Abstract
Purpose. The purpose of this study was to examine and describe the effects of middle-management unionization in selected California school districts in which formal bargaining units have been found. Issues examined as part of this study are: (1) reasons behind the decision to form a recognized bargaining unit; and (2) the effects of unionization by middle management. Methodology. The researcher used descriptive research. The sample population consisted of fifty-seven certificated middle managers from three selected California public school districts. The data collection instruments used were qualitative interview guides developed specifically for this study. Negotiated contract provisions were reviewed to help verify the interview data. All information was analyzed, coded, and factually presented. Findings. Middle managers identified and prioritized fifteen causal factors which led them to unionization. The unions appeared to be effective in providing negotiated protections in the areas of job security, grievance procedures, and salary/benefit increases. The union and union activities tended to unify the middle managers and function as a socializing agent. Some district practices were modified due to the efforts of the middle manager unions. Working conditions were perceived to improve slightly. Middle-manager unionization did not resolve problems associated with power/authority, communication with the superintendent/board, clarification of the role, nor improve the status of the middle manager. Fifty-one percent of those studied were satisfied with their administrative union. Forty-nine percent felt the union assisted them in reaching their goals. Only 38 percent of the administrators felt the union would be effective in the future. Twenty-five percent of those interviewed paid union dues because of agency shop provisions. The union membership was politically inactive and was perceived to be more effective for site-based middle managers than for district office-based middle managers. Implications. It appears that middle-management unions tend to relieve only the basic hygiene irritants encountered by administrators and create satisfaction in only half of the population. Middle managers should review the benefits, as well as the limitations, of unionization prior to unionization. Superintendents should review the causal factors leading to unionization by administrators and explore methods to reduce those irritants.