Racial Diversity and Union Organizing in the United States, 1999-2008
Racial Diversity and Union Organizing in the United States, 1999-2008
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DOI：
10.1177/0019793915602253
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发表时间：
2016-01-01
期刊：
影响因子：
2.8
通讯作者：
Ferguson, John-Paul
中科院分区：
文献类型：
--
作者：
Ferguson, John-Paul
种族多样性是否会使组建一个联盟变得更加困难？案例研究提供了相互矛盾的答案，几乎没有关于这个问题的大规模研究。大多数关于种族和工会化的定量研究都研究了成员的趋势，而不是具体的组织动力的结果，并假定主要问题是工人和工会之间的不信任，而较少注意雇主的作用。作者探讨了种族和民族多样性在1999年至2008年发起的近7,000次组织活动中的作用。通过匹配全国劳资关系委员会的工会活动的信息与平等就业机会委员会的大型企业的调查，作者重建的人口构成的工作组参与每次动员。研究发现，更多样化的机构不太可能看到成功的组织尝试。然而，几乎没有证据表明这是因为工人对投票给工会不感兴趣。相反，更多样化的单位的组织者更有可能在举行这种选举之前放弃。此外，考虑到参与组织运动的其他组织，可以最好地解释这种较高的退出率。特别是，当所涉单位的种族更加多样化时，雇主更有可能被指控采取不公平的劳动做法。当研究控制了行业、工会和地区之间的异质性时，这种影响仍然存在。
Does racial diversity make forming a union harder? Case studies offer conflicting answers, and little large-scale research on the question exists. Most quantitative research on race and unionization has studied trends in membership rather than the outcome of specific organizing drives and has assumed that the main problem is mistrust between workers and unions, paying less attention, for example, to the role of employers. The author explores the role of racial and ethnic diversity in the outcomes of nearly 7,000 organizing drives launched between 1999 and 2008. By matching the National Labor Relations Board's information on union activity with the Equal Employment Opportunity Commission's surveys of large establishments, the author reconstructs the demographic composition of the work groups involved in each mobilization. The study finds that more diverse establishments are less likely to see successful organizing attempts. Little evidence is found, however, that this is because workers are less interested in voting for unions. Instead, the organizers of more diverse units are more likely to give up before such elections are held. Furthermore, this higher quit rate can be explained best by considering the other organizations involved in the organizing drive. In particular, employers are more likely to be charged with unfair labor practices when the unit in question is more racially diverse. This effect persists when the study controls for heterogeneity among industries, unions, and regions.