at the organizational level, a scale was utilized tocategorize the IRC of different organizations as adversarial or cooperative. As expected,results revealed that steward responsiveness is positively related to union commitmentregardless of the climate, the magnitude of the indirect effect of subjective norms tounion commitment through pro-union attitudes is higher for adversarial climates/Disk andorganizational commitment is negatively related to propensity to strike in cooperativeclimates/ Türk- ş while they are unrelated in adversarial climates/ Disk. Some of thehypotheses were supported in only one of the operationalizations of IRC: The magnitudeof the effect of pro-union attitudes to union commitment was stronger in Disk;organizational commitment is positively related to union commitment in adversarialclimates, but not related in cooperative climates. Findings are discussed for theirimplications for attitude theory and practice in industrial relations.Keywords: Union Commitment, Industrial Relations Climate, Disk, Türk- ş