During the decades between 1950 and 1970, unionization in the United States was at its peak. Private and public employees gained advances in the improvement of working conditions and other terms and conditions of employment through cohesive action and collective bargaining. Today, unions represent only 11.1% of America’s workforce with the numbers constantly declining with one exception – the public sector. Employers, both public and private, lament the involvement of an outsider, asserting that the collective bargaining relationship impedes management’s ability to manage workforces and to accomplish agency performance objectives effectively. Law enforcement management, plagued by problems of increasing crime and decreasing fiscal and staffing resources, confront the same challenges. However, evidence is lacking regarding whether there are variances in performance between union and non-union departments from a public safety perspective. This research measures police department performance in 76 municipal non-union and union departments using crime rates, arrest rates, clearance rates, and community relationships. Statistical analysis was conducted using multiple regression and MANCOVA. There was a significant, positive relationship between collective bargaining status and department size. As department size increased, the departments were more likely to have collective bargaining. There was no significant relationship between collective bargaining status and crime rates, arrest rates, clearance rates, and total community score in a univariate analysis. However, when considering the inter-correlation of these factors, there was a statistically significant relationship. Therefore, collective bargaining status was not significantly related to police department performance. The null hypothesis for Research Question One was not rejected. The findings of this research indicate no measurable difference in individual performance indicators between unionized and non-unionized police departments. However, significance was indicated when examining the performance indicators together as a whole using MANCOVA. Therefore, the null hypothesis for Research Question Two was rejected.
|Commitee:||Cohen, Harold, Ezeogba-Odoemena, Peace|
|Department:||Public Service Leadership|
|School Location:||United States -- Minnesota|
|Source:||DAI-A 78/05(E), Dissertation Abstracts International|
|Subjects:||Public administration, Criminology, Labor relations|
|Keywords:||Collective bargaining, Non-union, Performance management, Police performance, Public safety, Union|
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