A comprehensive history of the Minnesota two-year college faculty union was compiled with emphasis placed upon union organization, leadership, activities, events, faculty satisfaction levels, and relationship to national education labor movements. The Hirschman exit, voice, and loyalty theory provided the conceptual framework of the project. Total faculty satisfaction was determined by the combination of academic, working conditions, and governance factors experienced in the profession. Faculty satisfaction was influenced by intrinsic and extrinsic factors coupled with a procedural and distributive justice evaluation. When total satisfaction dropped to unacceptable levels faculty faced a dilemma. Highly dissatisfied faculty either exited the profession/institution or pursued voice to mitigate their dissatisfaction. Unionization and collective bargaining represented voice used to mitigate faculty dissatisfaction. The choice to engage in voice demonstrated loyalty to the profession/institution. The history of the Minnesota two-year college faculty union explored faculty total satisfaction during critical moments in union history
