The Kenexa Research Institute Investigates What Organizational Characteristics Support a Non-Union Environment
Early Intervention Is Key to Avoiding Unionization
| Source: Kenexa
WAYNE, PA--(Marketwire - August 6, 2008) - Research conducted by the Kenexa Research Institute
(KRI) found that workers who are not in a union, but favor one, differ in
profound ways from those who would rather not join. This study revealed the
key differentiators between these two groups, indicating where
organizations can intervene in order to avoid third party involvement.
As expected, pay, health benefits and overall job and company satisfaction
played a role. Workers who wanted to join a union rated their organization
lower in safety awareness. Additionally, a strong theme of senior
leadership trust emerged, including a trust in senior management's
abilities, a belief in their honesty and an environment that supports
ethical behavior.
Pro-union employees feel less optimistic about their future with the
organization, including the availability of career opportunities. They also
had lower scores in items that related to the extent in which the
organization demonstrates responsibility and caring for employees,
including support for work-life balance and reasonable stress levels.
Employees not interested in unionization also feel that they are listened
to by their managers and have an opportunity and the autonomy to try new
things. Corporate social responsibility efforts also affect unionization --
employees who would not join a union reported that their organization made
an effort to support the community.
Fairness was a strong theme in the data; employees not interested in
unionization report higher levels of managerial fairness and pay equity.
Fairness transcended to a group level as well; pro-union employees rate
their organizations lower in equal opportunity initiatives, citing that
some groups are treated unfairly in terms of opportunity for development
and advancement, and to fit in and excel at work.
"Organizations can be pro-active, valuing employees and their input before
there are murmurs of unionization," said Brenda Kowske, research
consultant, Kenexa Research Institute. "Although union talks focus on pay,
benefits, and job security, leaders can create an environment that
satisfies employees' needs in these less tangible areas, which may temper
'us' versus 'them' thinking. With less of a gap between management and
employees, a union contract may not be necessary."
About WorkTrends™
The Kenexa WorkTrends database is a comprehensive normative database of
employee opinions on topics including leadership, employee engagement and
customer orientation. Comparisons are available for workers from Australia,
Brazil, Canada, China, Germany, India, Italy, Japan, Mexico, the
Netherlands, Russia, the United Kingdom and the United States.
About Kenexa
Kenexa (NASDAQ : KNXA )
is a global leader in building the world's greatest workforces using a
combination of software, employee research science and business process
optimization. Kenexa's global solutions include applicant tracking,
onboarding, recruitment process outsourcing, employment branding, skills
and behavioral assessments, structured interviews, performance management,
multi-rater feedback surveys, employee engagement surveys and HR Analytics.
Kenexa is headquartered in Wayne, Pa. (outside Philadelphia). Additional
information about Kenexa and its global products and services can be
accessed at www.kenexa.com.