UNIONISATION, PROFESSIONALISM AND TRADE UNIONISM: THE CASE OF QUALIFIED NURSES IN THE NORTH OF ENGLAND.
Contributors: University Of Manchester (United Kingdom)
Published: 1988
Number of pages: 475
Subjects: Business Administration, General.
Description: Available from UMI in association with The British Library. Requires signed TDF.

This thesis seeks to look at the whole unionisation process. Apart from asking what particular influences determine a nurse's choice between joining the Confederation of Health Service Employees (COHSE), National Union of Public Employees (NUPE), National and Local Government Officers' Association (NALGO) and the RCN, it also looks at why nurses choose to stay with the same employee organization or change to another health union. More importantly, it aims to find out how RCN members and members from COHSE/NUPE/NALGO differ in their attitude towards professionalism (nurses' attitude towards the nursing profession and their own involvement in strike action) and trade unionism in the nursing sector. Discriminant analysis is performed to ascertain the relative importance of these attitudinal variables, in conjunction with establishment characteristics (hospital type and hospital location), benefits of union membership as well as personal and job-related characteristics.

The study is based on a questionnaire survey of 828 qualified nurses in the North of England. Of the six district health authorities surveyed, 17 hospitals are included in the final analysis. Only qualified staff working on the ward are included. Also, to simplify the investigation, midwives are not involved. The study limits discussion of employee organizations to COHSE, NUPE, NALGO and the Royal College. All data were collected before the well-publicized Manchester "strike" which involved 34 night nurses on 7 January, 1988.

The findings here support Beaumont and Elliot's view on the importance of historical patterns in the determination of union membership status. Empirical evidence further indicates that, in addition to establishment characteristics, an equally important (if not more important) factor is at work which also consistently differentiates RCN from non-RCN members: nurses' attitude towards different types of health unions (as proxied by COHSE, NUPE/NALGO and the RCN). Other significant discriminators include nurses' attitude towards strike action, specific benefits of union membership, nursing grade, gender, educational qualifications, full- or part-time employment as well as length of union membership with current employee organization. (Abstract shortened by UMI.).
Notes: Source: Dissertation Abstracts International, Volume: 49-12, Section: A, page: 3779.

Thesis (PH.D.)--UNIVERSITY OF MANCHESTER (UNITED KINGDOM), 1988.

School code: 0618.