What causes faculty to vote for collective bargaining? Undoubtedly, there is no single answer. A common factor reported by many institutions is some faculty dissatisfaction with compensation, course loads, governance systems, and job security. Another answer, proposed by Ladd and Lipset, is that the rapid growth of collective bargaining in higher education in the past few years "should be seen as the extension to the level of university governance and faculty life of the powerful trends toward equalization and away from elitism . . . since the mid-sixties." But two more factors are important: the existence of state and federal laws establishing the right of faculty to call for collective negotiation, and the presence of at least one organization on campus to marshall the faculty in support of this action. The decision for a university to embark on collective bargaining is irreversible. It increases the likelihood that extra-university agencies will affect university decisions, and new roles are defined for administrators. There may, however, be several benefits: at least momentary peace among young, vocal, untenured faculty; increased administration credibility; and better decisionmaking about resource allocation. The factor of administrator unions also raises new questions about the administration's role. A new book, "Collective Bargaining Comes to the Campus" by Robert K. Carr and Daniel K. VanEyck, is reviewed. (Author/MSE)