Right-to-work and union compensation structure

Article Abstract:

There are many reasons to expect that right-to-work legislation should affect unionism, independently of whether or not such legislation reflects the sentiments of the electorate. The strongest reason is that employees protected by right-to-work legislation can quit a union without quitting their job. This should make collective job actions more difficult and prompt local union leaders to strive more for consensus among members. If so, unions in right-to-work states should negotiate less pay for seniority than do unions in non-right-to-work states. PSID wage data generally confirm this prediction. (Reprinted by permission of the publisher.)

Analysis, Laws, regulations and rules, Contracts, Collective bargaining, Right to work (Labor unions), Right to work laws

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Union militancy among public employees: a public choice hypothesis

Article Abstract:

Public employee union membership has grown from under 6 percent to over 20 percent of all union members since 1963. This growth has been ascribed to lagging wages, inelastic demands for public products, political clout, changed laws, and reduced professionalism and public spiritedness. These explanations agree that public employees now confront their employers in a newly militant and adversarial mode. We disagree. We model this growth in membership as a continuation of old public employment relations and forecast the soon diminution of militancy. (Reprinted by permission of the publisher.)

Public employees, Government employees, Collective labor agreements

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Union-nonunion wage differentials revisited

Article Abstract:

A reverse regression method of estimating the union-nonunion wage differential is developed using a multiple indicator model. The method provides a test for the multiple indicator model's validity and suggests that conventional estimation techniques should underestimate the union-nonunion differential. Empirical estimates show that the reverse regression estimates are larger than conventional estimates and that the multiple indicator model cannot be rejected. (Reprinted by permission of the publisher.)

Models, Wages, Wages and salaries

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