TY - JOUR
T1 - Union officers' turnaway
T2 - Push, pull, and values in Canada, Italy, and the United States
AU - Frangi, Lorenzo
AU - Signoretti, Andrea
AU - Zhang, Tingting
N1 - We thank the editor, anonymous reviewers, and seminar participants at the University of Sheffield (Centre for Decent Work), University of Warwick (IRRU), University of Illinois at Urbana\u2010Champaign (LER), the 2022 EGOS Sub\u2010Theme \u201CWork and Employment at Multiple Crossroads: Building Better Futures from the Present\u201D in Vienna, Austria, and the 2024 Academy of Management Annual Conference in Chicago for their insightful feedback. We are grateful to David Dub\u00E9, Rachel Faust, L\u00E9a Goldman, and Alex Bolong Ma for their outstanding research assistance. We also gratefully acknowledge the funding support from the Canadian Social Sciences and Humanities Research Council (435\u20102021\u20101138).
PY - 2024
Y1 - 2024
N2 - We compare union officer occupational turnaway in Canada, Italy and the United States. We identify three forces that, in addition to industrial relations institutional settings, shape union officers’ individual decisions on turnaway: push, pull and values. We analysed 101 semi-structured interviews with ex-union officers. To shed light on the diversity of their turnaway, we propose a typology composed of six types, each of which is based on one force or the interplay of two or three. Our findings suggest occupational values misfit is central. Former officers experienced a gap between their values and the union's external mission and/or internal functioning, or even developed a root occupational values difference. In addition, contextual characteristics seem to shape turnaway, including industrial relations institutions and societal values. Implications for trade union organizational policies are discussed.
AB - We compare union officer occupational turnaway in Canada, Italy and the United States. We identify three forces that, in addition to industrial relations institutional settings, shape union officers’ individual decisions on turnaway: push, pull and values. We analysed 101 semi-structured interviews with ex-union officers. To shed light on the diversity of their turnaway, we propose a typology composed of six types, each of which is based on one force or the interplay of two or three. Our findings suggest occupational values misfit is central. Former officers experienced a gap between their values and the union's external mission and/or internal functioning, or even developed a root occupational values difference. In addition, contextual characteristics seem to shape turnaway, including industrial relations institutions and societal values. Implications for trade union organizational policies are discussed.
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U2 - 10.1111/bjir.12822
DO - 10.1111/bjir.12822
M3 - Article
AN - SCOPUS:85194721191
SN - 0007-1080
VL - 62
SP - 824
EP - 848
JO - British Journal of Industrial Relations
JF - British Journal of Industrial Relations
IS - 4
ER -