The purpose of this study was to assess faculty unionization's impact on academic human resource decision making for department chairs. The academic human resource decisions included in the study were: academic hiring; re-employment, promotion and tenure; other faculty evaluation decisions; and discipline and discharge. The first purpose of this study was to determine if faculty unionization makes academic human resource decision making for department chairs more complex. In other words, is faculty unionization a variable in decision making that makes it more difficult for chairs to come to a decision? Second, if faculty unionization makes academic human resource decision making more complex, how does it compound, increase or add to, the process? The study used data from a national survey conducted in 2016 from thirty-eight, four-year public institutions located in nineteen states in the U.S., all with faculty bargaining units. The sample size of chairs was 136, where 50.7% were in the union and 49.3% were non-unionized. The research question was answered by examining facets of academic human resource decision making as compared between unionized and non-unionized department chairs, using both Chi Square and t-test analyses. The perception of unionization as a complication of academic human resource decision making was determined using Chi Square analysis for the categorical measure and open coding for the open-ended item used to clarify the categorical response. Finally, the identification of institutional culture as a possible complicating factor for academic human resource decisions was obtained using t-test analysis of composite Z-scores for construct components, and Chi Square analysis for the most important measures that would also determine culture type. The analysis of the data revealed no differences between the unionized and non-unionized department chair groups in terms of gender identity, years of service, process rule orientation, or loyalty to the academic discipline. There were mixed results between the groups for the components of institutional culture, and what aspects of institution culture were most salient. However, there were differences between the groups for multiple role identity, loyalty to the institution in most cases, perception of unionization as a complicating factor, and perceived institutional culture. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com/en-US/products/dissertations/individuals.shtml.]