ABSTRACT
The data analysis in Chapter 7 linked HRM style with commitment to both the organisation and the union. On the basis of these data alone we might conclude that the union benefits from HRM style that emphasises individualism and collectivism because pilots who experienced this style of management were more likely to report belief in unionism. Partnership, as an expression of joint commitment by both management and union to work together for the good of all concerned, surely represents the ideal state for BALPA. Ultimately, however, the viability of partnership depends on the attitudes of union members. The attitude of the membership towards partnership is of critical import, especially if members feel that the union is too weak to represent their interests effectively or to make a difference. As a result, rank-and-file members might withdraw their membership, potentially resulting in the demise of trade unionism in the workplace.
