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Thesis (Ph. D.)--Georgetown University, 1996. / Includes bibliographical references (leaves 444-461).

This thesis is an examination of organized labor in the United States during the 1930s. Activities of the American Federation of Labor, Industrial Workers of the World, and Congress of Industrial Workers during the decade are compared and contrasted throughout.

This study explored union leaders' attitudes and perceptions about Employee Assistance Programs (EAPs) in the united states. Three hundred and five union leaders who were participants in a union leadership training program completed the survey instrument. This study explored a number of research questions that add to the descriptive knowledge about EAPs and tested four groups of hypotheses concerning union leaders' view of EAPs. The first two hypotheses examined the readiness of union leaders to cooperate with management on the EAP. The second hypothesis examined the factors that affect the readiness to cooperate variables. The results revealed that the majority of union leaders perceive EAPs as increasing human capital rather than as a form of management control. The readiness to cooperate was found to be affected by the presence of training, written materials, and whether the EAP was in collective bargaining agreement. Generally, the demographic characteristics of union leaders did not have an impact on their views of EAPs. Replication of the research of Trice and Beyer (1982) was conducted and little similarity was found with their earlier findings. The results revealed that EAPs were relatively new in this population, were generally sponsored by the company and the actual services delivered by EAP providers. Union leaders perceived the drug problem in America as serious but saw it as less serious in their locals. Drug testing was being conducted at most of the companies and one half of the companies referred workers who tested positive to the EAP for assistance. / Ph. D.

In 1974 Congress amended the National Labor Relations Act to include provisions specifically addressed to labor relations in the healthcare industry. Early expectations were that rapid union gains would be forthcoming. Those predictions proved incorrect. This study examines some factors which may help explain the unattractiveness of unions for a major segment of the health care para-professional workforce i.e., registered nurses. The study was designed to test a number of hypotheses concerning factors which may influence an individual’s decision to join a union. Surveys were mailed to registered nurses in the states of Michigan and Virginia. The final data base consisted of 191 usable responses. Analysis of the data revealed no significant Pearson product moment correlations between attitudes toward collective bargaining and job satisfaction, level of professionalism, degree of work-related stress, and educational background. The survey instrument also included an item designed to measure behavioral intention. Inclusion of the behavioral intention construct proved valuable, as it provided evidence of the legitimacy of the distinction between attitudes. intention, and actual behavior. Conclusions of the research suggest that registered nurses may represent a unique occupational group with respect to determinants of their collective bargaining sentiments. And because no discernable differences could be detected between samples from the states of Michigan and Virginia, the research also indicates that these results are applicable to registered nurses nationwide. In addition to determinants of attitudes toward collective bargaining a portion of the study was devoted to analysis of the relationship between professionalism and the work-related outcomes of job satisfaction and stress. Level of professionalism was not found to be significantly related to any of these variables. / Ph. D.

This project explored the period immediately following the NLRB certification of the representation election wherein a Certification of Representative was actually issued. The intent was to examine the ultimate effects of the collective bargaining process after a labor organization was recognized as the official bargaining agent for a bargaining unit. The main purpose of this study was to investigate the collective bargaining process between two established dates: (1) the date the union was certified the collective bargaining agent, and (2) the date a collective bargaining agreement, if any, was obtained. Study data and findings were organized and presented by four research hypotheses. Hypothesis 1 (once a collective bargaining agent is certified as the collective bargaining representative by the NLRB, it will negotiate a collective bargaining agreement) was not supported by total elections for both fiscal years combined; however, responses received percentages resulted in a collective bargaining achievement. Hypothesis 2 (there will be no difference in the amount of time required to negotiate and ratify a collective bargaining agreement following a consent election as compared with stipulated consent or directed elections) was not supported by the research responses received. Hypothesis 3 (once a collective bargaining agreement is negotiated and ratified, it will be renewed at its expiration date) was supported, the majority of elections to account for in all three situations resulted in subsequent contracts negotiated. Hypothesis 4 (there will be no real difference in basic items negotiated in the collective bargaining agreements) was also supported, the categories mentioned would be most important to the union, and center around three main issues: wages, union security and grievance arbitration procedures.

Historical studies of Theodore Roosevelt's views about labor and labor unions are in conflict. This was also true of contemporary disagreements about the meaning of his labor rhetoric and actions. The uncertainties revolve around whether or not he was sincere in his support of working people and labor unions, whether his words and actions were political only or were based on a philosophical foundation, and why he did not propose comprehensive labor policies. Roosevelt historiography has addressed these questions without considering his stated admiration for Octave Thanet's writings about "labor problems." Octave Thanet was the pseudonym of Alice French, a popular fiction writer during Roosevelt's adult years. Roosevelt on several occasions praised her knowledge of factory conditions and discussions of labor problems, and he invited her to the White House. The thesis analyzes her labor stories, Roosevelt's comments about her labor writings, and their relevance to how he responded to the growth and tactics of organized labor. It also addresses the influence on Roosevelt of contemporary writing on labor unions by John Hay, Henry George, and Herbert Croly, as well as his relationship with labor leader Samuel Gompers. The thesis concludes that Roosevelt was sincere about improving the social and industrial conditions of workers, primarily through government action. It further concludes that his support of labor unions in principle was genuine, but was contingent on organized labor's repudiation of violence and attempts to justify violence; and that he opposed union boycotts and mandatory union membership as inimical to his vision of a classless society. The thesis additionally considers the extent to which Roosevelt's views were embodied in national labor legislation after his death.

During the period of the late 1920s through the late 1940s, a most remarkable event in the history of American social work emerged: the development of a vital radical trade union organizing effort known as the ''rank and file movement." Born within the growing economic crisis of the 1920s and maturing in the national economic collapse and social upheaval heralded by the Great Depression, the rank and file movement would attract the support and membership of thousands of professional social workers and uncredentialed relief workers in efforts to organize social service workers along the lines of industrial unionism. Within its relatively short life span, the rank and file movement would grow in sufficient number and influence to challenge both the prevailing definitions of social work as a profession - its form and identity and the essence of its function - its practice. It is the thesis of this study that an understanding of the rank and file movement is central to a modem understanding of our profession. The origin, development and demise of the rank and file movement reflects more than the historical curiosity of a momentary tendency in the evolution of a profession; rather, it reveals the enduring legacy of individuals, organizations and collective intellectual discourse in common struggle for the possibilities of a more just and democratic social order. And, perhaps unlike any other profession, the domain of social work is historically one uniquely born of this struggle, encompassing the self-imposed imperatives and paradoxes of morality, socially purposive service and scientific rationality. Consequently, this study seeks to inform the terms of this enduring legacy within the dynamic world of social work. It does so by: 1) locating the history of the rank and file movement within the context of an evolving profession; 2) analyzing this specific history of a profession within the context of broader social and political forces that defined both the limits and potentials of that evolution; and 3) assessing the implications of this history for social work in terms of its past, present and future.

This project analyzes the sexual and gender politics of flight attendants, especially the men who did this work, since the 1930s. It traces how and why the flight attendant corps became the nearly exclusive domain of white women by the 1950s, then considers the various legal battles under the 1964 Civil Rights Act to re-integrate men into the workforce, open up greater opportunities for African-Americans, and liberate women from onerous age and marriage restrictions that cut short their careers. While other scholars have emphasized flight attendants' contributions in battling sexism in the courts, this project is unique in expanding such consideration to homosexuality. Male flight attendants' status as gender pariahs in the workforce (as men performing "women's work")--combined with the fact that many of them were gay--made them objects of "homosexual panic" in the 1950s, both in legal proceedings and in various forms of extra-legal intimidation. A decade later, aspirant flight attendants were participants in some of the first cases brought by men under Title VII of the Civil Rights Act. Their victories in the courts greatly benefited the gay community, among others, which thereby enjoyed greater freedom to enter a highly visible, public-relationsoriented corporate career. As such, my project helps to recast the legal legacy of the civil rights movement as a three-pronged reform, confronting homophobia as well as racism and sexism. Beyond legal considerations, Manhood Up in the Air also examines how both labor unions and the airlines negotiated a legal environment and public sentiment that largely condoned firing homosexuals, while nonetheless accommodating gay employees. This form of accommodation existed in the 1950s, though much more precariously than in the post-Stonewall decade of the 1970s. Thus, the project records the pre-history to the current reality, in which both corporations (with airlines at the forefront) and labor unions have become core supporters of the contemporary gay rights movement. / text