Abstract
Labor Union activity still lacks recognition as an ordinary work activity. However, on the one hand, labor union representatives must deal with many tasks (internal and external) that can sometimes be overwhelming. On the other hand, given its vocational nature and the possibility that it offers for the workers themselves to organize their work, the area of trade unionism can be interesting for the study of job crafting and other phenomena associated with well-being, such as burnout or work engagement. Unfortunately, to date, there are no investigations that address these phenomena, especially job crafting in the labor union environment. Therefore, the objective of the present study is to explore the existing relationships between the job crafting of the labor union representatives and their well-being and health. A sample of 78 participants engaged in labor union activity for an average of 12.62 years completed job satisfaction and work engagement measures. The results indicate that job crafting dimensions predicted participants’ job satisfaction and engagement.
Highlights
Until the decade of the 80, trade unions have been almost exclusively focused on protecting labor and socioeconomic rights of workers
Concerning the labor union activity, participants reported that they were engaged in trade union activity for an average of 12.62 years (SD = 7.05)
The evidence supports that the job crafting dimensions of increase of structural and social job resources predict job satisfaction, but challenging job demands is not a predictor and is excluded from the prediction model of job satisfaction
Summary
Until the decade of the 80, trade unions have been almost exclusively focused on protecting labor and socioeconomic rights of workers. In the last decades, the increased competition and globalization of the working world, as well as different organizational factors such as the rise of outsourcing or the employment arrangement, have undermined their traditional agenda Responding to this transformation of the labor market, trade unions have been looking for new ways of securing their restructuring and growth and renewal (Barnes and Markey 2015). Their fundamental issue remains to defend and advance the interests of the workers, unions of many industrialized economies have focused on developing new organizational models based on more horizontal structures which go beyond the workplace to build links with other group communities (Wills 2001). Approaches more appropriate to deal with the problems and needs of union and nonunion workers belonging to community groups traditionally marginalized (e.g., women, ethnic minority workers, or people with disabilities) or to which it is difficult to reach through the traditional union strategies (e.g., workers concentrated in low paid works), but only to solve their issues of economic justice
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