Dissertations / Theses on the topic 'Justice in organisations'
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Curran, Peter. "Justice and trust when organisations downsize." Thesis, University of Surrey, 2010. http://epubs.surrey.ac.uk/804424/.
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Keevers, Lynne Maree. "Practising social justice: Community organisations, what matters and what counts." Faculty of Economics and Business, University of Sydney, 2009. http://hdl.handle.net/2123/5822.
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Doctor of Philosophy (PhD)This thesis investigates the situated knowing-in-practice of locally-based community organisations, and studies how this practice knowledge is translated and contested in inter-organisational relations in the community services field of practices. Despite participation in government-led consultation processes, community organisations express frustration that the resulting policies and plans inadequately take account of the contributions from their practice knowledge. The funding of locally-based community organisations is gradually diminishing in real terms and in the competitive tendering environment, large nationally-based organisations often attract the new funding sources. The concern of locally-based community organisations is that the apparent lack of understanding of their distinctive practice knowing is threatening their capacity to improve the well-being of local people and their communities. In this study, I work with practitioners, service participants and management committee members to present an account of their knowing-in-practice, its character and conditions of efficacy; and then investigate what happens when this local practice knowledge is translated into results-based accountability (RBA) planning with diverse organisations and institutions. This thesis analyses three points of observation: knowing in a community of practitioners; knowing in a community organisation and knowing in the community services field of practices. In choosing these points of observation, the inquiry explores some of the relations and intra-actions from the single organisation to the institutional at a time when state government bureaucracy has mandated that community organisations implement RBA to articulate outcomes that can be measured by performance indicators. A feminist, performative, relational practice-based approach employs participatory action research to achieve an enabling research experience for the participants. It aims to intervene strategically to enhance recognition of the distinctive contributions of community organisations’ practice knowledge. This thesis reconfigures understandings of the roles, contributions and accountabilities of locally-based community organisations. Observations of situated practices together with the accounts of workers and service participants demonstrate how community organisations facilitate service participants’ struggles over social justice. A new topology for rethinking social justice as processual and practice-based is developed. It demonstrates how these struggles are a dynamic complex of iteratively-enfolded practices of respect and recognition, redistribution and distributive justice, representation and participation, belonging and inclusion. The focus on the practising of social justice in this thesis offers an alternative to the neo-liberal discourse that positions community organisations as sub-contractors accountable to government for delivering measurable outputs, outcomes and efficiencies in specified service provision contracts. The study shows how knowing-in-practice in locally-based community organisations contests the representational conception of knowledge inextricably entangled with accountability and performance measurement apparatus such as RBA. Further, it suggests that practitioner and service participant contributions are marginalised and diminished in RBA through the privileging of knowledge that takes an ‘expert’, quantifiable and calculative form. Thus crucially, harnessing local practice knowing requires re-imagining and enacting knowledge spaces that assemble and take seriously all relevant stakeholder perspectives, diverse knowledges and methods.
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Jouglard, Danielle. "Le leadership juste : une approche proactive de la justice organisationnelle : des perceptions du subordonné à l'orientation du leader." Nice, 2012. http://www.theses.fr/2012NICE2021.
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Etre juste est l’un des comportements essentiels du leadership dans les organisations (Tyler & Blader, 2003). Mais jusqu’ici, les relations entre la justice organisationnelle et le leadership ont été peu explorées (van Knippenberg, De Cremer & van Knippenberg, 2007). Les recherches sur la justice organisationnelle ont été principalement centrées sur les perceptions de justice des subordonnés dans les relations de travail et leurs impacts sur les organisations (Cohen-Charash et al. , 2001; Colquitt et al. , 2001). Cette centration sur les perceptions de justice et les réactions consécutives des individus a été nommée la justice réactive par Greenberg (1987). Adoptant cette perspective réactive, et dans la continuité des travaux sur la mesure des perceptions de justice, nous avons d’abord évalué le caractère de généralisation de la mesure de Colquitt (2001) en contexte français. Les résultats des trois études réalisées ont montré que l’approche théorique en quatre facteurs de justice est applicable en France. En complément à la justice réactive, Greenberg (1987) a proposé une approche proactive de la justice centrée sur les motivations des individus à agir de façon juste. Adoptant cette approche, nous avons alors examiné la justice selon la perspective du leader, en proposant le modèle du Leadership Juste. Nous avons développé une mesure du leadership juste et avons réalisé deux études préliminaires de validations de la mesure en France et en contexte international. Les résultats montrent que l’approche de la justice des leaders et les perceptions de justice des subordonnés diffèrent sensiblement et peuvent révéler des niveaux d’analyse de la justice différentsBeing fair represents one of the most essential leadership behaviors in the workplace (Tyler & Blader, 2003). But to date, little is know about the relationships between organizational justice and leadership (van Knippenberg, De Cremer & van Knippenberg, 2007). Research on organizational justice has mainly focused its attention on fairness perceptions on work relationships and their impact within organizations (Cohen-Charash et al. , 2001; Colquitt et al. , 2001). This focus on justice perceptions and individuals’ subsequent reactions has been termed reactive justice by Greenberg (1987). Adopting a reactive approach, and in continuity with previous research on measuring perceptions of organizational justice, we first sought to evaluate the generalizability of Colquitt’s (2001) measure of justice perceptions in French settings. The results of the three studies we conducted showed that the theoretically supported four-factor approach is applicable in France. In addition to reactive justice, Greenberg (1987) proposed the proactive approach to justice that focuses on people’s motivation to act in a fair manner. Adopting this approach, we then addressed justice concerns from the leader’s perspective, by proposing a model of Fair Leadership. We developed a measure of Fair leadership and conducted two preliminary studies testing the dimensionality and validity of the measure. Results suggested that leaders approach to fairness and subordinates’ perceptions of fairness are somewhat different and may reveal a different level of analysis with regards to fairness
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Keramidas, Olivier. "Les trajectoires d'équité : les stratégies de gestion de l'équité des organisations publiques." Aix-Marseille 3, 2005. http://www.theses.fr/2005AIX32047.
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Les théories de l'équité ont été ici abordées suivant deux perspectives de prime abord irréconciliables. Celle d'une théorisation normative et positive de l'équité dont l'universalisme la rend souvent impraticable pour l'action; et celle d'une équité pragmatique, inscrite dans les logiques d'action, soumise à la complexité des décisions locales, et entrant souvent en conflit, à l'épreuve des faits, avec la première. C'est dans cette tension, à la fois dans le corps théorique épars abordant la question, et au quotidien, dans les décisions du manager public, que nous voyons l'incapacité à mettre en oeuvre une véritable stratégie de gestion de l'équité dans les organisations publiques si ces éléments en opposition ne sont pas maîtrisés. Au travers de quatre études de cas, nous proposons une théorisation dynamique de l'équité, par la compréhension et la maîtrise de ses trajectoires, entre ses dimensions normatives et pragmatiques, morales et distributives, d'accès et d'usage. . . En observant les managers publics face à des décisions difficiles, nous montrons combien ces choix peuvent être pesants, dans l'enlisement d'une trajectoire, dans son échec, ou son égarement de la réalité des faitsEquity theories were approached here through two prospects first of all opposed. That of a normative and positive theorization of equity whose universalism makes it often inadapted for action; and that of a pragmatic equity, registered in logics of action, subjected to the complexity of local decisions, and often in conflict with the first. It is in these tensions, at the same time in the scattered theoretical frame asking the question, and in current decisions of public managers, that we see the incapacity to implement a true strategy of equity management in public organizations, if these counter-cells are not controlled. Through four case studies, we propose a dynamic theorization of equity, by the comprehension and the control of its trajectories, between its normative and pragmatic, morals and distributive dimensions, between access and use. . . By observing public managers in front of hard decisions, we show how much these choices can be heavy, in the stagnation of a trajectory, its failure, or its mislaying of the reality of facts
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Dahmen, Mehdi. "Deux études sur le rôle du climat perçu dans les organisations en contexte de développement durable." Doctoral thesis, Université Laval, 2021. http://hdl.handle.net/20.500.11794/69306.
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En se basant sur les principes de l'échange social, cette thèse par insertion d'articles étudie les déterminants des comportements de citoyenneté environnementale des employés (OCBE), et ce, en mettant en lumière trois sphères sous-explorées de ce champ de recherche : (1) le rôle de la justice et des dynamiques de l'équité en milieu organisationnel dans l'émergence des OCBE ; (2) les relations d'échanges inter-collègues et leur rôle dans l'orientation des comportements organisationnels et (3) le rôle du climat de travail dans l'écologisation des organisations Dans ce cadre, le premier chapitre de la thèse prendra la forme d'un chapitre introductif dans le quel nous présenterons le concept de climat organisationnel, son évolution et certaines de ses variantes. Il s'agit d'un concept fédérateur dans cette thèse et il est important de comprendre les circonstances dans lesquelles des variantes environnementales du climat de travail sont apparues dans la littérature. D'ailleurs, l'une de ces variantes sera étudiée dans le deuxième chapitre de la thèse qui prendra la forme d'un article empirique. Dans cette recherche, nous étudions l'effet des différentes formes de justice ainsi que celui du climat de travail sur la conservation de l'énergie au travail. Les résultats de la recherche montrent que la justice distributive, associée à un climat de travail favorable à la conservation de l'énergie, renforce l'engagement environnemental des employés et contribue à la conservation de l'électricité en milieu de travail. Le troisième chapitre sera aussi présenté sous forme d'article dans lequel nous étudions l'effet des dynamiques d'échange inter-collègues sur l'adoption volontaire des comportements environnementaux au travail. Les résultats indiquent que les employés qui perçoivent un soutien de la part de leurs collègues vont développer un attachement psychologique envers ceux-ci et seront plus susceptibles d'adopter des comportements d'entraide environnementale. Le climat vert de travail perçu par les collègues renforce l'engagement de l'employé envers ses coéquipiers et permet ainsi, indirectement, de promouvoir l'entraide environnementale au sein de l'équipe. Les implications théoriques et managériales de chaque article sont discutées.
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Lima-Neto, Fernando Cardoso. "Le sens des ONG au Brésil : justice sociale, philanthropie et écologie." Paris, EHESS, 2013. http://www.theses.fr/2013EHES0032.
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L'objet de cette thèse est la notion d'organisation non gouvernementale (ONG) au Brésil. L'objectif principal est d'identifier les valeurs sociales qui confèrent du sens à cette notion, en analysant ses variations de significations au cours de l'histoire. Dans la première partie de la thèse, je propose une approche macro-sociologique pour traiter de la formation du champ des ONG au Brésil. Les rapports entre l'Église, l'État et la société dans la promotion de l'aide sociale au Brésil ont consolidé les trois principales valeurs qui confèrent du sens à l'expérience des ONC : la philanthropie, la justice sociale et l'écologie. Dans la deuxième partie, je propose une approche micro-sociologique pour interpréter ces valeurs à la lumière de quatre trajectoires individuelles. Chaque trajectoire illustre un point de croisement différent entre les processus macro historiques de formation des trois valeurs sociales analysées dans la Partie 1. Les résultats de la recherche indiquent les valeurs de la justice sociale, la philanthropie et l'écologie comme les principaux codes culturels qui confèrent du sens au phénomène des ONG au Brésil. Les deux premiers ont une connexion historique commune: les organisations des laïcs catholiques qui ont toujours été présents dans le contexte de promotion de l'aide sociale au Brésil. La consécration de la valeur de l'écologie, quant à elle, concerne un autre contexte historique, celui des décennies de 1990 et 2000The object of this thesis is the notion of Non Governmental Organization (NGO) in Brazil. The main objective is to identify the social values that gives meaning to this notion by analyzing its variations of meaning throughout history. In the first part of the thesis, l propose a macro sociological approach in order to deal with the formation of the NGO field in Brazil. The connexions betweenchurch, state and society on the promotion of social welfare in Brazil promoted the three major social values that provide meaning to the NGOs' experience : social justice, philanthropy and ecology. In the second part, l propose a micro sociological approach ir order to interpret these values in the light of four individual trajectories. Each trajectory represents a different point of intersection between the various macro historical processes that consolidated the NGO field, as discussedin Part 1. The research results indicate the social value' of social justice, philanthropy and ecology as the main cultural codes that give meaning to the phenomenon of NGOs in Brazil. The first two have a common historical origin, since the organizations of lay catholics were always present in the context of promoting social welfare in Brazil. In turn, the consecration of the value of ecology concerns a different context, dating mainly from the decades of 1990 and 2000
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Shabalala, Nomcebo. "The role of social workers in promoting environmental justice for sustainable communities from non-government organisations' perspective in Tshwane." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/77292.
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In 2015, the 2030 Agenda for Sustainable Development was adopted by state nations across the globe to eradicate poverty in all its forms, combat inequality, preserve the planet, create sustainable economic growth and foster social inclusion (United Nations [UN], 2015:5). Social work is committed to contributing to sustainable development by responding to social and economic injustices (Global Agenda for Social Work and Social Development, 2012).
The goal of this research study was to explore and describe the role of social workers in promoting environmental justice for sustainable communities from a non-government perspective in Tshwane.
The researcher adopted a qualitative research approach and an instrumental case study design. The sample of eight participants was purposively selected from non-governmental organisations in Tshwane and data was collected through semi-structured one-on-one interviews.
The findings of the study indicate that participants had some understanding of environmental justice and that both people and the natural environment should be equally protected and advocated in social work interventions. Although some current interventions reflect an environmental focus, participants were not consciously aware of their role in environmental justice and sustainable development. The study concluded that social workers understand the challenges that are respectively posed by the social and natural environment but not necessarily how they are intertwined and related to environmental injustices and green social work. Recommendations include education and awareness-raising of social workers on environmental justice and adopting green social work as a practice model.Mini Dissertation (MSW (Social Development and Policy))--University of Pretoria, 2020.
Social Work and Criminology
MSW (Social Development and Policy)
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Waterhouse, Jennifer Marie. "Changing the Culture of Technically Oriented Public Sector Organisations: Transformation, Sedimentation or Hybridisation?" Thesis, Queensland University of Technology, 2003. https://eprints.qut.edu.au/15886/3/Jennifer_Waterhouse_Thesis.pdf.
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Over the last two decades the public sector has been the target of significant change driven primarily by advocates of public choice theory who argue that the public sector is too large and inefficient. Changes, grouped under the banner of New Public Management, have therefore been aimed at achieving greater financial accountability through the adoption of private sector management techniques and the opening up to competition of monopolistic government supplied services.
Recent reappraisals of these changes have suggested that they have failed to adequately address issues of social justice. It has therefore been proposed that public sector organisations now need to consider more egalitarian methods of service delivery through greater public consultation and involvement in decision making processes.
Studies over the last 20 years in the public sector have tended to concentrate on change aimed at achieving New Public Management outcomes. This study adds to theory of culture and culture change in public sector organisations through exploring a change purposefully enacted to enable an organisation to meet both economic rationalist and egalitarian objectives. The primary aim of this thesis is to explore a planned process of cultural change within a technically oriented, public sector organisation to determine the processes used to undertake such change, the resulting outcomes and why these outcomes occur. A case study was used to investigate these areas.
The study was longitudinal and used a combination of methods including focus groups, interviews, non-participant observation and document analysis. Historical data was first obtained to form a base from which to examine the process of planned change over a two year period. This method allowed consideration of the impact of contextual changes on the planned process that resulted in some unintended consequences in regard to how change was being driven.
The findings conclude that models of planned change that include mechanisms through which diversity is encouraged may provide arenas through which conflict can act as a positive dynamic for change. The outcome of the planned change evidences how a purposefully created hybrid organisational form may be capable of addressing the sometimes conflicting goals of economic rationalism and citizenship participation.
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Waterhouse, Jennifer Marie. "Changing the Culture of Technically Oriented Public Sector Organisations: Transformation, Sedimentation or Hybridisation?" Queensland University of Technology, 2003. http://eprints.qut.edu.au/15886/.
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Over the last two decades the public sector has been the target of significant change driven primarily by advocates of public choice theory who argue that the public sector is too large and inefficient. Changes, grouped under the banner of New Public Management, have therefore been aimed at achieving greater financial accountability through the adoption of private sector management techniques and the opening up to competition of monopolistic government supplied services. Recent reappraisals of these changes have suggested that they have failed to adequately address issues of social justice. It has therefore been proposed that public sector organisations now need to consider more egalitarian methods of service delivery through greater public consultation and involvement in decision making processes. Studies over the last 20 years in the public sector have tended to concentrate on change aimed at achieving New Public Management outcomes. This study adds to theory of culture and culture change in public sector organisations through exploring a change purposefully enacted to enable an organisation to meet both economic rationalist and egalitarian objectives. The primary aim of this thesis is to explore a planned process of cultural change within a technically oriented, public sector organisation to determine the processes used to undertake such change, the resulting outcomes and why these outcomes occur. A case study was used to investigate these areas. The study was longitudinal and used a combination of methods including focus groups, interviews, non-participant observation and document analysis. Historical data was first obtained to form a base from which to examine the process of planned change over a two year period. This method allowed consideration of the impact of contextual changes on the planned process that resulted in some unintended consequences in regard to how change was being driven. The findings conclude that models of planned change that include mechanisms through which diversity is encouraged may provide arenas through which conflict can act as a positive dynamic for change. The outcome of the planned change evidences how a purposefully created hybrid organisational form may be capable of addressing the sometimes conflicting goals of economic rationalism and citizenship participation.
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Cascant, Sempere Maria-Josep. "Political action in a campaigning development NGO through a social movement lens : the case of Actionaid's tax justice campaign in Nigeria and the UK." Thesis, University of Sussex, 2017. http://sro.sussex.ac.uk/id/eprint/66701/.
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Campaigning has become an important area of work for development NGOs (NGDOs). How political, in terms of public mobilising to confront authority, has it become? What frameworks can we best use to study this? Based on precedents such as della Porta and Diani's suggestion (2006) that social movement (SM) theory can be enlarged as a theory of collective action, I borrow six SM concepts – frames, repertoires, networks, mobilising structures, identity and political opportunities-threats. I then combine them with NGDO campaigning literature themes to explore those questions in a case study of ActionAid's Tax Justice Campaign (TJC) in Nigeria and the UK. ActionAid's TJC operates through two campaign formats – a single-issue format with one international claim and a multiple-issue format with claims specific to each level. Both formats exist in tension for campaign resources, yet combine to expose international and domestic causes of poverty in low-income countries. This example illustrates ActionAid's campaigning style: walking a tightrope to balance tensions and opportunities in its idea of ‘campaigning'. This style also includes embracing moderate and radical supporter views on poverty and a structure of sponsorship and service-delivery programmes with campaigning accompanying them. For example, financial supporters mobilise towards confronting authorities alongside direct campaigner recruitment. Other NGDOs share this, with other ActionAid campaign features, which together shapes an understanding towards the idea of NGDO political action. I suggest that my findings contribute to both NGDO campaigning and SM theory. To NGDO campaign actors, SM theory provides a new vocabulary to study NGDO campaigning, particularly little explored dimensions in NGDO campaign literature such as state/authority confrontation and political identity. To SM theory, my findings offer an empirical contribution which helps position campaigning NGDOs as another type of contentious actor. At a practice level, ActionAid's multiple-issue campaigning may help prevent local tokenism in international campaigns.
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Kulcur, Rakibe. "Environmental injustice? : an analysis of gender in environmental non-governmental organisations (ENGOs) in the United Kingdom and Turkey." Thesis, Brunel University, 2012. http://bura.brunel.ac.uk/handle/2438/7680.
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In this thesis I investigate gender in environmental non-governmental organisations (ENGOs) in the United Kingdom (UK) and Turkey. ENGOs play an increasingly important role as lobbyists on environmental policy making at national and international scales. There is large literature dealing with gender inequalities in governing bodies, and in organisations. However, gender structures of ENGOs and their implications for campaigns have been under-researched. I therefore examined the structure and composition of ENGOs in the UK and Turkey, how far they include women in decision-making process and the implications for their campaigns. To this end, I undertook cross-national comparative research applying feminist research methodology to explore differences and similarities and underlying factors for gender inequalities in organisational settings in two different societies. The research methods included 38 interviews and one focus group interview in 9 ENGOs in the UK and 40 interviews in 10 ENGOs in Turkey. These were conducted mainly with senior managers, but also with junior managers and staff. Furthermore, I placed myself as a volunteer and researcher in two ENGOs, one in the UK and one in Turkey in order to observe the organisational practices directly and to enable triangulation of data. In addition, I collected secondary data from annual reports, staff charts, publications and websites of the organisations to collect data on gender compositions as well as campaigns of the ENGOs. In order to explore and provide sufficient explanation for the under-representation of female senior managers and gender inequalities in ENGOs settings, theoretical approaches were looked into in order to find the most appropriate feminist theories that explain the gendered nature of ENGOs. I found that while the ENGO sectors in both countries are dominated by female employees, white, middle class men are in charge of the decision-making in the ENGOs. Moreover, in the ENGOs I found that there seemed to be resistance to integrate gender related perspectives when deciding environmental campaigns. Since there is no research on ENGOs that makes gender blindness visible, this thesis is an attempt to fill that gap. I argue that neglecting gender relations in environmental decision-making and campaigns reinforces the current gendered practices and imbalances in ENGOs that fail to integrate women’s perspectives in environmental policies.
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Orago, Nicholas W. "Interrogating the competence of the African court of justice and human rights to review." Diss., University of Pretoria, 2011. http://hdl.handle.net/2263/16789.
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Globalisation and the transfer of powers from state constitutional systems to international
organisations (IOs) have led to several deficiencies, especially with regard to checks and
balances in global governance. The need to inculcate the rule of law and constitutionalism in
global governance has therefore gained currency in the 21st century. This has been exemplified
by calls for the reform of the United Nations (UN) and the extensive reforms in regional IOs,
such as the European Union (EU), with emphasis on institutional balance and the tempering of
political power with institutional controls.Thesis (LLM (Human Rights and Democratisation in Africa)) -- University of Pretoria, 2010.
A dissertation submitted to the Faculty of Law University of Pretoria, in partial fulfilment of the requirements for the degree Masters of Law (LLM in Human Rights and Democratisation in Africa). Prepared under the supervision of Dr. Jacqui Gallinetti Faculty of Law, University of the Western Cape, Cape Town, South Africa. 2010.
http://www.chr.up.ac.za/
Centre for Human Rights
LLM
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Page, Odette. "What factors differentiate an effective employment equity implementation strategy from an ineffective strategy in South African organisations and how does this impact on employees' perceptions of organisational justice?" Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/52287.
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The purpose of this study was to identify the factors that differentiate an effective employment equity implementation strategy from an ineffective employment equity implementation strategy within South African organisations.
This study made use of both qualitative and quantitative research methodologies and drew upon existing South African literature around the Employment Equity Act to construct four dimensions which could be used to determine the overall efficacy of an organisation s employment equity strategy. Four South African organisations participated in this study and were measured against the four constructs, which were developed from literature review, to determine whether their employment equity strategy was effective or ineffective. The analysis of organisational justice perceptions of employees within each of the organisations was one of the four constructs examined. The organisations which were identified as having an effective employment equity implementation strategy was then compared with organisations identified as having an ineffective strategy to determine and identify the key areas of differentiation.
The findings indicate that there are clearly identifiable thematic differences between organisations that had an effective employment equity strategy in comparison with organisations that had an ineffective strategy.Mini-disseration (MBA)--University of Pretoria, 2015.
nk2016
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
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Grevis-James, Nancy T. "The interactions between police and people with intellectual disabilities from the perspective of non - government organisations in QLD." Thesis, Queensland University of Technology, 2016. https://eprints.qut.edu.au/98750/4/Nancy_Grevis-James_Thesis.pdf.
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This qualitative study examined the multiple dynamics that surround the interactions between people with intellectual disability (ID) and police from the perspective of non-government organisations (NGOs) in Queensland. It was found that people with ID experience a complicated set of obstacles to a just and fair engagement with the Criminal Justice System that could be improved through effective relationships formed between NGOs and police.
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Girod-Laine, Maximilian. "L'évolution de l'indépendance de la justice administrative interne des organisations internationales : du XIXe siècle jusqu’à la réforme des Nations Unies de 2009." Thesis, Paris 10, 2017. http://www.theses.fr/2017PA100145.
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Les organisations internationales furent marquées dès le XIXe siècle par une évolution importante des modes de règlement des conflits concernant leur personnel, évolution ayant connu des périodes de progrès mais également de régression en matière d’indépendance de la justice liée à la question sensible des pouvoirs de leurs organes directeurs. La thèse examine cette évolution à l’aide de la théorie de l’institutionnalisme historique et à travers une typologie des critères d’indépendance. Ainsi, tandis qu’il existait essentiellement quatre types de justice interne pour le personnel et d’autres personnes affectées par leurs activités au XIXe siècle, l’avènement de la Société des Nations en 1919 voit la création du système de justice administrative interne destiné au seul personnel qui dominera le XXe siècle: la procédure de réclamation auprès de comités paritaires consultatifs sans pouvoir contraignant, suivi de la possibilité d’un recours auprès d’une juridiction administrative indépendante. La perte de contrôle des organes directeurs sur cette justice amena cependant les États à se doter durant la seconde moitié du XXe siècle d’un mécanisme leur permettant de demander la réformation des jugements auprès de la Cour internationale de Justice qui en profita au contraire pour finalement consacrer l’indépendance des juridictions administratives internationales et celle des organisations internationales. Le système mixte dans lequel les premiers niveaux de recours de nature administrative dépendaient encore des chefs des administrations disparut au sein des Nations Unies en 2009 avec l’avènement d’un double degré de juridiction indépendant. Par contre, fragmentée et cloisonnée, l’ensemble de la justice interne des Nations Unies reste grevé par des réformes concomitantes quant à la responsabilité des Nations Unies vis-à-vis de tiers, qui, encore en 2017, n’ont pas prévu de contrôle juridictionnel efficaceStaff conflict resolution mechanisms within international organisations have witnessed a tremendous evolution since the 19th century, evolution which saw progress but also periods of regression in terms of independence of justice mainly due to the sensitive issue of the authority of their governing bodies. The thesis studies this evolution by applying the theory of historical institutionalism and through various criteria used to measure the independence of these mechanisms. While mainly four different systems of justice existed for staff members and others in the 19th century, the establishment of the League of Nations in 1919 was accompanied by the creation of a new type of recourse mechanism solely meant for staff members and which would eventually dominate the 20th century: joint advisory boards with staff participation without binding authority and independent administrative tribunals. The loss of control experienced by the governing bodies over these tribunals also led Members States to establish a new mechanism allowing them to challenge their decisions with the International Court of Justice. But far from assisting them to ascertain their authority, the ICJ would not only confirm the independence of those administrative tribunals but also of the United Nations itself. The joint advisory boards, the last element of the conflict resolution mechanisms which was not yet independent, were finally abolished within the United Nations in 2009 through a justice reform that created a new appeals tribunal. However, fragmented and compartmentalized, the overall justice system within the United Nations still fails in 2017 to address the broader issue of its liability towards all kind of persons and companies, which might have suffered harm from its activities
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Grainger, John. "Non-profit organisations and relationship management: an examination of parental justice evaluations, attitudes, and post-redress behaviours in a complaint resolution process." Thesis, Grainger, John (1999) Non-profit organisations and relationship management: an examination of parental justice evaluations, attitudes, and post-redress behaviours in a complaint resolution process. Professional Doctorate thesis, Murdoch University, 1999. https://researchrepository.murdoch.edu.au/id/eprint/52673/.
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In the process of synthesising educational and business research in the field of relationship management, this study explores the extent to which parental justice-orientated evaluations of a complaint handling process influence post-redress attitudes and behaviours directed towards a team of educational service providers in a public school district. Justice is operationalised as outcomes received (distributive justice), processes used to deliver these outcomes (procedural justice), and the interpersonal communications experienced by the client during a critical service encounter (interactional justice). Utilising these three dimensions of justice provides valuable opportunities to explore relationships between justice evaluations and subsequent client attitudes and behaviours, as directed to the school system and its personnel. It further provides an opportunity to assess the impact perceptions of justice have on subsequent client-service provider relationships.
The empirical investigation in this study is based on a stratified random sample of 642 clients drawn from a public school district. Respondents provided details of problems or concerns, and complaint handling processes experienced with schools or educational personnel, over a twelve month period. For purposes of analysis, respondents were categorised in three groups, voicers, non-voicers, and those who experienced no problems during the period under review. Relationships between justice evaluations and perceptions of satisfaction, commitment, trust, and satisfaction with complaint handling, together with various categories of post-redress behaviours were examined in the context of this grouping, using a variety of multivariate statistical techniques.
The results from this study indicate that a complex web of relationships exist between justice evaluations and subsequent levels of client satisfaction, trust and commitment to the school system, as well as private and public post-redress complaining behaviour on the part of the clients. Interactional justice evaluations were found to impact on relationships to a greater.
The results from this study indicate that complex web of relationships exist between justice evaluations and subsequent levels of client satisfaction, trust and commitment to the school system, as well as private and public, post-redress complaining behaviour on the part of the clients. Interactional justice evaluations were found to impact on relationships to a greater degree than procedural or distributive justice considerations, indicating that interpersonal communications play a highly important role in successful educational relationship management. Other findings highlight important differences between client responses to public and private sector service industries. The implications of these findings for non-profit organisations engaging in relationship marketing strategies are discussed.
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Petit, Assante di Capillo Valérie. "Les effets de l'incertitude sur les réactions de justice lors de procédures de recrutement." Nice, 2009. http://www.theses.fr/2009NICE2020.
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De nombreux auteurs ont mis en évidence l’intérêt porté par les organisations pour les réactions de justice des employés face aux procédures utilisées à leur égard. Truxillo, Steiner et Gilliland (2004) ont par exemple conclu que la perception de procédures justes en entreprise pouvait avoir des effets sur l’attirance pour cette entreprise et les intentions d’actions envers elle. Les recherches effectuées dans le champ théorique de la justice procédurale ont permis de faire ressortir plusieurs facteurs qui favorisent la perception d’une procédure juste, comme par exemple la Voix donnée à l’individu, c’est-à-dire la possibilité de donner son avis lors de cette procédure, la validité de l’évaluation ou encore les informations données aux employés. Plus récemment des chercheurs ont suggéré (e. G. , Van de Bos, 2001a) que les individus en situation d’incertitude attachaient encore plus d’importance au respect de ces facteurs que les individus moins incertains, mais à ce jour aucune étude n’a été réalisée dans le cadre des procédures de sélection. Au travers de sept expériences, nous avons étudié les effets de l’incertitude des candidats et d’une information rassurante sur leurs réactions de justice lors de procédures de recrutement : entretien, évaluation de la personnalité et évaluation des compétences. Dans l’ensemble nos résultats montrent que la Voix et la validité de la méthode de sélection favorisaient effectivement la perception de justice alors que l’incertitude a un impact négatif sur ces jugements. Les résultats montrent également que le fait de rassurer le candidat permet d’annuler ou de réduire les effets négatifs de l’incertitude sur les réactions de justiceA long history of research has shown the interest organizations have for employees’ fairness reactions to procedures used towards them. Truxillo, Steiner and Gilliland (2004) concluded for example, that the fairness perceptions of organizational procedures could have effects on the attraction for this organization and action intentions. Studies conducted in the field of procedural justice have highlighted several factors which facilitate the perception of fairness, as for example the voice given to individuals, that is the possibility of expressing their opinion during this procedure, the validity of the procedure, and the information given to employees. More recently researchers (e. G. , Van de Bos, 2001a) have suggested that participants in situations of uncertainty attach more importance to these factors than less uncertain participants, but none of these studies was conducted during the selection process. Through seven experiments, we studied the effects of job applicants’ uncertainty on their fairness reactions during selection procedures : interview, ability test and personality test. Overall, our results shows that face validity and voice increase the perception of fairness. In contrast, uncertainty has a negative influence on people’s judgments of justice. Results also show that giving participants a reassuring information can moderate these negative effects of uncertainty on fairness reactions
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Marques, de Sousa Werna. "La justice brésilienne face aux violations des droits fondamentaux sous la dictature civil-militaire (1964-1969)." Thesis, Université Grenoble Alpes, 2020. http://www.theses.fr/2020GRALD008.
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Ce travail de thèse vise à analyser les mécanismes historico-juridiques qui ont conduit la légitimation de la dictature civile-militaire dans les premières années après le coup d'État au Brésil par les premiers actes institutionnels et la Constitution de 1967, afin d'évaluer l’action du pouvoir judiciaire face aux violations des droits fondamentaux commises pendant la période 1964 à 1969.Pour donner l'apparence de normalité et de légitimité, des dispositifs démocratiques ont été maintenus tout au long du régime, comme le maintien du Congrès national, un parti d'opposition modéré et un système judiciaire, malgré son profil d'exception. Dans le même temps, une loi d'exception et une grande structure administrative et institutionnelle qui possédait une efficacité relative ont été construites pour réprimer les opposants.Il a fallu pour cela de bons juristes pour fonder légalement leurs actes de dictature, parce que, même s'ils étaient incompatibles avec l'État de droit et l'ordre constitutionnel en vigueur ; et aussi parce que, pour cette raison, ils ont cherché à donner un vêtement institutionnel aux normes et aux organes de répression, en réglementant et en bureaucratisant la persécution politique.A une époque marquée par l'appréciation de l'État de droit, dont l'un des protagonistes est le pouvoir judiciaire, il est nécessaire d'indiquer comment les juges brésiliens ont traité l'ordre autoritaire établi en 1964 et leurs commandements présents sur des instruments assemblés arbitrairement, sans négliger pour autant la tentative de localiser les causes les plus évidentes d'une position des juges, politique et judiciaire, réfractaire ou non à l'amorce de l'armée brésilienne qui a pris le pouvoir politique par la forceThe aim of this thesis work is to analyze the historical-legal mechanisms that led to the legitimization of the civil-military dictatorship in the first years after the coup d'état in Brazil through the first institutional acts and the 1967 Constitution, in order to evaluate the action of the Judiciary in the face of the violations of fundamental rights committed during the period 1964 to 1969.In order to give the appearance of normality and legitimacy, democratic mechanisms were maintained throughout the regime, such as the maintenance of the National Congress, a moderate opposition party and a judicial system, despite its exceptional profile. At the same time, an exceptional law and a large administrative and institutional structure that was relatively effective was built to repress opponents. This required good jurists to legally base their acts of dictatorship, because, even though they were incompatible with the rule of law and the constitutional order in force, and also because, for this reason, they sought to give an institutional garb to the norms and organs of repression, regulating and bureaucratizing political persecution.In an era marked by the appreciation of the rule of law, one of the protagonists of which is the judiciary, it is necessary to indicate how Brazilian judges have dealt with the authoritarian order established in 1964 and their present commandments on arbitrarily assembled instruments, without neglecting the attempt to locate the most obvious causes of the judges' position, both political and judicial, whether or not refractory to the initiation of the Brazilian army that took political power by force
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Sow, Idrissa. "La protection de l’ordre juridique sous-régional par les Cours de justice : contribution à l’étude de la fonction judiciaire dans les organisations ouest-africaines d’intégration." Thesis, Bordeaux 4, 2013. http://www.theses.fr/2013BOR40029.
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Aux lendemains des indépendances, les Etats de l’Afrique de l’Ouest ont constitués entre eux des organisations d’intégration économique dans le but de favoriser leur développement économique et social.Ces organisations conçues pour la plupart à partir du modèle Européen dispose d’une personnalité juridique autonome et d’un corps de règles propres ayant vocation à s’insérer de façon uniforme dans l’ordre juridique interne des différents Etats membres. Le fonctionnement harmonieux de ce système suppose l’existence d’un organe indépendant chargé, entre autres, de veiller à l’équilibre général du dispositif et d’assurer une interprétation uniforme des normes communautaires.Dans le cadre de l’UEMOA comme de La CEDEAO, cette fonction de protection est exercée par des organes juridictionnels intégrés dont la mission principale consiste à veiller au respect du droit dans l’interprétation et dans l’application des Traités constitutifs.L’objectif visé, à travers cette contribution, est de faire observer que le dispositif de protection mis en place fonctionne, d’une part, par les mécanismes de coopération institués entre les cours de justice et les autres composantes du système communautaire et d’autre part par le contrôle juridictionnel exercé sur les organes communautaires et les Etats membresAfter being freed from colonization, the West African States have set up commonly economic integration organizations to promote their economic and social development.The creation of the majority of those organizations is based on the European example and they have an independent legal personality and a body with specific rules in charge of integrating uniformly the internal legal environment of the different Member States.The harmonious functioning of the system requires, among others, the existence of an independent structure designed to take control of the general balance organization and achieve a uniform interpretation of the Community norms. Within the framework of the WAEMU as well as in the ECOWAS, this protective function is delegated to integrated judicial bodies whose main mission consists in making sure that a submission to the law related to the interpretation and compliance with Treaties is effective.The goal of such a contribution is to point out that the settled protection device is functioning, on the one hand, by the cooperation mechanisms introduced by justice courts and the other components of the Community system and, on the other hand, by the judicial control over the community structures and the Member States
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Ghérari, Habib. "Le différend tuniso-libyen relatif à la délimitation du plateau continental devant la Cour internationale de justice." Paris 1, 1987. http://www.theses.fr/1987PA010257.
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L'objectif de cette recherche est d'accéder à une définition claire du droit de la délimitation des frontières maritimes. Pour ce faire, l'objet de la thèse est l'étude de l'arrêt de la cour internationale de justice du 24 février 1982 prononcé dans l'affaire du plateau continental entre la Tunisie et la Libye. Cet arrêt est intéressant a plusieurs égards et, notamment, par ce que la cour était invitée à indiquer en plus du droit applicable, une méthode pratique de délimitation. Sur plusieurs points, son contenu est comparé à la jurisprudence tant antérieure que postérieure à 1982. Au total, est présenté un tableau général de la jurisprudence en matière de délimitation des frontières maritimes. L'arrêt du 24 février 1982 a été l'objet d'un recours inédit puisque c'est la première fois dans l'histoire de la cour internationale de justice et de sa devancière, la cour permanente, qu'une demande en révision est tentée, couplée avec une demande en interprétation et en rectification d'erreur matérielle. C'est l'objet du second arrêt de la cour mondiale en cette affaire prononce le 10 décembre 1985. Son examen est du plus haut intérêt à cause des considérations précédentes. En outre, il éclaire ce qu'il pouvait y avoir d'ombre dans l'arrêt initial de 1982
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Casaucau, Alice. "Le management juste, un outil de prévention du burnout et de promotion des états positifs au travail." Thesis, Nice, 2016. http://www.theses.fr/2016NICE2006/document.
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La prévention des risques psychosociaux et la promotion de la qualité de vie au travail a suscité un fort intérêt ces dernières années. Cependant, les mécanismes psychologiques qui expliquent ces liens ne sont pas encore suffisamment affirmés. Afin de mieux comprendre les mécanismes en jeu, notre travail de recherche s’est centré sur la justice organisationnelle dans une perspective théorique et appliquée. Notre objectif principal a été d’apporter une contribution efficace aux connaissances sur les liens entre le management juste et les états affectifs, l’engagement, le burnout et d’autres variables en lien étroit avec le bien-être et les attitudes positives au travail. Concrètement, nous avons souhaité apporter des preuves empiriques pour une application du management juste à la prévention du burnout au travail. Notre travail a consisté à mettre à l’épreuve un modèle relationnel au moyen de 4 études. D’abord, deux études corrélationnelles ont été menées, l’une sur le climat de justice et l’autre sur des événements spécifiques de justice. Les résultats de ces deux premières études montrent que les perceptions de justice sont bien associées au burnout et à l’engagement au travail par la médiation des affects positifs et négatifs. Ensuite, deux études expérimentales ont été menées afin de vérifier les relations de cause à effet entre les perceptions de justice et les états affectifs. L’une des études a porté sur des scénarios comme vecteur des perceptions de justice et la dernière étude a été menée dans des organisations via des formations aux encadrants d’équipe afin de valider les résultats en contexte naturel et faire naître une réflexion sur l’application des formations au management juste. Les liens mis en évidence par ces études ont permis de développer une meilleure compréhension des effets de justice dans le vécu émotionnel, cognitif et comportemental sur le plan de la recherche mais aussi d’affiner les réflexions sur la prévention de la santé au travailThe prevention of psychosocial risks and promoting the quality of working life has attracted great interest in recent years. However, the psychological mechanisms behind these links are not yet sufficiently affirmed. To better understand the mechanisms involved, our research has focused on organizational justice in a theoretical and applied perspective. Our main goal was to make an effective contribution to knowledge about the links between the right management and affective states, commitment, burnout and other variables closely with the well-being and positive work attitudes. Specifically, we wanted to bring empirical evidence to a fair application of management in the prevention of burnout at work. Our job was to test a relational model with 4 studies. First, two correlational studies have been conducted, one on climate justice and the other on specific events of justice. The results of these early studies show that perceptions of justice are associated with burnout and commitment to work through the mediation of positive and negative affect. Then, two experimental studies were conducted to verify the relationship of cause and effect between perceptions of justice and affective states. One of the studies focused on scenarios as vector perceptions of justice and the last study was conducted in organizations through training to team supervisors to validate the results in natural context and give birth to a reflection on the Application training at the right management. The links highlighted by these studies were used to develop a better understanding of the effects of justice in the emotional experience, cognitive and behavioral in terms of research but also to refine the reflections on the prevention of occupational health
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Andrianjafy, Michaël. "Gouvernance et équité dans les PMA : une application à Madagascar durant la période 1960-2002." Paris 13, 2006. http://www.theses.fr/2006PA131001.
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Bien que le concept de gouvernance soit issu de la sphère privée en référence à la " gestion efficace " des firmes, cette notion véhicule une conception très précise de l'Etat. Dans la perspective du développement, la gouvernance traduit l'articulation qui existe entre l'Etat, le marché et la société civile. La gouvernance est devenue le nouveau credo des institutions internationale en matière de développement et notamment, celui de la Banque Mondiale. Elle associe le concept de gouvernance à ce qu'elle nomme une " gestion saine, ou une bonne gestion " du développement. Désormais considérée comme une norme en matière de développement, la thèse soulève les questions suivantes en ayant Madagascar comme cadre d'application : qu'est-ce que la gouvernance et quelles sont ses origines ? Comment est-elle appréhendée par les institutions internationales ? Est-elle vraiment un nouveau modèle de développement ? Quelles sont les différentes théories et approches qui sous-tendent ce concept ? Pourquoi est-elle assimilée à un régime politique de type démocratique ? A quelles conditions les PMA peuvent-ils appliquer la gouvernance en tant que politique de développement ?
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Kaboré, Daouda. "Organisations internationales, démilitarisation de la vie politique et construction de la démocratie en Afrique de l’ouest (Côte d’Ivoire, Libéria, Sierra Léone) : 1990-2011." Thesis, Paris 10, 2017. http://www.theses.fr/2017PA100001/document.
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Depuis 1990, l’Afrique de l’ouest connait une phase complexe dans sa sécurisation et dans la lutte contre les conflits armés. Constamment déstabilisés par des tentatives de coups d’Etat militaires, les pays de l’Afrique de l’ouest, notamment la Côte d’Ivoire, le Libéria et la Sierra Léone ont bénéficié d’une aide de la communauté internationale pour le règlement des sources de conflit et le redressement de leurs institutions dans le cadre d’une démocratisation globale des pays africains. Malgré cette ingérence dans les affaires internes des Etats, les stratégies adoptées par organisations internationales pour sortir la sous-région ouest africaine de l’instabilité et l’insécurité continuent de poser problèmes. Les Etats restent encore fragiles. Dans l’aide apportée, les différentes agences spécialisées des Nations unies construisent plutôt un ensemble de réseaux avec les organisations non gouvernementales internationales (ONGI) pour la gestion des conséquences des conflits armés. Ces ONGI, tout en participant à la stratégie globale de sortie de crise renforcent leur position au niveau national tout en s’ouvrant à de nouvelles missions d’assistance. Malgré les différentes dispositions prises par la CEDEAO, l’Organisation de l’Unité africaine et de l’Union africaine pour prévenir les conflits et trouver des mécanismes pour leurs gestions et leur règlement, les pays étudiés ne parviennent pas à consolider durablement la paix. Les Etats membres profitent du chaos généré, luttant plus pour leurs propres intérêts que ceux de la sécurité et le retour à la paix. Face à ce manque de cohérence dans les actions et aux limites des stratégies adoptées jusque-là, la résolution des conflits armés en Afrique de l’ouest continue de suscité interrogations, amenant à proposer une nouvelle approche de la résolution des crises armées en Afrique. Cette thèse vise donc à comprendre les stratégies des organisations internationales, leur efficacité et leur faiblesse dans le retour à la paix et le renforcement des institutions démocratiquesSince 1990, the West African states face insecurity and the struggle for armed conflict resolution. They are mostly destabilized by military coup. International community support Côte d’Ivoire, Liberia and Sierra Leone in the research of conflict solutions and the building of democratic institutions in the African states. Instead of the interference of the international organization in the African’s internal affairs and the strategies adopted, the insecurity continues to be a real problem for the stability of the sub-region. The states continue to be fragile. According to the assistance of UNO specialized agencies, an international Non-Government Organization (INGO) network is built around the assistance activities, to support the consequences of the armed conflicts. The INGO make the most of the opportunities to reinforce their position in the state and to create others activities to improve their business. Despite all positions of ECOWAS, African unity organization, and African Union to prevent conflicts and to find mechanisms of the management and peaceful solution, the states are not able to build a long term peace. The member states make the most opportunity of the insecurity of the sub region. Theirs strategies are to protect their own interests instead of finding solutions for peace. This behavior and the incoherence in theirs peace-actions continue to be subjects of discussion. This makes think another approach of conflict resolution in Africa. My research is to analyze the strategies of the international organizations, their strength and their weakness in peacekeeping and the capacity-building of African democratic institutions
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George, Munique. "A study of investigating organisational justice perceptions and experiences of affirmative action in a learning and development organisation." Thesis, University of the Western Cape, 2011. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_5783_1320150285.
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There have been good arguments made for the development of aggressive affirmative action policies with the end goal of quickly moving black South Africans into corporate and high ranks within management of organisations. One of the central arguments in favour of aggressive AA policies is the risk of racial polarization post-apartheid should a quick fix not be initiated. It makes good business and economic sense for AA policies to be implemented as black consumers coupled with black managers will have the eventual end point of lower unemployment and crime, through job creation and security of the representative majority.
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Newton, Judith. "Fighting modern slavery on Facebook: Clicktivism to offline participation." Thesis, Queensland University of Technology, 2022. https://eprints.qut.edu.au/233174/1/Judith_Newton_Thesis.pdf.
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This research investigates the obstacles and opportunities that anti-slavery organisations face in mobilising people through Facebook to participate in modern slavery activism, specifically ethical consumerism. A mixed-methods research approach was used, including the content analysis of Facebook communication of two anti-slavery organisations, an online survey of Facebook users, and interviews with Facebook users and anti-slavery organisational representatives. This research finds that how Facebook users engage in anti-slavery activism, both online and offline, is influenced by an organisation’s credibility with Facebook users, the content and style of the posts, and whether anti-slavery organisations’ content is aligned with Facebook users’ information needs.
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Abarri, Lahcen. "Justice et discrimination en milieu organisationnel : proposition d’un modèle matriciel de pérennisation des hiérarchies sociales." Thesis, Paris 10, 2016. http://www.theses.fr/2016PA100144.
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Cette recherche s’inscrit dans la lignée des travaux de psychologie sociale du travail consacrés à la compréhension du comportement organisationnel des individus à travers le prisme de la justice et de la discrimination. Dans un premier temps, nous nous sommes intéressés aux pratiques organisationnelles inhérentes à la justice distributive. Dans un second temps, aux mécanismes psychosociaux individuels et inter-individuels engendrant de la discrimination. Enfin, aux environnements normatifs de travail orientés ou non vers la justice sociale.Dans une première étude, nous avons étudié l’influence respective de différents critères de justice organisationnelle susceptibles d’orienter les décisions de distribution de primes financières ; soit les critères d’égalité, de besoin des subordonnés, et, en termes d’équité, la performance individuelle, la performance collective et l’allégeance. Nous avons observé (sur N = 1135) que chacune des trois variables d’équité prime sur l’égalité et sur le besoin. Nos analyses ont également démontré l’existence d’effets d’interaction entre les divers critères de distribution.Nous avons ensuite examiné (par 7 études) la nature des relations entretenues par divers facteurs psychosociaux que sont l’Orientation à la Dominance Sociale (ODS), la Croyance en un Monde du Travail Juste (CMTJ), la norme d’Allégeance et la Propension à Discriminer (PAD). Nos résultats (sur (N = 975) nous ont permis d’observer leur influence mutuelle ainsi que de déterminer le rôle médiateur de l’Allégeance entre l’Egalitarisme et la PAD, celui de la CMTJ entre l’Egalitarisme et la PAD et entre l’Allégeance et l’ODS, mais également le rôle médiateur de l’ODS entre la CMTJ et la PAD.Enfin, au niveau de l’environnement de travail, il nous a semblé opportun d’évaluer le pouvoir exercé par l’environnement normatif sur les concepts précités. Nous avons, dans ce but, conceptualisé une Matrice Cognitivo-Comportementale de Perpétuation du Système (MCCPS) dont nous avons ensuite, dans une étude, testé la validité. Nos résultats (sur N = 457) démontrent que les salariés travaillant dans un environnement de type AH (i.e. accentuant la hiérarchisation sociale) adhérent davantage à la MCCPS que les salariés travaillant dans un environnement de type RH (i.e. réduisant la hiérarchisation sociale)This research is in line with the studies of social psychology of work dedicated to the understanding of individuals' organizational behavior through the prism of justice and discrimination. In the first instance, we were interested in the organizational practices related to the distributive justice. In the second part, to the individual and interpersonal psychosocial mechanisms which generate discrimination. Finally, to the normative environments of work oriented or not towards the social justice.In the first study, we analyzed the respective influence of various criteria of organizational justice susceptible to direct the decisions regarding the distribution of financial bonus ; either the equality criteria, subordinates' needs, and, in terms of equity, the individual performance, the collective performance and the allegiance. We have observed (by N = 1135) that each of the three equity variables outweighs the equality and the need.Our analysis have also showed the existence of interaction effects between the various distribution criteria.Then, we examined (by 7 studies) the nature of the relationships maintained by various psychosocial factors that are the Social Dominance Orientation (SDO), the Belief in a Just World of Work (BJWW), the Allegiance norm and the propensity to discriminate (PTD). Our results (on (N = 975) have allowed us to observe their mutual influence and also to determinate the mediator role of the Allegiance between the Egalitarianism and the PTD, the one of BJWW between the Egalitarianism and the PTD and between the Allegiance and the SDO, and also the mediator role of the SDO between the BJWW and the PTD.Finally, regarding the work environment, it seemed appropriate to us to assess the power exercised by the normative environment on the concepts aforesaid. We have, for this purpose, conceptualized a Matrix Cognitive-Behavioural of the Perpetuation of the System (MCBPS) about which we then tested its validity in a study. Our results (on N=457) demonstrate that employees who work in a type AH environment (i.e. that accentuate the social hierarchy) adhere more to the MCBPS that the employees who work in a type RH environment (i.e. that decrease the social hierarchy)
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Diaz, Pedregal Virginie. "Le commerce équitable ou la juste répartition : critique du système de production et de distribution équitable à travers l'exemple des organisations des producteurs de café en Equateur, Pérou et Bolivie." Paris 5, 2006. http://www.theses.fr/2006PA05H006.
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Ce travail porte sur les modalités de la répartition des biens et des richesses dans le commerce équitable. Il s'agit de montrer comment la pratique d'une idée à priori juste et généreuse, le commerce équitable, peut provoquer de l'injuste et questionner sur la question de justice. La première partie de notre recherche traite de la construction idéologique des principes de justice du commerce équitable au Nord. Nous analysond dans une deuxième partie les pratiques d'échange et les effets de la "juste répartition" au sein d'organisation de café du commerce équitable dans les milieux andins. La troisième partie offre un aperçu des théories philosophiques de la justice domestique et internationale , et pose notre thèse sur les raisons des dissensions observées entre les groupes revendiquant une pratique de commerce équitable. Notre idée et que les acteurs se réfèrent à des principes de justice divergents, qui relèvent d'idéaux sociaux dissemblables et difficilement compatiblesThis work deals with the different ways by which goods and wealth are distributed in fair trade. We intend to show how fair trade, and a priori equitable and generous idea, can provoke injustice and question the very notion of justice. The first part of our work deals with the Northern countries' ideological construction of the principles of justice in fair trade. We present the history of the movement and show the various tendencies of fair trade in France. In the second part we analyze practices of exchange and the effects of "fair division" in coffee organizations using fair trade in the Andean context. We study the way beneficiaries perceive fair trade, and its importance within the communities. Finally, the third part presents some philosophical theories regarding domestic and international justice. It exposes our thesis about the reasons underlying dissensions between groups practicing fair trade. Our standpoint is that its actors refer to divergent justice principles arising from dissimilar and hardly compatible social ideals
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Jess, Gabrielle M. "Enforceable undertakings: Perceptions of organisational justice." Thesis, Queensland University of Technology, 2015. https://eprints.qut.edu.au/90857/4/Gabrielle_Jess_Thesis.pdf.
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In this thesis the use of enforceable undertakings is examined as a sanction for a breach in work, health and safety legislation through the lens of organisational justice. A framework of justice types - distributive, procedural and interactional - is developed and the perceptions of the three parties to the process - the regulator, the business entity and the worker as the affected third party - are explored. It is argued that the three parties perceive the sanction to be distributively unfair, but procedurally and interactionally just.
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Gaillard, Hugo. "« Open the black box » : postures de régulation du fait religieux au travail et justice organisationnelle : une étude de cas multiples enchâssée." Thesis, Le Mans, 2019. http://www.theses.fr/2019LEMA2005.
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Sujet - Le fait religieux est un sujet de recherche émergent dans la recherche francophone. Cette thèse s’intéresse aux perceptions de justice organisationnelle des postures de régulation exercées par quatre organisations françaises.Méthodologie – Pour ce faire, en mobilisant une approche qualitative nous avons conduit des entretiens semi directifs, des périodes d’observation et une analyse documentaire au sein de quatre structures. Il s‘agit d’une étude de cas multiples enchâssée.Résultats - Le partage et la clarté des postures apparaissent essentiels, tout comme la cohérence interne et externe des actions de régulation, la neutralité du décideur et la conformité de la posture vis à vis de la loi. Les signes d’extériorisation (croix, voile etc.) génèrent des perceptions d’injustice lorsqu'ils sont régulés sur des critères qui ne reposent pas sur le travail. Le fait religieux ne doit ni générer un motif de discrimination, ni un passe droit en matière d’allocation des ressources (temps, travail, etc.).Implications managériales - Une posture neutre, centrée sur le travail, respectueuse du droit et sans jugement de valeur sur les pratiques individuelles, favorise la diffusion d’un climat de justice.Originalité - Ce travail concerne des terrains peu étudiés à ce jour, répond à un appel de la littérature pour le traitement du sujet sous l’angle de la justice et permet de concilier l’étude des perceptions individuelles à l’impératif de fonctionnement de l’entreprisePurpose – Religion at work is still an arising topic in French management research. This deals with perceptions of fairness in the regulatory postures operated by four French organizations.Design/Methodology – For this purpose, we drive a qualitative research by semi-structured interviews, observation periods and a documentary analysis in four organizations. That it is an emboided multiple-case study.Findings – Sharing and clarity on postures is an essential issue, as is internal and external coherence of regulation actions, décision-maker neutrality and the compliance with the law. Externalization signs (cross, veil, etc.) provide perceptions of injustice when they are regulated on basis of non work-based criteria. Religion do not provide discrimination nor a special privilege in matter of ressource allocation (time, work etc.).Practical implications – A neutral posture, work-focused, that respects human rights and law without value based judgment, nurtures au justice climate.Originality/value – This work concern understudied fields , ask to a pairs calling for dealing with the issue in term of justice, and reconcile individual perceptions with the organizationnal good fonctionning imperative
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Coetzee, Mariette. "The fairness of affirmative action an organisational justice perspective /." Thesis, Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-04132005-130646.
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Ng, Gar Yein. "Quality of judicial organisation and checks and balances." Antwerpen [u.a] Intersentia, 2007. http://www.gbv.de/dms/spk/sbb/recht/toc/53502892X.pdf.
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Alsaree, Lina Taleb. "What is just? How do today's workforce perceive organisational justice?" Thesis, Queensland University of Technology, 2020. https://eprints.qut.edu.au/201341/1/Lina_Alsaree_Thesis.pdf.
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This thesis is an exploratory study investigating the perceptions and experiences of both supervisors and subordinates in a university setting. The research reported provides an improved understanding of what justice means in the eyes of supervisors and subordinates in the workplace today. This study develops a contemporary view of organisational justice, as workplaces have changed considerably since the foundation of current organisational justice literature and assumptions that were founded in the previous century. In doing so, the findings and discussion provide an updated picture of what organisational justice looks like in the workplace today.
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Parker, Shameema. "Conceptualisation of a structural model to predict organisational commitment." University of Western Cape, 2020. http://hdl.handle.net/11394/8065.
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Magister Commercii (Industrial Psychology) - MCom(IPS)As local textile manufacturing come under pressure from global competition, the competitive advantage of organisations in this sector have become an important research topic. As a key input in the manufacturing process, human resources can either be a burdensome cost or a source of competitive advantage for organisations in the textile industry. The effectiveness of human resources depends to a large extend on the ability of organisations to keep them motivated and productive.
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Hoyos-Nebot, Cécile. "La justice seigneuriale du Canal des Deux-Mers à Béziers (1666-1789) : Organisation et pratique d'une justice de proximité." Montpellier 1, 2008. http://www.theses.fr/2008MON10012.
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Gillberg, Claudia. "Transformativa kunskapsprocesser för verksamhetsutveckling : En feministisk aktionsforskningsstudie i förskolan." Doctoral thesis, Växjö universitet, Institutionen för pedagogik, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-2593.
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This doctoral thesis had two purposes. 1. To study some preschool teachers’ possibilities to develop a gender aware pedagogy by applying theories of organisation, profession and collaboration. 2. To do qualitative research by drawing on principles of research for social justice, as a contribution to the development of methodology in feminist educational action research. The following research questions helped elucidate these purposes: How do preschool teachers create space for reflection and knowledge processes over time? What individual and collective actions do preschool teachers take over time? How can this study contribute to organisational development? Feminist pragmatism served as the philosophical underpinning for feminist action research (FAR) as a methodology and method. The preschool teachers were regarded as agents for change in their own pedagogic and organisational practices. Over a three-year period meetings were conducted on a regular basis. One-on-one interviews, group interviews, numerous emails, telephone calls and some observations completed the data collection. The analytical research narrative emerged by linking the preschool teachers’ actions to their ambiguous professional status. Actions were interpreted by applying the principles inherent in FAR, what, who and critical incidents over time. The absence of professional recognition from the municipal employer and parents for the preschool teachers was evident. Since the preschool teachers needed professional recognition, they experienced the collaborative nature of this study of great value as it conferred legitimacy for their professional development. There emerged meaningful pedagogic change over time, which emphasised the temporal aspect of organisational change from the bottom up. Collective actions began to take root in a shared value system. The design of the project – to collaborate with an outside ally – was decisive in regard to creating space for reflection and collective actions. Collective actions were possible due to the courage of individual participants who dared break silences surrounding organisational injustices. In conclusion, it can be stated that organisational change over time is indeed possible by practising radical openness for agency. Transformative knowledge processes can be achieved provided that genuine offers of participation are issued and well received. By elaborating on terms such as action, participation, emancipation, social justice and knowledge, a methodological contribution could be made to feminist action research.Denna avhandling hade två syften. 1. Att i ett organisations-, professions- och pedagogiskt samverkansperspektiv studera några förskollärares möjligheter och hinder för utvecklingen av en genusmedveten pedagogik. 2. Att bedriva kvalita-tiv forskning utifrån antaganden om forskning för social rättvisa, som ett bidrag till metodologiutveckling. Följande frågeställningar belyste dessa syften: Hur skapar förskollärare utrymme för reflektion och kunskapsprocesser över tid; vil-ka individuella och kollektiva handlingar utför förskollärare över tid; vilka bi-drag till verksamhetsutveckling kan en studie av detta slag göra? Med feminis-tisk pragmatism som vetenskapsteoretisk grund tillämpades feministisk aktions-forskning som satte förskollärarnas frågeställningar i centrum. Under tre års tid ägde regelbundna träffar rum för gemensamma reflektioner, utvärderingar och planeringar av pedagogiska handlingar. Enskilda och gruppintervjuer, deltagande observationer samt en stor mängd mejl-, telefon- och brevutbyten kompletterade datainsamlingen. Den analytiska forskningsberättelsen växte fram under åter-koppling till förskollärares handlingar och i ljuset av förskollärares diffusa pro-fessionstillhörighet. Handlingarna tolkades utifrån de i feministisk aktionsforsk-ningsmetodologi inneboende principerna vad, vem och kritiska händelser över tid. Organisations- och professionsteoretiska analyser visade att förskollärarnas handlingar varken erkändes som professionella av den kommunala arbetsgivaren eller föräldrarna. Förskollärarnas behov av professionell erkänsla var stort, men när den uteblev, visade sig det långsiktiga utvecklingsarbetet vara av stort värde, därför att förskollärarna lyckades åstadkomma pedagogiskt sett meningsfulla förändringar, vilket understryker den temporala aspekten av organisatoriska för-ändringar underifrån. Förskollärarnas kollektiva handlingar började rota sig i en gemensam värdegrund. Formen av utvecklingsarbetet - att samarbeta med en al-lierad utifrån - var avgörande för skapandet av utrymme för reflektion och kol-lektiva handlingar. Kollektiva handlingar möjliggjordes i hög utsträckning tack vare enskilda deltagares mod att bryta tystnader om orättvisor i den egna verk-samheten. En slutsats är att det är möjligt att åstadkomma organisatoriska för-ändringar över tid genom en radikal öppenhet för agency. Transformativa kun-skapsprocesser kan åstadkommas om erbjudanden till ett genuint deltagande i ett förändringsarbete lämnas och mottas. Genom en problematisering av termer som handling, deltagande, emancipation, social rättvisa och kunskap gjordes ett me-todologiskt bidrag till feministisk aktionsforskning.
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Sawers, Andrew Campbell. "The Effects of Perceived Supervisor Support, Organisational Justice and Change Management Strategies in the Context of Organisational Restructuring." Thesis, University of Canterbury. Psychology, 2011. http://hdl.handle.net/10092/5324.
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This study sought to further our understanding of the antecedents of employee perceptions of organisational justice in the context of organisational restructuring. As such, this study focussed on the previously under-researched change management practices of support for downsizing victims and organisational communication quality, and the similarly under-researched organisational justice dimensions of interpersonal and informational justice, while also hypothesising a moderating effect of perceived supervisor support between these two sets of variables. Using an online survey, a total of 234 employees from a large New Zealand organisation in the Education sector were invited to participate in the study, with 71 volunteering to complete the online survey. The results showed no moderating effects of perceived supervisor support, but did show strong, significant main effects of victim support and communication quality on both interpersonal and informational justice. These findings highlight the importance of change management practices in maximising positive outcomes post-restructuring for the organisation and its employees.
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Abu-Tayeh, B. K. "Organisational justice and work-related attitudes in selected commercial banks in Jordan." Thesis, University of Salford, 2007. http://usir.salford.ac.uk/26499/.
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This study investigated the relationship between employees’ perceptions of justice and work attitudes in relation to organisational structure in selected commercial banks in Jordan. Questionnaires and semi-structured interviews were employed. Data obtained from 308 participants of the questionnaires and 18 interviewees from ten commercial banks in Jordan suggested centralisation played a minor role in employees’ perceptions of justice and work related attitudes. Participation in decision making was not shown to shape employees’ perceptions of justice and work attitudes. Centralising authority related to performing employees’ own tasks (hierarchy of authority) increased employees’ perceptions of interactional justice and job satisfaction. Formalisation and standardisation accounted for greater perceptions of justice and higher levels of satisfaction with jobs and organisational commitment. Employees’ perceptions of distributive, procedural, and interactional justice increased the employees’ job satisfaction and organisational commitment. Irrespective of gender, tenure and age, employees perceived justice similarly. Managers, compared to subordinates, perceived higher levels of procedural and distributive justice. Employees from branches, compared to those from headquarters, reported greater perceptions of justice. The study showed that the more uncertain employees are and the more they seek to avoid ambiguous situations, the stronger the relationships among organisational structure, perceptions of justice, and work-related attitudes. Many of the conditions and reasons, whereby the effects of structural dimensions on perceptions of justice and work related attitudes were more possible, were identified. Similarly, many of the conditions whereby the effects of perceptions of justice on work attitudes were more possible were also identified. Among these conditions were uncertainty avoidance culture, risk avoidance, trust in managers, perceived bank support, and perceived managers’ support
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Haji, Hamdan Mahani. "Mediators of the relationship between person-organisation fit and individual outcomes." Thesis, Queensland University of Technology, 2011. https://eprints.qut.edu.au/46695/1/Mahani_Haji_Hamdan_Thesis.pdf.
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To date, research on P-O fit has focused heavily on the effect of P-O fit on individual and organisational outcomes. Few studies have attempted to explain how or why P-O fit leads to these outcomes. Meglino, Ravlin, and Adkins (1989) and Schein (1985) identified several intervening mechanisms for explaining fit-outcome relationships but only few of these explanations have been tested empirically (Cable & Edwards, 2004; Edwards & Cable, 2009; Kalliath, Bluedorn, & Strube, 1999). This thesis investigates role conflict, cognitive style and organisational justice as three potential mediating mechanisms in the relationship between P-O fit (defined as fit between personal and organisational values – value congruence or value fit) and outcomes including job satisfaction, job performance, service performance, affective commitment and continuance commitment. The study operationalised P-O fit using three measures: subjective fit, perceived fit and objective fit. The mediation model of subjective fit was tested using a Mplus analytical technique, while the mediation models of both perceived and objective fit were tested by modeling the difference between two scores (that is, between personal values and organisational values) using a polynomial regression and response surface analysis (Edwards, 1993). A survey of 558 mid-level managers from seven Brunei public sector organisations provided the data. Our results showed that the relationship between P-O fit and outcomes was partially mediated by organisational justice and cognitive style - for all the three measures of fit, while role conflict had no mediating effects. The findings from this research therefore have both theoretical and practical implications. This research contributes to the literature by combining these theoretical explanations for value congruence effects into one integrated model, and by providing evidence on the partial mediating effects of organisational justice and cognitive style. Future research needs to address and investigate other potential mechanisms by which value congruence affects individual and organisational outcomes. In addition, the study is considered to be the first to test these mediating roles for a value fit-outcomes relationship using three different measures of fit in a non-Western context.
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Tillier, Mathieu Bianquis Thierry. "Les cadis d'Iraq à l'époque abbaside organisation administrative et rapports au pouvoir (132/750-334/945) /." Lyon : Université Lumière Lyon 2, 2004. http://demeter.univ-lyon2.fr:8080/sdx/theses/lyon2/2004/tillier_m.
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McWhite, Shireen. "Effect of transformational leadership on intention to quit as mediated by justice, trust and perceived support." Master's thesis, University of Cape Town, 2009. http://hdl.handle.net/11427/5836.
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Hamman-Fisher, Desireé Ann. "The relationship between job satisfaction and organisational justice among academic employees in agricultural colleges in South Africa." Thesis, University of the Western Cape, 2009. http://hdl.handle.net/11394/2688.
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Magister Administrationis - MAdminIn an attempt to make South Africa a more just society after the first democratic elections on 27 April 1994, the South African society had to undergo a number of radical changes which impacted the social, economical, political and educational arena. These changes have influenced recruitment, retention and turnover. Changes at leadership levels in the private and public sphere coupled with a huge exodus of highly skilled professionals are evident as topics of equality and social justice appear at the top of company agendas. Many proponents have conducted research on organisational justice and the fact that more than twenty five thousand articles have been published on job satisfaction attest to the importance of these two variables on organisational performance. In an article examining past, present and future states of organisational justice it is argued that organisational justice has the potential to explain many organisational behavioural outcome variables. An investigation of the relationship between organisational justice perceptions and work behavior found job satisfaction to be made up of a large fairness component. The rationale behind the support for the study is the argument that employees who perceive that they have been fairly treated is likely to hold positive attitudes about their work, their work outcomes and their managers. If South African organisations wish to remain competitive then organisations need to understand how perceptions of justice influence attitudes and behaviour and consequently affect the success of the organisation. Agricultural Colleges, a division of the Department of Agriculture are no exception. The Agricultural Colleges' primary aim is to provide training to its prospective communities, and is continuously being evaluated in terms of how well its academic employees achieve its vision, mission and goals. It is evident from responses to job advertisements, low morale and high turnover that most of the academic employees in Agricultural Colleges are dissatisfied with their jobs, pay, management and the institutions based on their current salary. Attracting, recruiting and retraining highly skilled, internationally marketable and mobile employees are critical factors in determining the present and future success in agricultural training in South Africa. Limited research to examine the effects of organisational justice on organisational outcomes in an environment where the workforce consists of academics is the gap this research attempts to fill. This study is designed to assess the impact of organisational justice on job satisfaction of academic employees in agricultural colleges in South Africa. Also, to determine whether biographical values influence the relationship between organisational justice and job satisfaction.
South Africa
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Weller, Stephen Adrian. "A study of organisational justice and participative workplace change in Australian higher education." Thesis, full-text, 2009. https://vuir.vu.edu.au/2028/.
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This thesis explores employee participation in the management of workplace change through an organisational justice framework within the context of the Australian Higher Education (HE) sector. The thesis examines the extent to which the Australian HE sector makes provisions for participative workplace change, the extent to which participants within the sector perceive participative workplace change as providing fairness, and practices that can facilitate and foster participative workplace change.
The provisions for participative workplace change are examined through a longitudinal study of enterprise bargaining agreements across all public universities in Australia for the period of 1997-2006. The research findings identify a decline in both the degree and form of employee participation in workplace change across this decade.
The perceptions of participative workplace change are examined through an altitudinal survey of management and union executives within all public universities in Australia. The research findings identify considerable divergence between management and union executives in relation to employee participation, workplace change and organisational justice.
The practices for participative workplace change are examined through twenty semi-structured interviews with management and union executives drawn from amongst the respondents to the attitudinal survey. The research findings identify areas of convergence around organisational justice dimensions and workplace change practices between management and union executives.
The thesis concludes that it is a combination of fair processes and fair interactions which are most effective in facilitating workplace change and fostering employee participation in the Australian HE sector and which in turn are seen to be able to contribute to shared perceptions of organisational justice.
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Weller, Stephen Adrian. "A study of organisational justice and participative workplace change in Australian higher education." full-text, 2009. http://eprints.vu.edu.au/2028/1/weller.pdf.
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This thesis explores employee participation in the management of workplace change through an organisational justice framework within the context of the Australian Higher Education (HE) sector. The thesis examines the extent to which the Australian HE sector makes provisions for participative workplace change, the extent to which participants within the sector perceive participative workplace change as providing fairness, and practices that can facilitate and foster participative workplace change. The provisions for participative workplace change are examined through a longitudinal study of enterprise bargaining agreements across all public universities in Australia for the period of 1997-2006. The research findings identify a decline in both the degree and form of employee participation in workplace change across this decade. The perceptions of participative workplace change are examined through an altitudinal survey of management and union executives within all public universities in Australia. The research findings identify considerable divergence between management and union executives in relation to employee participation, workplace change and organisational justice. The practices for participative workplace change are examined through twenty semi-structured interviews with management and union executives drawn from amongst the respondents to the attitudinal survey. The research findings identify areas of convergence around organisational justice dimensions and workplace change practices between management and union executives. The thesis concludes that it is a combination of fair processes and fair interactions which are most effective in facilitating workplace change and fostering employee participation in the Australian HE sector and which in turn are seen to be able to contribute to shared perceptions of organisational justice.
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Jansen, Van Vuuren Henk Riaan. "The influence of procedural, distributive and interactional justice on organisational citizenship behaviour among employees at the SAPS academy, Paarl." Thesis, Vaal University of Technology, 2016. http://hdl.handle.net/10352/455.
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M. Tech. (Department of Business Administration, Faculty of Management Sciences), Vaal University of TechnologyKeywords: organisational justice, procedural justice, distributive justice, interactional justice, organisational citizenship behaviour. The purpose of this study is to investigate employees’ perceptions of organisational justice and their effects on organisational citizenship behaviour. This study advocates that the way employees perceive organisational justice affects their organisational citizenship behaviour in their current organisation. The fact that employees play a central role in the realisation of an organisation’s goals makes it critical for any organisation to have employees who are willing to go beyond what is required of them. In this study, a quantitative research paradigm and an exploratory research method were used to investigate a sample size of 226 employees working at the SAPS Academy, Paarl. In order to minimise the study bias, systematic sampling was used to ensure that the sample accurately reflected the larger population (N=457). Data were collected with the aid of a structured questionnaire and the results of the correlation analysis revealed that all three dimensions of organisational justice are significantly and positively related to organisational citizenship behaviour. Organisational justice also showed a strong predictive relationship with organisational citizenship behaviour. Based on the findings of the empirical survey, it was revealed that if organisational justice practices are implemented appropriately, employees holding key positions may be likely to display more organisational citizenship behaviours. Therefore, it was recommended that, to address negative perceptions of organisational justice, a strategy should be formulated to ensure that employees are treated fairly in terms of the dimensions of organisational justice. It was also recommended that when developing and implementing such a strategy, barriers should be addressed that could: influence the availability of accurate and complete information for decision making; and influence the dissemination of information pertaining to job decisions. It is further recommended that rewards programmes be reviewed to ensure that employees will experience fairness when comparing their own payoffs with those of fellow employees and perceive just distributive justice practices. vii The study concludes by recommending that a “Code of good practice – communication policy” be developed that would enable the displaying of social sensitivity and dignified, respectful and acceptable behaviour by employees in a managerial position towards their subordinates. The findings and recommendations of this study are important to employers as they provide crucial information regarding the types of activities organisations could engage in for employees to consider them as acceptable organisational justice practices. Such involvement in acceptable organisational justice activities can improve employees’ organisational citizenship behaviour and reinforce effective and efficient service delivery in their current organisation. The implications for future research indicate that a comparative study testing the differences between different groups based on certain biographical traits, such as gender, marital status, age, educational level, income and length of service in the South African Police Service, is advisable as it would assist in determining how such biographical traits might influence the various dimensions of organisational justice. Furthermore, the study could also be expanded to include a broader national sample within the Division: Human Resource Development and other divisions within the South African Police Service.
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Bernard, Christophe. "Incitations dans les organisations : tournois et juste-à-temps." Toulouse 1, 1997. http://www.theses.fr/1997TOU10038.
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Nous étudions, dans cette thèse, certains aspects du problème fondamental des incitations dans, et entre, les organisations. Dans les pays occidentaux, bon nombre des mutations organisationnelles actuelles s'inspirent du système de production japonais. Nous nous intéressons, dans un premier temps, à un mécanisme incitatif fréquemment utilisé dans ce système de production : les tournois. Dans un second temps, nous considérons les effets de la structure productive et des méthodes utilisées pour la gérer sur les incitations des acteurs de la production. Dans le premier chapitre, nous réalisons une synthèse de la littérature sur les tournois. Nous étudions, dans le deuxième chapitre, les effets de l'hétérogénéité, connaissance commune, des agents sur ce type de contrat. Nous envisageons, notamment, le cas où le principal ne peut discriminer, par les paiements, entre les agents. Nous mesurons les effets sur le tournoi de la contrainte de non-discrimination et regardons dans quelle mesure cette dernière peut favoriser une évaluation asymétrique des agents mis en compétition. Le troisième chapitre propose une analyse du système de production japonais à la lumière de la théorie des incitations et montre qu'il existe, dans ce système, un très grand nombre de schémas incitatifs complémentaires. Le quatrième chapitre étudie l'influence du choix des méthodes de gestion de la production sur la qualité des produits manufactures. Nous montrons que le système de production en flux tendu, souvent présenté comme visant simplement à rationaliser la gestion des stocks, s'avère également être un système de production créant plus d'incitations à la qualitéIn this thesis, we study some aspects of the basic problem of incentives in, and among, organizations. In western countries, a certain number of current organizational changes are inspired by the Japanese production system. In a first step, we are interested in an incentive mechanism frequently used in this production system: the tournaments. In a second step, we consider the effects of the productive structure and the methods used to manage it on the incentives of the actors of production. In the first chapter, we survey the existing literature on tournaments. The second chapter focuses on the effects of the heterogeneity, common knowledge, of the agents on this type of contract. In particular, we consider the case in which the principal can not discriminate, by payments, among the agents and we regard in which degree the no-discrimination can induce an asymmetric evaluation of the agents in competition. The third chapter proposes an analysis of the Japanese production system in the light of the theory of incentives and shows that there is, in this system, a very great number of complementary incentives schemes. The fourth chapter studies the influence of the choice of the production's management methods on the quality of manufactured products. We show that the "just-in-time" production system, often considered only as a stock management system, is more essentially a system which creates stronger incentives on quality
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De, Pao Milena. "What s justice got to do with it? : the relationship between injustice at work and counterproductive work behaviour." Master's thesis, University of Cape Town, 2005. http://hdl.handle.net/11427/5855.
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Includes bibliographical references (leaves 42-50).This research study investigated the relationship between injustice at work and cunterproductive work behaviour (CWB). Participants consisted of 152 blue-collar workers from a national retail group consisting of six chain stores. The research was conducted in the Western Cape in two of these chain stores and comprised of an exploratory survey with Likert-type scales.
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Pastor, Lorna Valencia. "The relationship between organisational citizenship behaviour and perceptions of organisational justice at a selected automotive component manufacturer in the Western Cape." Thesis, Cape Peninsula University of Technology, 2012. http://hdl.handle.net/20.500.11838/977.
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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2012Organisational citizenship behaviour (OCB) is discretionary behaviour of employees that display altruism, courtesy, conscientiousness and loyalty towards co-workers and the organisation. OCB is important, since it promotes efficient and effective functioning of the organisation (Organ, 1988: 4). Research suggests that OCB is related to perceptions of organisational justice (OJ). OJ refers to fairness of decision making processes in the workplace, employees’ perceptions, and the influence of OJ on workplace behaviour. Perceived fairness determines the extent of employees’ OCB contributions to the organisation. OCB may be increased if employee perceptions of OJ are improved (Moorman, 1991: 845). Anecdotal evidence suggests that many workers at the research site (Company A) display negative OCB, hence identifying a need for this study. The main objective of the study was to determine employee perceptions of OJ, levels of OCB, and to test the nature of the relationship between perceptions of OJ and OCB at Company A. Employees at Company A (N=130) were surveyed regarding their perceptions of OJ and their willingness to display OCB. Cross sectional, quantitative data was collected in a paper based survey, by using existing instruments that were formulated from validated standardised questionnaires to measure OJ and OCB. Responses were analysed, and the results of the study showed that certain components of OJ are related to OCB at Company A. Understanding the effect that management practices have on perceptions of OJ will enable management at Company A to improve interaction with employees in an effort to improve employees’ perceptions of fairness. This should enhance employee/management relations, encourage more citizenship behaviour from employees, and ultimately benefit the organisation.
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Crawshaw, Jonathan R. "Managing careers and managing fairness : an organisational justice theory perspective on employee evaluations of, and reactions to, organisational career management practices." Thesis, Aston University, 2005. http://publications.aston.ac.uk/10784/.
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This thesis presents the results of a multi-method investigation of employee perceptions of fairness in relation to their career management experiences. Organisational justice theory (OJT) was developed as a theoretical framework and data were gathered via 325 quantitative questionnaires, 20 semi-structured interviews and the analysis of a variety of company documents and materials. The results of the questionnaire survey provided strong support for the salience of employee perceptions of justice in regard to their evaluations of organisational career management (OCM) practices, with statistical support emerging for both an agent-systems and interaction model of organisational justice. The qualitative semi-structured interviews provided more detailed analysis of how fairness was experienced in practice, and confirmed the importance of the OJT constructs of fairness within this career management context. Fairness themes to emerge from this analysis included, equity, needs, voice, bias suppression, consistency, ethicality, respect and feedback drawing on many of the central tenants of distributive, procedural, interpersonal and information justice. For the career management literature there is empirical confirmation of a new theoretical framework for understanding employee evaluations of, and reactions to, OCM practices. For the justice literatures a new contextual domain is explored and confirmed, thus extending further the influence and applicability of the theory. For practitioners a new framework for developing, delivering and evaluating their own OCM policies and systems is presented.
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Visser, Schalk W. J. "The mediating effect of organisational justice mechanisms on the relationship between leadership and trust." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/80423.
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The focus of this research was to build on existing literature of leadership, organisational
justice mechanisms and trust. This was done through specific focus on how different
kinds of leadership styles, transformational leadership and transactional leadership,
effects different types of trust, being affect-based trust and cognition-based trust, as
mediated by organisational justice mechanisms, being distributive justice, procedural
justice and interactional justice.
To investigate these complex relationships, and given the number of latent constructs
proposed, the statistical technique used in this research was partial leased squares
structural equation modelling (PLS-SEM). This enabled the researcher to evaluate the
strength and significance of relationships in this complex model.
Findings showed that distributive justice and procedural justice had no significant
mediating effect between leadership style, being transformational leadership and
transactional leadership, and the components of trust, being affect-based trust and
cognition-based trust. However, it was found that interactional justice had a significant
positive mediating effect between transactional leadership and the components of trust,
being affect-based trust and cognition-based trust, but not for transformational
leadership.
Given the context of the study, these findings further support the notion that it is the
responsibility of leaders in an organisation to communicate effectively, clearly and
transparently to their followers at all times and, in doing so, increase the level of
perceived fairness which will then result in trust being built within the organisation. This
in turn will allow employees to put themselves in positions of vulnerability, with the
expectation that positive outcomes will be achieved.Mini Dissertation (MPhil)--University of Pretoria, 2020.
Gordon Institute of Business Science (GIBS)
MPhil
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Fischer, Ronald. "Organisational justice and culture in Europe : the effects of national culture, structural variables and values on the perceived justice of reward allocation and the impact of justice on work behaviour." Thesis, University of Sussex, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.391875.
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