What Does Transformation Mean to Workers? The Effects of the "New Industrial Relations" on Union Employees' Attitudes
The Chrysler-UAW Modern Operating Agreement (MOA) is a prototype for the "new industrial relations," establishing (through collective bargaining) reduced job classifications, shopfloor work teams, a pay-for-skills compensation plan, extensive training, and decentralization of various produ...
| Main Authors: | , , |
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| Language: | en_US |
| Published: |
2002
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| Subjects: | |
| Online Access: | http://hdl.handle.net/1721.1/1624 |
| _version_ | 1826212073469640704 |
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| author | MacDuffie, John Paul Doucet, Lorna Hunter, Larry W. |
| author_facet | MacDuffie, John Paul Doucet, Lorna Hunter, Larry W. |
| author_sort | MacDuffie, John Paul |
| collection | MIT |
| description | The Chrysler-UAW Modern Operating Agreement (MOA) is a prototype for the "new industrial relations," establishing (through collective bargaining) reduced job classifications, shopfloor work teams, a pay-for-skills compensation plan, extensive training, and decentralization of various production and quality responsibilities to teams -- all under a joint union-management governance structure. We use a 1993 survey of worker attitudes at six MOA plants (two to five years after MOA was implemented) to predict which workers are likely to express approval of the MOA and the team concept. The survey measured individual, group, and organization-level (i.e. establishment) characteristics in order to capture the full context surrounding the implementation of
the MOA, including plant-level variation in worker attitudes. Variables at each of these levels of analysis are statistically significant predictors of favorable attitudes towards MOA and towards the team concept, indicating the value of such a cross-level analysis for understanding worker attitudes towards workplace transformation. We also analyze plant-level differences in attitudinal outcomes and find that some of the variation is explained by factors that are not idiosyncratic to individual
plants. |
| first_indexed | 2024-09-23T15:15:59Z |
| id | mit-1721.1/1624 |
| institution | Massachusetts Institute of Technology |
| language | en_US |
| last_indexed | 2024-09-23T15:15:59Z |
| publishDate | 2002 |
| record_format | dspace |
| spelling | mit-1721.1/16242019-04-10T12:16:39Z What Does Transformation Mean to Workers? The Effects of the "New Industrial Relations" on Union Employees' Attitudes MacDuffie, John Paul Doucet, Lorna Hunter, Larry W. industrial relations Chrysler-UAW Modern Operating Agreement transformation The Chrysler-UAW Modern Operating Agreement (MOA) is a prototype for the "new industrial relations," establishing (through collective bargaining) reduced job classifications, shopfloor work teams, a pay-for-skills compensation plan, extensive training, and decentralization of various production and quality responsibilities to teams -- all under a joint union-management governance structure. We use a 1993 survey of worker attitudes at six MOA plants (two to five years after MOA was implemented) to predict which workers are likely to express approval of the MOA and the team concept. The survey measured individual, group, and organization-level (i.e. establishment) characteristics in order to capture the full context surrounding the implementation of the MOA, including plant-level variation in worker attitudes. Variables at each of these levels of analysis are statistically significant predictors of favorable attitudes towards MOA and towards the team concept, indicating the value of such a cross-level analysis for understanding worker attitudes towards workplace transformation. We also analyze plant-level differences in attitudinal outcomes and find that some of the variation is explained by factors that are not idiosyncratic to individual plants. Chrysler Corporation, M.I.T. and George Washington University (part of the broader research team studying the MOA with funding from the Department of Labor), the International Motor Vehicle Program at M.I.T. and the Jones Center at Wharton. 2002-09-04T16:29:43Z 2002-09-04T16:29:43Z 2002-09-04T16:29:44Z http://hdl.handle.net/1721.1/1624 en_US 105811 bytes application/pdf application/pdf |
| spellingShingle | industrial relations Chrysler-UAW Modern Operating Agreement transformation MacDuffie, John Paul Doucet, Lorna Hunter, Larry W. What Does Transformation Mean to Workers? The Effects of the "New Industrial Relations" on Union Employees' Attitudes |
| title | What Does Transformation Mean to Workers? The Effects of the "New Industrial Relations" on Union Employees' Attitudes |
| title_full | What Does Transformation Mean to Workers? The Effects of the "New Industrial Relations" on Union Employees' Attitudes |
| title_fullStr | What Does Transformation Mean to Workers? The Effects of the "New Industrial Relations" on Union Employees' Attitudes |
| title_full_unstemmed | What Does Transformation Mean to Workers? The Effects of the "New Industrial Relations" on Union Employees' Attitudes |
| title_short | What Does Transformation Mean to Workers? The Effects of the "New Industrial Relations" on Union Employees' Attitudes |
| title_sort | what does transformation mean to workers the effects of the new industrial relations on union employees attitudes |
| topic | industrial relations Chrysler-UAW Modern Operating Agreement transformation |
| url | http://hdl.handle.net/1721.1/1624 |
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