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Thesis (Ed. D.)--Teachers College, Columbia University. / Typescript; issued also on microfilm. Sponsor: Richard Anderson. Dissertation Committee: Robert Birnbaum, Peter Moock. Bibliography: leaves 100-110.

This study examines collective bargaining in 14 unionized community colleges in British Columbia. It provides a broad overview of bargaining in the colleges and insights into the tensions commonly associated with collective bargaining. The study combines qualitative data and quantitative data through the use of interviews, contractual analysis and two questionnaires. One survey examined the opinions of board members, senior administrators and faculty leaders on various aspects of collective bargaining. The latter included the competitive characteristics of distributive bargaining, governance, the scope of the collective agreements and a number of proposed modifications aimed at improving bargaining in the colleges. The study is significant as it fills a void in the research related to the above issues in British Columbia's colleges. The literature review encompassed a wide range of research. This included material related to the evolution of collective bargaining in higher education; factors that influence opinions of bargaining; constructive conflict, destructive conflict and dysfunctional competition; conflict resolution techniques associated with bargaining; and integrative bargaining. The study revealed a competitive collective bargaining climate in the colleges, characterized by such factors as a lack of trust and respect, inexperienced faculty negotiators, contractual constraints and a lack of bargaining priorities. The competitive climate was aggravated by a number of external factors (government policies); internal factors (the management style of a president); the composition of the faculty associations (combined vocational and academic faculty associations); and personal factors (age and political preferences). In terms of governance issues, the scope of the collective agreements and their political orientation, the board members and the senior administrators are essentially from the same population. The faculty leaders come from a different population. The respondents favour modifications that would enhance communications, training, and equal access to information, as well as the resolution of labour matters at the local level rather than at the provincial level. Distributive bargaining will likely remain the cornerstone of negotiations in British Columbia's colleges. Although it does not have to be as competitive as it is, the distributive model appears to be best suited to the resolution of Level I issues, e.g. salaries, benefits. Given the collegial traditions of higher education, the varying professional needs of the faculty, the issue of management rights and the intrinsic values of the parties involved, a more collaborative model of bargaining is necessary to accommodate Level II issues. The latter include faculty participation in college governance, peer evaluation, and the selection of other faculty. The study contributed to the research literature and produced a number of recommendations for practice. / Education, Faculty of / Graduate

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Thesis (Ph. D.)--University of Wisconsin--Madison, 1976. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 245-256).

An evaluative research survey involving 694 faculty members with an academic appointment in Oregon's 4-year unionized institutions of higher education was undertaken to determine whether or not collective bargaining has supported faculty rights for participation in institutional governance. Four hypotheses were formulated to study the relationship between the independent variable of collective bargaining and the dependent variable of institutional governance, specific to: (1) professional interest, (2) economic interest, (3) educational policy, and (4) academic and personnel policy. Data received from 486 respondents' questionnaires were used for the Kruskal-Wallis one-way analysis of variance to test the four hypotheses. The four hypotheses of the study were rejected. However, findings of the study suggest that the collective bargaining process is perceived by the respondents in all three unionized institutions as having (1) facilitated their participation in the formal structure and process for institutional decision making and (2) provided for just cause in dismissal and grievance decisions.

The purpose of this study was to determine if two-year colleges with faculty unions differ from two-year colleges without unions in terms of selected institutional characteristics. The objectives of the study were to determine the relationship between union and non-union colleges with respect to: 1) the percentage of Education and General (E & G) expenditures allocated to instruction; 2) the percentage of their revenue by source; 3) E & G expenditures per FTE student; 4) the FTE student to full-time faculty ratio; 5) average full-time faculty salary; and 6) the possibility of one or more of the variables serving as a predictor of membership in one of the two groups. The population for the study consisted of 163 institutions with faculty bargaining and 115 institutions without bargaining. Data on the institutions were obtained from the Higher Education General Information Survey CHEGIS) 1979-80 Tapes. The data were classified and summarized by two Statistical Analysis System (SAS) procedures: general descriptive statistics, and cross-tabulation. A Stepwise Regression was used to analyze the relationship between the dependent variable and twelve independent variables. Institutions with faculty collective bargaining, men there was no control for the possible effects of institutional size and state governance, had a significantly higher average faculty salary than institutions without faculty bargaining. Institutions with faculty bargaining received greater mean percentages of their income from tuition and fees and local governmental appropriations, mile institutions without faculty bargaining obtained a greater mean percentage of revenue from state appropriations. When institutions were matched by size (as measured by FTE students and total current fund revenue) and by state, there were no significant differences between the two sets of institutions. / Ed. D.

The organization of this dissertation is a topical one, thereby permitting the reader to locate the information relevant to a specific academic bargaining issue in a single chapter. Chapters one and two contain respectively an introduction to problem and a review of the literature of academic collective bargaining. Chapters three through seven deal separately and sequentially with the following topics: jurisdiction, bargaining unit scope, bargaining unit determinations, ancillary support personnel and unfair labor practices. Each of these chapters begins "with a short introduction to the subject area followed by descriptive briefs of the related, landmark cases heard by the National Labor Relations Board. Following the briefs, there is an analysis that examines the ramifications of each specific case and attempts to relate the cases to each other and detail the parallels and paradoxes between them. / Ph. D.

The purpose of this study was to determine whether selected environmental variables could be used to differentiate public two-year colleges on the basis of collective-bargaining status and bargaining-agent affiliation. The following null hypotheses were tested: 1. There are no differences between states with collective bargaining in community colleges and those without collective bargaining, as measured by the set of environmental variables selected for this study. 2. There are no differences between states with enabling legislation for collective bargaining in community colleges and those without legislation, as measured by the set of environmental variables selected for this study. 3. There are no differences between community colleges which are unionized and those which are not unionized, as measured by the set of environmental variables selected for this study. 4. There are no differences among community colleges affiliated with, respectively, the American Federation of Teachers, the National Education Association, and with no union, as measured by the set of environmental variables selected for this study. Hypotheses Three and Four represented the principal analyses. A population of 556 colleges, 239 of which were unionized, was used. Data were collected on 29 environmental variables and analyzed by stepwise discriminant analysis procedures from the Statistical Package for the Social Sciences. Each principal analysis was performed twice: once with nonunion colleges selected from all states, and once with nonunion colleges restricted to unionized states. Each null hypothesis was rejected at a level of significance of 0.05 of less. Although each analysis produced its own linear combination of discriminating variables, seven variables were common to all principal analyses. The environmental influences represented by these variables were: (a) the level of control over the college, (b) whether the college is part of a system, (c) whether the state has enabling legislation, (d) the proportion of the reference area population living in urban areas, (e) value added by manufacture in the reference area, (f) real per capita income in the state, and (g) union membership as a percent of the state's nonagricultural labor force. / Ed. D.

In this study a model of collective bargaining is proposed in which collective bargaining is considered as an ongoing process with component activities recurring periodically. The eight component activities identified are: (1) influential variables, (2) perception and evaluation of the influential variables, (3) bargaining power, (4) prediction, (5) negotiation, (6) mechanism of dispute settlement, (7) feedback loops, and (8) the collective agreement. / In addition to the model, an evolution of collective bargaining by teachers in the CEGEP sector of Quebec is presented. This is achieved by descriptive case studies of the first four rounds (1967-1980) of collective bargaining in this sector. The data for this study has been acquired through a review of the literature, documents of the parties concerned, newspapers and interviews. / The model is used to analyse the four case studies. From the analysis it is concluded that collective bargaining in the CEGEP sector of Quebec has become highly centralized and politicised. This has contributed to numerous labour conflicts both during the negotiations and during the term of collective agreements. Recommendations are proposed to help resolve some of the problems encountered. The major recommendations include a labour relations board for the public sector and the division of bargaining issues into provincial and local levels. For the negotiations at the provincial level it is proposed to allow the parties to negotiate a mechanism of dispute settlement and a bargaining calendar with compulsory mediation. Also, it is proposed to base the acquisition of the right to strike and lockout on the refusal of the mediation report by one of the parties. For the negotiations at the local level, a system of permanent negotiation is proposed.