Accounting for geographical variance in the union satisfaction gap

Alex Bryson,Rhys Davies

doi:10.1111/irj.12243

Alex Bryson, Rhys Davies

Open Access

https://doi.org/10.1111/irj.12243

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Abstract

AbstractEvidence of spatial variance in the relationship between trade union membership and job satisfaction is limited. Using three nationally representative data sets, we examine lower levels of satisfaction among union members and considers how this relationship varies geographically across the nations and regions of Great Britain. The analysis demonstrates that the union satisfaction gap can largely be accounted for by relative characteristics of union members and the jobs that they hold. However, there is evidence of geographical variance. The union satisfaction gap is generally found to be highest within Scotland and North of England. Despite high levels of union membership, evidence of a union satisfaction gap in Wales is relatively weak. These differences relate to differences in the perceptions of industrial relations among employees across these areas, which appear to be related to geographical variance in worker heterogeneity.

Highlights

Satisfaction with work has become a popular topic with government keen to measure well-being not just in terms of economic outcomes (ONS, 2016)
This is confirmed in an analysis of the SCELI survey of six British labour markets by Bender and Sloane (1998), who reveal that after accounting for endogeneity between union status and job satisfaction, the union satisfaction gap disappears upon controlling for the poorer relations between employers and employees that are perceived by union members
Based upon an index of relative job satisfaction presented in italics, Table 1 confirms that union members generally report lower levels of job satisfaction than non-members do across each of the surveys

Summary

INTRODUCTION

Satisfaction with work has become a popular topic with government keen to measure well-being not just in terms of economic outcomes (ONS, 2016). Given the value that workers place on good relationships at the workplace (Freeman and Rogers, 1999), the adversarial nature of collective bargaining that is inherent within the exit voice model will be expected to contribute to lower levels of job satisfaction among unionised workers (Hammer and Avgar, 2005) This is confirmed in an analysis of the SCELI survey of six British labour markets by Bender and Sloane (1998), who reveal that after accounting for endogeneity between union status and job satisfaction, the union satisfaction gap disappears upon controlling for the poorer relations between employers and employees that are perceived by union members. We hypothesise that estimates of the union satisfaction gap may be expected to be greater to those areas characterised by poorer climates of industrial relations and that conditioning for employment relations will make a greater contribution to our understanding of the satisfaction gap in these areas

DATA AND METHODS

Descriptive analysis

Multivariate analysis

Employment relations and individual fixed effects

CONCLUSIONS

Basic Model