Labor - Management Relations 369
than nurses who perceive their work climate positively (Clark, Clark, Day, &
Shea, 2000).
Registered nurses are not the only nonprofit employees who view
unionization as a way to have a voice in decision making. Research by
Peters and Masaoka (2000) found that nonprofi t staffs have an expectation
of participatory management. Pro - union staff were concerned about the
lack of professional HRM practices, a lack of effective supervision, unfair-
ness in the assignment of workloads, and the lack of diversity in their
organizations. Some of the respondents believed that unionization was a
way to call attention to inexperienced and unqualifi ed management, as well
as bring about more effective leadership.
For public and nonprofi t organizations that are not yet unionized, it
is important to have a progressive HRM system in place that respects
employees. Examinations, performance appraisals, promotions, and merit
pay systems must be administered in an equitable and consistent manner.
Jobs must be enriched to eliminate tasks that are routine and boring, and
career enrichment opportunities must be provided. Employees must feel
that their jobs are important and that they are contributing to the mis-
sion of the agency. Whether workers join unions depends on their percep-
tions of the work environment and their desire to participate in or infl uence
employment conditions. Organizations that provide employees with the
opportunity to participate in the decision - making process are less likely to
be the targets of unionization.