| Budget Amount *help |
¥1,900,000 (Direct Cost: ¥1,900,000)
Fiscal Year 2000: ¥900,000 (Direct Cost: ¥900,000)
Fiscal Year 1999: ¥1,000,000 (Direct Cost: ¥1,000,000)
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| Research Abstract |
The union voice hypothesis argues that unions provide workers with an alternative to quits (e.g., grievance procedures) when workers are dissatisfied and, hence, reduce quits. The hypothesis receives fairly strong empirical support when tested with samples of men (Freeman and Medoff 1979, Freeman 1980, Brown and Medoff 1978, Medoff 1979, Leigh 1979, Long and Link 1983). In order to determine if the union quit rate is moderated by how well the union represents the interests of the worker, I construct a variable indicating the extent to which a worker's gender is represented by unions in the worker's particular industry and occupation and estimate the quit hazards with a semiparametric competing risks model which controls for union status, the gender composition of unions, and a number of time-varying characteristics of individuals, jobs, and environment, and accounts for unobserved match-specific heterogeneity and its correlation with union-related variables. Job duration data constructed from the National Longitudinal Survey of Youth 1979-1994 are used for the estimation. My findings indicate that unions have negative effects on workers' quits for both men and women only when their gender group is the majority of union membership and that the union effect is stronger for women in unions dominated by women than for men in unions dominated by men.
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