ABSTRACT
This chapter discusses the research findings in light of theoretical and empirical models of job satisfaction, turnover, and absenteeism. The purpose of unions is to further the economic interests of their members by negotiating on their behalf over terms and conditions of employment. If unions, through narrow job classifications and restrictive work rules, limit union workers’ full use of their skills and abilities, and offer few opportunities for challenge, achievement, autonomy, and promotions, job satisfaction suffers. Turnover theory and research have shown that quitting is not an obvious response to lack of job satisfaction. Job satisfaction was significantly lower among the Japanese workers, while organizational commitment levels were similar. There were significant negative union effects on both job satisfaction and organizational commitment in the US sample. Different forms of withdrawing from work, such as tardiness, absenteeism, retirement, and quitting are forms of adaptation.
