|M.Sc Student||Kohn Ela|
|Subject||To File a Grievance or Not to File a Grievance:|
The Demographic Explenation behaind Employee
Grievnace Filing Behavior
|Department||Department of Industrial Engineering and Management||Supervisors||Professor Alan Kirschenbaum|
|Mr. Peter Bamberger|
This research examines the moderating role of labor power characteristics (LPC), manifested by gender and race, in the process of grievance filing behavior. Previous research on the direct effects of gender and race showed inconsistent results. Moreover, no other study had previously examined the indirect effect of gender and race. Results are based on a database of 851 employees employed in four blue-collar unions from the U.S. Drawing on Bacharach and Bamberger's (2004) study, a model of five workplace determinants is proposed. The findings suggest that abusive supervisory behavior, perceived supervisory qualifications and exposure to hazardous conditions are three prominent determinants of employee grievance filing behavior. A significant direct effect was found for both gender and race. Seven significant interactions between workplace determinants and LPC were found. Gender moderates the effects of three workplace determinants: exposure to hazardous conditions, supervisor’s pressure for overtime and average work hours per week. Race moderates the effects of four workplace determinants: abusive supervisory behavior, average work hours per week, exposure to hazardous conditions, and supervisor’s pressure for over time. Results suggest that the usage of the grievance system depends on an employee’s demographic characteristics: While, relative to males and Whites, females and Hispanics are less likely to respond to aversive workplace conditions by filing a grievance, African-Americans are more likely than Whites to respond to such conditions by filing a grievance. Implications for both research and practice are discussed.