Reviewed behavioral and industrial relations literature on grievances, and raised serious methodological, theoretical, and ethical questions. Given existing threats to traditional grievance systems, basic research, especially program evaluation, on proposed structural and behavior variants of grievance procedures is necessary. (JAC)

Examined whether managerial decisions about employee grievances are influenced by grievant's work history with the organization. Results suggest that managers, at later stages of grievance process, are influenced by grievant's work history--even when that history is not relevant to evaluating the merits of the grievance. (Author/NB)

Experimental studies were conducted in two unions to examine the effects of perceptual variables--reactance and intentionality attributions--on the intent to seek redress from management action. Based on participants' responses to a series of vignettes, both studies demonstrated that greater threat and dispositional attributions provoked stronger…

Examined self-reports of grievants (N=324) concerning characteristics of grievance-filing and perceived outcomes. Results showed the level at which a grievance was settled played an unimportant role; resolution of different types of grievances affected relations with union and management. Nature of settlement and grievance type were perceived as…

Results substantiated the importance of work environment on grievances. Task organization influenced the nature of the grievances. Employees of mental health and correctional institutions whose jobs were more stressful filed more grievances than transportation employees. (JAC)