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Abstract
Abstract It has been suggested recently that the number of grievances filed in an organization can be more accurately predicted from individual differences in union stewards rather than from those of employees. This proposition is based on the premise that union stewards face few instrumentalities that operate to reduce consistency between attitude and behavior. This hypothesis was subjected to an empirical test in a large labor union local in the United States. Selected individual differences that may affect the decision to file grievance actions and the grievance-filing behavior of 54 union stewards and 1,249 members whom they represented were analyzed. The hypothesis that greater predictive power in number of grievances would be a function of differences in union stewards, as compared to employees, was strongly supported.
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