During the past twenty years, extensive research has been conducted concerning the judgmental processes of labor arbitrators. Previous research, sometimes referred to as policy capturing, attempted to identify the criteria or standards used by arbitrators to support their decisions. Much of the research was qualitative. Due to the categorical nature of the dependent variables, log-linear models such as logit regression have been used to examine decisional relationships in more recent studies. The decision cues used by arbitrators in 249 published alcohol- and drug-related arbitration cases were examined. The justifications for arbitrators' decisions were fitted into Carroll Daugherty's "seven tests" of just cause. The dominant cues were proof of misconduct, the appropriateness of the penalty, and the business necessity of management's action. Foreknowledge of the rule by the grievant and the consequences of a violation, equal treatment of the grievant, and an appropriate investigation by management were also important decision cues. In general, grievants in alcohol and drug arbitration cases fared as well as grievants in any other disciplinary arbitrations. However, when the cases were analyzed based on the legal status of the drug, illicit drug users were at a considerable disadvantage.

The purpose of this research was to study the effect of the conflict settlement process on the degree of expressed organizational commitment of employees in a collective bargaining setting. The research was done in a basic industry in northern Alabama. The instrument included the Organizational Commitment Questionnaire (OCQ) developed by Mowday, Porter, and Steers. Demographic variables measured were education, age, and sex. Main effects variables were tenure; union membership; and self-described experience with and feeling toward grievance/arbitration as a category 1 grievant, category 2 grievant, witness, and supervisor. Data were analyzed with hierarchical multiple regression. No statistically significant results were found. Limitations included the economic climate of the region and the industrial relations climate of the company.

This study examines the problem of operationally defining "hostile environment" sexual harassment, ruled a type of disparate treatment actionable under Title VII of the Civil Rights Act by the United States Supreme Court on June 19, 1986. Although the Equal Employment Opportunity Commission defines a hostile environment as an "intimidating, hostile, or offensive work environment," there is no consensus as to what is "offensive" behavior. An extensive review of the literature yielded various attempts to define and ascertain the magnitude of sexual harassment, but the fact that the actual percentages varied indicates that this is a difficult issue to measure. As perception by the victim is the key, this study surveyed 125 working women from all over the United States to determine their perceptions of behaviors that constitute sexual harassment. Discriminant analysis was then used to correctly classify 95% of the women according to their perceptions of having experienced sexual harassment. Using tests for proportions, three hypotheses were found significant. Women who have been sexually harassed are more likely to view sexual harassment as a major problem. Older men are more likely to have their behavior perceived as sexual harassment. In addition, women who have experienced acts such as staring, …