Abstract:
This study examines union commitment as an outcome of negative workplace
events. An integrated framework consisting cronyism as an event at workplace
was developed using theoretical underpinning of AET. AET describes how events
happening at workplace can elicit a ect. The basic postulation of AET lies in
characteristics of the work environment which contributes in the occurrence of the
event. For that purpose the unique context of public sector organizations in Pakistan
was used to study the dynamics of union commitment. The model explains
the linkage between internal in
uences and reactions to incidents. The internal
in
uences are the cognitions and emotions involved. The purpose of study was to
understand the psychological mechanism of union commitment through discrete
cycle of event and emotions. It explores the causes that a ect the formation of
union among employees.
The data were collected from employees working in public sector organizations
throughout Pakistan. These organizations have recognized active employee unions.
Data were collected in 6 time lags. The nal analyses show results of 415 respondents.
Results indicate that existence of cronyism triggers employees interest in
unionization. The moderating role of narcissism between organizational cronyism
and hatred could not be established. Hatred also proved to be a predictor of
breach of psychological contract. The role of breach of psychological contract as
mediator between hatred and pro-union commitment was also established. Moreover,
contrary to the belief union commitment did not prove to be a predictor of
union participation.
This study developed a deeper understanding of union commitment in relation to
discrete negative emotions. It has given an insight into how political intolerance in
the form of cronyism in a unionized context of public sector organizations can lead
to formation of attitudes and behaviors.The multiple manifestation of cronyistic
relationships can alert managers and employees equally, managers should be discouraged
to minimize on such foundations.Over all, the development and testing
of incorporation of AET into the union commitment framework helped to explain how, and under what circumstances, employees cognitions about cronyism may
lead to union commitment through the emotional reaction of negative a ectivity.
