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The objectives of this thesis are twofold. First, to provide an empirical test on two analytical approaches outlined by Beaumont and Elliott (1986) as possible explanations on the union joining/union choice process amongst nurses. The first model stresses the role of personal values (represented indirectly by the personal and demographic profiles of individuals) that employees "bring into" their workplace. The second model focuses on the "historical patterns of organisations (of the RCI and the TUC affiliates) in the different parts of the nursing service" (p.3). My second objective is to identify and ascertain the relative importance of key determinants that differentiate existing RCI (Royal College of Nursing) and non-RCN members. 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), lational Union of Public Employees (NOPE), lational and Local Government Officers' Assoication (NALGQ) and the RCI, it also looks at why nurses choose to stay with the same employee organization or change to another health union. Xore importantly, it aims to find out how RCI members and members from COHSE/NUPE/IALGO differ in their attitude towards professionalism (nurses' attitude towards the nursing profession and their own involvement vii flbstract 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 <hospi tal 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 CORSE, NOPE, NALGO and the Royal College. All data were collected before the well-publicized Xanchester "strike" which involved 34 night nurses on 7 January, 1988. The findings here support Beaumont and Elliott's view on the importance of historical patterns in the determination of union membership status. Empirical evidence further indicate 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, llUPE/NALGO and the RCN). other significant discriminators include nurses' attitude towards strike action, specific beneH ts of union membership, nursing grade, gender, educational qualifications, full- or part-time employment as well as length of union membership with current employee organization.

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