Abstract
When workers organize to bargain collectively, there is an expectation that changes will occur in personnel administration; indeed, a major objective of organization commonly is to modify certain personnel practices. However, other factors may also influence personnel policies and practices. This article reports on a comparative survey of six hundred union and nonunion plants in the Southeast, which was designed to isolate the extent and character of union influence on personnel practice. (Author's abstract courtesy EBSCO.)
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