The growth of white-collar unionism /

Includes bibliographical footnotes and index.

The author bases the conclusions presented in this study on analysis of published data and results of responses to questionnaires and personal interviews. Employee sex, social origin, age, job status, and amount of economic security are rejected as having no significant influence on white-collar
union growth. Also rejected are the amount of mechanization and automation, opportunities for promotion, and proximity to unionized manual workers. Union organizational activities are found to be insignificant. Mr. Bain concludes that "growth of aggregate white-collar unionism in Britain can be adequately
explained by three strategic variables" : (1) Employment Concentration: In a large organization, rules apply to employees as members of a group; the most effective way to favorably
influence those rules is seen as being through collective bargaining. (2) Union Recognition by Management: Within
the private sector, white-collar unionization is greater where employer policies and practices more favorable to unions have been most in evidence. In the public sector, employers have agreed to negotiate with unions, and most managements
have "actively encouraged" their employees to join unions. As a result, over 80 percent of public employees are union members. Most private employers do not recognize white-collar unions,
and many discourage their white-collar employees from joining. This is seen as an explanation for the low 10-percent unionization of employees in the private sector. (3) Government Action: "Most white-collar recognition in private industry has come about, directly or indirectly, as a result of Government
policies and the favorable climate they created for trade unionism." However, the Government has given no more than "normal support to the principle of trade union recognition."

rpm 27/03/2018

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