The study examined the relationship between activities of trade unions and management of tertiary institutions in a bid to provide empirical solution to the lingering industrial actions by the staff unions in various tertiary institutions in Nigeria. The population comprises all tertiary institutions in Ekiti State, Nigeria. Four hundred and fifty…

We examine whether working conditions in charter schools and traditional public schools lead to different levels of job satisfaction among teachers. We distinguish among charter schools managed by for-profit education management organizations (EMOs) and non-profit charter management organizations (CMOs) and stand-alone charter schools. We…

Academic work has become increasingly fragmented. The horizontal fragmentation of the profession into disciplinary tribes has been accompanied by the increasing participation of student affairs and educational development professionals located outside the academic units but are actively engaged in academic work, such as supporting teaching and…

Charter schools see as many as one in four teachers leave annually, and recent evidence attributes much of this turnover to provisions affected by collective bargaining processes and state laws such as salary, benefits, job security, and working hours. There have been many recent efforts to improve teacher voice in charter schools (Kahlenberg…

The principle of decent work was first espoused in the 1948 Universal Declaration of Human Rights. Since 1999 the International Labour Organisation has operated according to a Decent Work Agenda and in recent times the movement towards the provision of decent work as a means of improving the quality of life has gathered momentum. Decent work is…

Plainly, part-time/adjunct faculty members now play a vital role in educating the nation's college students. Even so, the data and research on part-time/adjunct faculty members have tended to be pretty spotty. This survey, conducted by Hart Research Associates on behalf of the American Federation of Teachers, is one of the first nationwide…

Data from 1980 and 1986 on union members and nonmembers in three workplaces where membership was not required and working conditions were similar found that union membership did not decrease job satisfaction or increase intention to quit. Previous studies with the opposite results compared unionized and nonunionized work environments. (SK)

The dominant theoretical perspective suggests that unions reduce job satisfaction by making workers more critical of the workplace and more willing to complain. However, unions reduce wage inequality and increase worker control and commitment. A survey of 978 workers shows that unionization has a positive effect on job satisfaction. (JOW)

Hazardous working conditions erode job satisfaction, say increasing numbers of workers. Especially threatened is the inexperienced employee, who is the most likely to be injured on the job but least willing to bring potential dangers to the attention of management. (CT)

A 1979 study of 200 randomly chosen teachers in grades K-12 in southeastern Michigan revealed that the teachers are less satisfied with the quality of their worklives, more fearful of losing their jobs, and more likely to experience problems with their jobs than are U.S. workers nationwide. (Author/WD)

The history of the work environment and efforts to humanize it are related. Motivations for humanizing are discussed: worker welfare and the belief that worker satisfaction improves worker productivity. Efforts to increase humanization, such as legislation and efforts by labor unions, are also discussed. (CT)

Investigates railroad union members strong preferences for collective bargaining in dealing with traditional union concerns and joint union-management efforts when quality of worklife issues are involved. Attitudinal measures were generally found to be more important in explaining members' preferences than demographic or union participation…

Four case studies are analyzed to demonstrate how situational and role constraints in organizations make nonparticipation the most practical adjustment for workers. Organizational settings are viewed as socializing contexts that teach workers what is expected, valued, and actually pays off. The implications of this view for other forms of worker…