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Unions, Training, Job Dissatisfaction and Quits

Author

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  • Paul Miller
  • Charles Mulvey

Abstract

This paper explores the relationship between unionism and quits. Three channels of influence are investigated: unions-collective voice-quits; unions-training-quits; unions-job dissatisfaction-quits. Estimates of each model, using data from the Australian Longitudinal Survey, indicate that unions reduce the probability of quitting via the training effect by 0.5 percentage points, they reduce the probability of quitting via the collective voice effect by 4 percentage points and they increase the probability of quitting via the job dissatisfaction effect by 1.2 percentage points. The net effect of unions is, therefore, to reduce the probability of quitting by around 3 percentage points.

Suggested Citation

  • Paul Miller & Charles Mulvey, 1994. "Unions, Training, Job Dissatisfaction and Quits," The Economic and Labour Relations Review, , vol. 5(2), pages 121-141, December.
    • Handle: RePEc:sae:ecolab:v:5:y:1994:i:2:p:121-141
    DOI: 10.1177/103530469400500209
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    References listed on IDEAS

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    1. David G. Blanchflower & Richard B. Freeman, 1990. "Going Different Ways: Unionism in the U.S. and Other Advanced O.E.C.D. Countries," NBER Working Papers 3342, National Bureau of Economic Research, Inc.
    2. Joni Hersch & Joe A. Stone, 1990. "Is Union Job Dissatisfaction Real?," Journal of Human Resources, University of Wisconsin Press, vol. 25(4).
    3. Gary S. Becker, 1975. "Human Capital: A Theoretical and Empirical Analysis, with Special Reference to Education, Second Edition," NBER Books, National Bureau of Economic Research, Inc, number beck75-1.
    4. Kochan, Thomas A. & Helfman, David E., 1981. "The effects of collective bargaining on economic and behavioral job outcomes," Working papers 1181-81., Massachusetts Institute of Technology (MIT), Sloan School of Management.
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