The effects of gainsharing on grievance rates and absenteeism over time

Article Abstract:

We sought to better understand the long-term impact of gainsharing by analyzing longitudinal changes in two key indicators of workplace union-management relations: grievance rates and employee absenteeism. Using a seven and one-half year longitudinal data set and an interrupted time series design, we found that the introduction of a Scanlon-type gainsharing plan was followed by a gradual and permanent decline in both of these indicators. These results provide strong quantitative evidence for the ability of gainsharing to transform existing labor-management relations. Using qualitative data, we consider the relationship between labor relations outcomes and other plant-level performance improvements following the introduction of gainsharing in this case. (Reprinted by permission of the publisher.)

Research, Worker absenteeism, Absenteeism (Labor), Gain sharing

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Union and management policy influences on grievance initiation

Article Abstract:

A general model is proposed of management and union policy influences on grievance initiation, and hypotheses derived from the model were examined and evaluated. Formal grievance rates were associated with disciplinary standards for employees, union grievance policies, and union rivalry. However, these results do not agree with commonly held reasons for grievance.

Models, Human resource management, Social policy, Labor unions

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