Predictors of Organizational Commitment and Union Commitment: A Conceptual Study

Abstract

It has often been argued that positive employer practices reduce the need for unionization and thus have served to undercut union support among employees. In other words, organizations that treat their employees well send them a message that we are ready to meet your needs the same way your union does. Conversely, if the employers fail to fulfill their promises, employees would consider these as breaches and dissolve their emotional bonds with them and try to enhance their bonds with the union in anticipation of redressing these breaches. This view has been presented by way of propositions. Synthesizing the literatures of organizational commitment, union commitment, justice, voice and psychological contract, this conceptual paper explores the role of organizational policies in predicting organizational and union commitment, including a moderator variable. In doing so, the paper has been divided into various sections. The first section deals with a literature review of organizational commitment and union commitment. The second section deals with propositions consolidating the above literature. Whether the commitment is unilateral or dual, HR policies should be guided by this study. This would be the final takeaway from this paper.

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