You are not currently logged in.
Access JSTOR through your library or other institution:
If You Use a Screen ReaderThis content is available through Read Online (Free) program, which relies on page scans. Since scans are not currently available to screen readers, please contact JSTOR User Support for access. We'll provide a PDF copy for your screen reader.
Grievance Procedure Strength and Teacher Quits
Daniel I. Rees
Vol. 45, No. 1 (Oct., 1991), pp. 31-43
Published by: Sage Publications, Inc.
Stable URL: http://www.jstor.org/stable/2524700
Page Count: 13
You can always find the topics here!Topics: Teachers, Grievance procedures, Arbitration, Salary, Mathematical procedures, Seniority, Coefficients, Working conditions, Labor grievances, Labor management relations
Were these topics helpful?See something inaccurate? Let us know!
Select the topics that are inaccurate.
Since scans are not currently available to screen readers, please contact JSTOR User Support for access. We'll provide a PDF copy for your screen reader.
Preview not available
Freeman's exit-voice model of unionism suggests that grievance procedure strength should be negatively related to the probability that an employee quits his or her job. In this study, which uses data on New York State public school teachers and districts from the mid-1970s, it is found that teachers with the two strongest types of grievance procedures in their contracts had a lower probability of quitting than those working under weaker grievance procedures. The author views this result as evidence that unionization can reduce quits through a "voice" effect.
ILR Review © 1991 Sage Publications, Inc.