o see their organizations as better places to work compared to other organizations than do non-unionized workers
The survey results in their entirety support the hypothesis that unions can and do increase the level of job satisfaction in an organization. Further, more in depth study is required to make any strong conclusions. Nonetheless, there is support for using management methods of employers with unionized labor forces as a model for improving employee satisfaction.
This study will attempt to show that trade unions provide elements of employee satisfaction that management would not be willing to implement on their own. Employee satisfaction should depend, at least in part, on work organization and management philosophy. There is no question that employees will be happier working in clean, safe environments; if they are given some say in decisions that concern them; if benefit packages are adequate; and if they are treated with respect. All of these elements are sought by trade unions in collective bargaining agreements and union contracts on behalf of their members. Thus, unionized employees should tend to feel higher levels of satisfaction with their jobs. The survey results below support that hypothesis and build at least a foundation for the idea that unionized shops be used as a model for management even by employers with no union presence in their labor force.
The survey used for this study was a self-administered questionnaire consisting of 12 questions asking respondents to rank their employers on various factors of job satisfaction. An area for any comments was also included. The total survey took approximately three minutes to complete. The survey was distributed through management, and included a postage paid envelope, addressed to the surveyor. This was done in order to assure confidentiality of the response, and to allow respondents the opportunity to complete the survey off-premises at their convenien...