This study examines determinates of two employee behaviors in the union organizing process: pro-union activism in the organizing campaign, and vote for union certification. Using data gathered from six union or ganizing attempts, campaign activism and voting behavior is analyzed in terms of hypotheses drawn from Wheeler's (1985) theory of industrial conflict. Results indicate that support for union certification is influenced by a perceived lack of job security, management's lack of respect for employees, the belief that union representation would be effective, favor able attitudes about unions, and anger at the employer. Few differences were found for union activism and vote, suggesting that distinctive forms of union support are not influenced by different determinants.
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