Public sector unions and public administration: the impact of statuary collection bargaining

Abstract

This dissertation attempts fill the gap in public administration research by undertaking a comparative case study of the effects of collective bargaining on public administration and human resource management. The findings suggest that the presence of legally mandated collective bargaining does not guarantee consistent economic gains, nor does the combined presence of a bargaining law and union political involvement lead to union favorable outcomes in public policy issues. Unions have a large impact on ensuring employee due process and on management's ability to unilaterally determine changes in policies and processes. Management rights clauses do not appear to be effective against unions' determination to represent members in all aspects of the working environment.