The Consequences of Dual and Unilateral Commitment to the Organisation And Union

Snape, E.; Redman, T.

Abstract

This article examines the pattern and consequences of commitment to organisation and union amongst union members in a UK National Health Service Trust. Those who perceived the industrial relations climate as positive were more likely to be dually committed to both organisation and union. As anticipated, union commitment predicted union citizenship behaviours and intent to quit the union. However, organisational commitment predicted intent to quit the organisation but not organisational citizenship behaviour, which was predicted by union commitment. Findings suggest that those with a unilateral commitment to the union are more likely than the dually committed to engage in citizenship behaviours aimed at helping fellow members and colleagues, perhaps because they feel unconstrained by any strong loyalty to the organisation.

Citation

Snape, E., & Redman, T. (2016). The Consequences of Dual and Unilateral Commitment to the Organisation And Union. Human Resource Management Journal, 26(1), 63-83. https://doi.org/10.1111/1748-8583.12093

• Journal Article Type: Article
• Acceptance Date: Nov 18, 2015
• Online Publication Date: Jan 28, 2016
• Publication Date: Jan 28, 2016
• Deposit Date: Nov 20, 2015
• Publicly Available Date: Jan 28, 2018
• Journal: Human Resource Management Journal
• Print ISSN: 0954-5395
• Electronic ISSN: 1748-8583
• Publisher: Wiley
• Peer Reviewed: Peer Reviewed
• Volume: 26
• Issue: 1
• Pages: 63-83
• DOI: https://doi.org/10.1111/1748-8583.12093
• Keywords: Dual commitment, Union commitment, Organisational commitment, Union citizenship behaviour, Organisational citizenship behaviour.
• Public URL: https://durham-repository.worktribe.com/output/1395410