Collective Bargaining and Perceived Fairness: Validating the Conceptual Structure

Julie Cloutier, Pascale L. Denis, Henriette Bilodeau
2012 Relations Industrielles - Industrial Relations  
Tous droits réservés © Département des relations industrielles de l'Université Laval, 2012 398 © département des relations industrielles, université laval -issn 0034- 379X -ri/ir, 67-3, 2012, 398-425 The aim of this study is to conceptualize and empirically validate the "perceived fairness in the context of collective bargaining", which refers to employees' justice perceptions formed during the collective bargaining process. Using confirmatory factor analyses (CFA) and hierarchical regressions,
more » ... chical regressions, we find support for discriminant, convergent, and predictive validity. Overall, the results show that this concept includes eight distinct dimensions, combining the two sources of (in)justice (employer and union) and the four types of justice perceptions: procedural, distributive, relational (interpersonal) and informational justice. Employees clearly distinguish eight justice dimensions, which have a differential effect on their attitudes: trust in the employer and satisfaction with the union. Adding to the structural model (Leventhal, 1980) and the process control model (Thibaut and walker, 1975), this study highlights new bases of justice: usefulness and profitability (cost-benefits ratio).
doi:10.7202/1012537ar fatcat:c6s7jjod6vfx3gic4wsey7x5dm