Inclusive unionism: Strategies for retaining idealism in the Service Employees International Union

Yu, KH

Inclusive unionism: Strategies for retaining idealism in the Service Employees International Union

Yu, KH

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Publication Type:: Journal Article
Citation:: Journal of Industrial Relations, 2019, 61 (1), pp. 33 - 56
Issue Date:: 2019-02-01

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Field	Value	Language
dc.contributor.author	Yu, KH https://orcid.org/0000-0002-1275-477X	en_US
dc.date.issued	2019-02-01	en_US
dc.identifier.citation	Journal of Industrial Relations, 2019, 61 (1), pp. 33 - 56	en_US
dc.identifier.issn	0022-1856	en_US
dc.identifier.uri	http://hdl.handle.net/10453/128808
dc.description.abstract	© 2018, Australian Labour and Employment Relations Association (ALERA), SAGE Publications Ltd, Los Angeles, London, New Delhi, Singapore and Washington DC. Despite the vast amount of scholarship covering the progressive turn in unions in the US and in Europe and a widespread recognition that it has been driven by the staff working for reformed unions there has been no examination of the causes, beliefs, and identities that new generations of staff bring into the labor movement. The question asked in this article is how personal projects – defined as a motivational narrative for social action – held by progressively minded union staff can impact inclusiveness in unions. A key focus is how staff's personal projects interact with organizational structures and practices. The study finds that personal projects vary in terms of the way that staff construct role boundaries in their jobs to invest more in certain roles than, others which also affected their investment in skills development. These strategies have theoretical implications for understanding the nexus between staff careers and organizational outcomes in unions in particular and in ‘social movement organizations’ more generally. Results also have practical implications for skills development and knowledge transfers within and across organizations, as well as for union capacities to deal with competing goals.	en_US
dc.relation.ispartof	Journal of Industrial Relations	en_US
dc.relation.isbasedon	10.1177/0022185618780915	en_US
dc.subject.classification	Industrial Relations	en_US
dc.title	Inclusive unionism: Strategies for retaining idealism in the Service Employees International Union	en_US
dc.type	Journal Article
utslib.citation.volume	1	en_US
utslib.citation.volume	61	en_US
utslib.for	1402 Applied Economics	en_US
utslib.for	1503 Business and Management	en_US
utslib.for	1801 Law	en_US
pubs.embargo.period	Not known	en_US
pubs.organisational-group	/University of Technology Sydney
pubs.organisational-group	/University of Technology Sydney/Faculty of Business
pubs.organisational-group	/University of Technology Sydney/Faculty of Business/Management Discipline
utslib.copyright.status	open_access
pubs.issue	1	en_US
pubs.publication-status	Published	en_US
pubs.volume	61	en_US

Abstract:

© 2018, Australian Labour and Employment Relations Association (ALERA), SAGE Publications Ltd, Los Angeles, London, New Delhi, Singapore and Washington DC. Despite the vast amount of scholarship covering the progressive turn in unions in the US and in Europe and a widespread recognition that it has been driven by the staff working for reformed unions there has been no examination of the causes, beliefs, and identities that new generations of staff bring into the labor movement. The question asked in this article is how personal projects – defined as a motivational narrative for social action – held by progressively minded union staff can impact inclusiveness in unions. A key focus is how staff's personal projects interact with organizational structures and practices. The study finds that personal projects vary in terms of the way that staff construct role boundaries in their jobs to invest more in certain roles than, others which also affected their investment in skills development. These strategies have theoretical implications for understanding the nexus between staff careers and organizational outcomes in unions in particular and in ‘social movement organizations’ more generally. Results also have practical implications for skills development and knowledge transfers within and across organizations, as well as for union capacities to deal with competing goals.

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http://hdl.handle.net/10453/128808