Union commitment and participation in the Chinese context
(2006)
Journal Article
Chan, A., Tong-quing, F., Redman, T., & Snape, E. (2006). Union commitment and participation in the Chinese context. Industrial Relations, 45(3), 485-490. https://doi.org/10.1111/j.1468-232x.2006.00435.x
Professor Edward Snape's Outputs (32)
Industrial relations climate and staff attitudes in the fire service: A case of union renewal? (2006)
Journal Article
Redman, T., & Snape, E. (2006). Industrial relations climate and staff attitudes in the fire service: A case of union renewal?. Employee Relations, 28(1), 26-45. https://doi.org/10.1108/01425450610633046
Exchange ideology and the member-union relationships: an evaluation of moderation effects (2005)
Journal Article
Redman, T., & Snape, E. (2005). Exchange ideology and the member-union relationships: an evaluation of moderation effects. Journal of Applied Psychology, 90(4), 765-773. https://doi.org/10.1037/0021-9010.90.4.765Based on studies of unionized nurses and water workers in the United Kingdom, perceived union support was associated with union commitment, union citizenship behaviors, and intent to quit union membership and switch unions. Instrumentality was less s... Read More about Exchange ideology and the member-union relationships: an evaluation of moderation effects.
Unpacking commitment: multiple loyalties and employee behaviour (2005)
Journal Article
Redman, T., & Snape, E. (2005). Unpacking commitment: multiple loyalties and employee behaviour. Journal of Management Studies, 42(2), 301-328. https://doi.org/10.1111/j.1467-6486.2005.00498.xWe present findings from three UK studies on the nature and consequences of employees' multiple commitments in the workplace, with samples drawn from private manufacturing, private services and the public sector. Co-workers, the union, the union repr... Read More about Unpacking commitment: multiple loyalties and employee behaviour.
In search of sustained competitive advantage: The impact of organisational culture and human resource management practices on firm performance. (2004)
Journal Article
Chan, L., Shaffer, M., & Snape, E. (2004). In search of sustained competitive advantage: The impact of organisational culture and human resource management practices on firm performance. The International Journal of Human Resource Management, 15(1), 17-35. https://doi.org/10.1080/0958519032000157320
Union Commitment and Participation Amongst Hong Kong Firefighters: A Development of an Integrative Model. (2004)
Journal Article
Chan, A., Snape, E., & Redman, T. (2004). Union Commitment and Participation Amongst Hong Kong Firefighters: A Development of an Integrative Model. The International Journal of Human Resource Management, 15(3), 533-548. https://doi.org/10.1080/0958519042000181241
Exchange or covenant? The nature of the member-union relationship (2004)
Journal Article
Snape, E., & Redman, T. (2004). Exchange or covenant? The nature of the member-union relationship. Industrial Relations, 43(4), 855-873. https://doi.org/10.1111/j.0019-8676.2004.00365.xDrawing on a study of members of the U.K. National Union of Teachers, this article considers the extent to which economic exchange, social exchange, and covenantal considerations underpin union members' willingness to continue membership and to parti... Read More about Exchange or covenant? The nature of the member-union relationship.
Kindling activism? Union commitment and participation in the UK fire service (2004)
Journal Article
Redman, T., & Snape, E. (2004). Kindling activism? Union commitment and participation in the UK fire service. Human Relations, 57(7), 845-869. https://doi.org/10.1177/0018726704045768Using survey data from a UK fire service, this article examines the antecedents of members’ intent to participate in their union. The authors identify three dimensions of intent to participate – in rankandfile activities, in militant activitiesand in... Read More about Kindling activism? Union commitment and participation in the UK fire service.
Too old or too young? The impact of perceived age discrimination (2003)
Journal Article
Snape, E., & Redman, T. (2003). Too old or too young? The impact of perceived age discrimination. Human Resource Management Journal, 13(1), 78-89. https://doi.org/10.1111/j.1748-8583.2003.tb00085.xThis article examines the impact on employee attitudes of perceived age discrimination, drawing on a study of a local authority. Survey respondents report that discrimination on the grounds of being ‘too young’ is at least as common as discrimination... Read More about Too old or too young? The impact of perceived age discrimination.
An evaluation of a three-component model of occupational commitment: dimensionality and consequences among United Kingdom human resource management specialists (2003)
Journal Article
Snape, E., & Redman, T. (2003). An evaluation of a three-component model of occupational commitment: dimensionality and consequences among United Kingdom human resource management specialists. Journal of Applied Psychology, 88(1), 152-159. https://doi.org/10.1037/0021-9010.88.1.152This study evaluated the J. P. Meyer, N. J. Allen, and C. A. Smith (1993) model of occupational commitment using a sample of 678 United Kingdom human resource management specialists. Support was found for the 3-component model, and findings suggest t... Read More about An evaluation of a three-component model of occupational commitment: dimensionality and consequences among United Kingdom human resource management specialists.
Ageism in teaching: stereotypical beliefs and discriminatory attitudes towards the over fifties. (2002)
Journal Article
Redman, T., & Snape, E. (2002). Ageism in teaching: stereotypical beliefs and discriminatory attitudes towards the over fifties. Work, Employment and Society, 16(2), 355-371
Age stereotypes and discriminatory attitudes towards older workers: an East-West comparison. (2001)
Journal Article
Chui, W., Snape, E., Chan, A., & Redman, T. (2001). Age stereotypes and discriminatory attitudes towards older workers: an East-West comparison. Human Relations, 54(5), 629-661