Peetz (1993) found that the majority of reasons why employees join unions is to obtain the protection of their employment rights that is provided and ensured by unions. These protections include legal advice and counsel, representation in disputes or ensuring adequate information, and non-discriminatory treatment in employment. Another finding also revealed that some employees are considered union members due to other pressures, such as those from colleagues who experienced unions as an important association that helps them with labor relations problems. In another study, unions are associated with roles of opportunity in creating a family-friendly work environment (Ravenswood & Markey 2011), and employees may be counseled by family to encourage union membership. Peetz (1993) also mentioned that while some other employees believe that unions could bargain and improve working conditions, such as wage increases, if they join a union, others should also join unions because of the ideology, where they perceive that "unity is strength" and emphasize equality in the working society. However, it is important for employers and managers to take these different motivations into account as they should gauge the potential implications of union density