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Academic literature on the topic 'Theory of Organisational Justice'

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Published: 10 December 2022
Last updated: 29 January 2023

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Journal articles on the topic "Theory of Organisational Justice"

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K., Jnaneswar, and Gayathri Ranjit. "Organisational justice and innovative behaviour: Is knowledge sharing a mediator?" Industrial and Commercial Training 53, no. 1 (December 10, 2020): 77–91. http://dx.doi.org/10.1108/ict-04-2020-0044.

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Purpose Encouraging employees to exhibit innovative behaviour at the workplace is the need of the hour. Prior studies reported the impact of organisational justice on innovative behaviour; however, the majority of these studies are from the Western context. Moreover, the underlying mechanism linking these variables, namely, the role of knowledge sharing, is sparse. The purpose of this paper is to examine the mediating role of knowledge sharing in the relationship between organisational justice and innovative behaviour through the lens of social exchange theory in the Indian context. Design/methodology/approach Mediation analysis using PROCESS macro was performed on a sample of 288 employees using three structured questionnaires. Participants were recruited from various manufacturing organisations in India. The validity of the hypothesised model was established using AMOS software. Findings Organisational justice impacted both knowledge sharing and innovative behaviour. It was also illustrated that knowledge sharing influenced employees’ innovative behaviour. The most important finding is the partial mediation of knowledge sharing in the organizational justice–innovative behaviour relationship. Originality/value This study tries to demystify the organisational justice–innovative behaviour relationship by highlighting knowledge sharing as an underlying mechanism. The existing theoretical framework that describes the effects of organisational justice is enriched.
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Dominic, Elizabeth, Vijay Victor, Robert Jeyakumar Nathan, and Swetha Loganathan. "Procedural Justice, Perceived Organisational Support, and Organisational Citizenship Behaviour in Business School." Organizacija 54, no. 3 (August 1, 2021): 193–209. http://dx.doi.org/10.2478/orga-2021-0013.

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Abstract Background/Purpose: The effectiveness of a Business School depends on the extra role behaviours or Organ-isational Citizenship Behaviour (OCB) of its committed academics. The social exchange theory postulates that employees tend to display OCB when they know how their organisation would treat them. As B-School academics’ inclination towards OCB is less understood, this study examines the interaction between Procedural Justice (PJ), Perceived Organisational Support (POS) and Organisational Citizenship Behaviour (OCB) among B-School academics. Methods: A survey was carried out to collect data from B-School academics, 378 responses were collected from B-Schools from the state of Kerala, India. Data validity and reliability analyses, and direct and indirect effects of research variables were tested using Partial Least Square (PLS) path modelling. Results: The results indicate PJ positively influences POS as well as dimensions of the OCB for B-School academics. Contrary to previous OCB studies, this study finds that POS do not significantly relate to Courtesy. The findings also show that POS fully mediates PJ’s relationship with Altruism, Conscientiousness and Civic Virtues of B-School academics. Conclusion: This research explains the dynamics of PJ and POS towards OCB in a B-School setting. The academic setting of this study provides more insight into the relationships and provides insights into enhancing the organisational citizenship behaviour of academics in enhancing educational outcomes. Further, it also adds to existing understanding of organisational behaviour theory.
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Herrington, Victoria, and Karl Roberts. "Organisational and procedural justice: applying theory to police practice." Journal of Policing, Intelligence and Counter Terrorism 8, no. 2 (October 2013): 107–14. http://dx.doi.org/10.1080/18335330.2013.821734.

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Adal Mehmood, Sultan, Devika Nadarajah, Muhammad Saood Akhtar, Noor Ahmed Brohi, and Mansoor Ahmed Khuhro. "A Conceptual Framework Explaining the Impact of Perceived Career Growth and Organisational Justice on Intention to Stay Among City Traffic Police Lahore." International Journal of Engineering & Technology 7, no. 2.34 (June 8, 2018): 22. http://dx.doi.org/10.14419/ijet.v7i2.34.14013.

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This paper presents the conceptual framework of intention to stay among City Traffic Police, Lahore. The high turnover rate among city traffic police officers in Lahore has drawn the attention of the Government as well as academicians. It is believed that city traffic police in Lahore may feel there is limited prospects of career growth and may have negative perceptions on organisational justice. Nevertheless, this has yet to be examined in greater detail. Therefore, this conceptual paper offers a research opportunity to study the impact of perceived organisational justice and career growth on officer’s intention to remain in the organisation. Social exchange theory is applied to this framework. Following this conceptual paper, a full study will be carried out using quantitative research methods. It is hoped that the findings will benefit the City Traffic in Lahore and contribute to the body of knowledge on social exchange theory.
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Hennekam, Sophie, Sabine Bacouel-Jentjens, and Inju Yang. "Perceptions of Diversity Management Practices among First- versus Second-generation Migrants." Work, Employment and Society 34, no. 5 (November 26, 2019): 844–63. http://dx.doi.org/10.1177/0950017019887335.

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Drawing on an extended case method approach consisting of observations, analysis of organisational documents and semi-structured in-depth interviews with first- and second-generation migrants working in a French car manufacturing company, this article examines how and why diversity management practices are perceived differently by first- versus second-generation migrant workers. Using social identity theory and equity theory as a theoretical framework, it was found that first- and second-generation migrants have different social expectations, which, in turn, influence their self-image, as well as their perception of organisational justice. The interaction between their social identity and their perception of justice affects how they appraise diversity management practices in their organisation. The study extends previous research on migrant workers and diversity management by building a conceptual model that outlines how and why diversity management practices are perceived differently by first- versus second-generation migrants.
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Shortland, Susan, and Stephen J. Perkins. "Great expectations? Female expatriates’ perceptions of organisational performance and development reviews in supporting access to international assignments." Career Development International 24, no. 2 (May 7, 2019): 110–26. http://dx.doi.org/10.1108/cdi-07-2018-0183.

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Purpose The purpose of this paper is to examine the role of organisational performance and development review policy and practice on women’s access to international careers via long-term expatriate assignments in the oil and gas industry, with a specific focus on women’s perceptions of procedural justice. Design/methodology/approach A qualitative cross-sectional case study research design is used to analyse performance and development review, and international assignment policies in two firms, together with in-depth, semi-structured interviews with 14 Human Resource policy custodians and 21 female long-term current assignees. Findings Women assignees do not see performance and development reviews as effective mechanisms to access expatriate roles. Nonetheless, women use these procedures while also operating within senior male networks to signal their desire to expatriate. Research limitations/implications This study identifies differences between organisational policy objectives and policy implementation, and female assignees’ experiences and expectations of accessing expatriate roles. Women’s perceptions of organisational justice are not harmed because women place more emphasis on process and conversations than on policy. Research propositions are suggested extending organisational justice theory. Practical implications Clear articulation of performance and development review processes aids organisational succession planning. Formalised, transparent expatriate career management supports women’s access to expatriation. The roles of key personnel in determining access to expatriate career paths require clarification. Originality/value This paper extends our knowledge of women’s organisationally assigned expatriate careers and perceptions of procedural justice. Women use performance and development reviews to access expatriate opportunities. Employer action aligned to policy intent could help increase female expatriate participation.
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Patterson, Fiona, Lara Zibarras, Victoria Carr, Bill Irish, and Simon Gregory. "Evaluating candidate reactions to selection practices using organisational justice theory." Medical Education 45, no. 3 (February 8, 2011): 289–97. http://dx.doi.org/10.1111/j.1365-2923.2010.03808.x.

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Williams, Barbara. "Resistance and solidarity: organising for women’s human rights." Organisational and Social Dynamics 19, no. 1 (June 24, 2019): 21–40. http://dx.doi.org/10.33212/osd.v19n1.2019.21.

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Using Lacanian, feminist, and organisational theory, this article explores the problem and question of violence against women and gender justice. In it, I argue that this violence and degradation against women is a fact, while simultaneously linking the notion of gender and its uncertain historicity to the traumatic discursive and psychical nature of en/gendering and to what this might mean for an organisation whose mission is gender justice. The inevitable push to settle the meanings of women and leadership marks the impossible desire to know. I highlight the work of an established feminist international women’s rights and gender-justice organisation and its efforts to resist this push to settle meanings and the related implications and challenges this may have on their shared-leadership model.
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A. Agarwal, Upasna. "Linking justice, trust and innovative work behaviour to work engagement." Personnel Review 43, no. 1 (January 28, 2014): 41–73. http://dx.doi.org/10.1108/pr-02-2012-0019.

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Purpose – The purpose of this paper is to examine the effects of contextual variables – organisational justice (procedural justice, interactional justice and psychological contract) and trust – on work engagement. Design/methodology/approach – The paper reports a quantitative study of 323 managers working in manufacturing and pharmaceutical organisations based in western India. Drawing from social exchange theory, this paper tests the mediating role of trust in the justice-engagement relationship. The paper also investigates the effect of work engagement on employees' innovative work behaviour. Findings – Results suggest that procedural justice, interactional justice and psychological contract fulfilment are positively related to work engagement with trust as the mediating element. Engagement significantly influences employees' innovative work behaviour Research limitations/implications – The data were collected cross-sectionally, which means that causal inferences must be made with caution. Moreover, the data were collected from a single source. Nevertheless, the findings have implications for contemporary leadership and organisational psychology research and practice in a novel geographic context. Originality/value – This study is one of the rare attempts to examine the influence of three justice variables and trust on work engagement. The study also contributes in terms of its context. With an increasing number of multinationals starting operations in India, an understanding of employee motivation has become an important concern. This research examines engagement levels of Indian managerial employees.
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Kabanoff, Boris, and Joseph Daly. "Espoused Values of Organisations." Australian Journal of Management 27, no. 1_suppl (June 2002): 89–104. http://dx.doi.org/10.1177/031289620202701s10.

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We review a series of studies whose focus is the measurement and comparison of values espoused by organisations in their public documents, in particular their annual reports. We begin by considering the construct of organizational values and the advantages and assumptions involved in using content-analysis of organizational documents to measure espoused values. Three interrelated studies of espoused organisational values are then described. The first of these investigates the value profiles of a sample of large Australian companies in order to test the validity of a previously developed typology of organisational values derived from distributive and procedural justice theory (Kabanoff, 1991). Changes in organisational values over time for the same group of companies are then considered. This study illustrates that how one studies value change, either in a univariate way by comparing single values over time or by comparing the incidence of different organisational ‘types’, that is organisational with different types of value profiles, significantly influences the results and interpretations of changes over time. The final study is a cross-national comparison involving Australian and US organisations that reveals several meaningful differences between the countries in the incidence of organisations with different value profiles. We conclude with a brief discussion of future planned research using the same methodology and focusing on the role of espoused values in organisational mergers and acquisitions.
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Dissertations / Theses on the topic "Theory of Organisational Justice"

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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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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 - MAdmin
In 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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Arneguy, Elodie. "L’influence de la justice sur le readiness for change : mieux comprendre les modalités de son influence." Thesis, Pau, 2020. http://www.theses.fr/2020PAUU2085.

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Pour les organisations, réussir à implémenter des changements en interne est crucial, afin qu’elles puissent s’adapter à un environnement économique et technologique en mouvement constant. Trop souvent, cependant, les initiatives de changement échouent du fait des réactions des employés vis-à-vis de ces changements. Il a été démontré que la perception des employés à se sentir prêts au changement, à savoir « le readiness for change », est décisif pour la réussite des changements. Le readiness for change est considéré comme une avancée majeure dans la littérature sur le changement organisationnel. Des premiers résultats empiriques ont récemment démontré que les perceptions de justice favorisent le readiness for change. Bien qu’il ait été attesté de manière constante que les perceptions de justice sont un facteur important d’un grand nombre d’attitudes et de comportements positifs au travail, très peu d’attention a été portée à l’influence de la justice sur le readiness for change. Cette thèse est dédiée à l’examen de la relation entre justice et readiness for change. Plus précisément, elle a pour objectif de confirmer l’impact de la justice sur le readiness for change et d’explorer les caractéristiques de la relation entre ces deux concepts clés en abordant trois questions fondamentales : (1) comment la justice influence-t-elle le readiness for change ? (2) qui, au moyen d’un traitement juste, influence le readiness for change ? (3) quand la justice impacte-t-elle le readiness for change ? En se basant sur la réalisation de trois études empiriques, cette thèse apporte des réponses à ces questions. De plus, elle traite des implications théoriques, notamment l’application de la fairness heuristic theory dans des contextes de changements, et des implications managériales, en soulignant des modalités concrètes pour accroître les chances de changements réussis dans les organisations
Preliminary empirical findings have recently demonstrated that justice perceptions foster readiness for change. Although research has steadily evidenced that justice perceptions are a substantial factor of a wide range of positive attitudes and behaviors at work, very little attention has been given to the influence of justice on readiness for change. This dissertation is dedicated to the examination of the relationship between justice and readiness for change. More precisely, it aims at confirming the impact of justice on readiness for change and exploring the characteristics of the relationship between these two key concepts, by addressing three fundamental questions: (1) how does justice influence readiness for change? (2) who, by means of fair treatment, influence readiness for change? (3) when does justice affect readiness for change? Based on three empirical studies, the present dissertation provides answers to these questions. Furthermore, it discusses theoretical implications, including the application of the fairness heuristic theory in change settings, and managerial implications, by outlining concrete means to enhance the chance of successful changes in organizations
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Christiansen, Anton, Malin Johansson, and Sabina Persson. "En studie om hur motivationen hos medarbetarna i organisationen påverkas av företagsledningens belöningar." Thesis, Halmstad University, School of Business and Engineering (SET), 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-5598.

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I media har det debatterats om huruvida belöningar i form av bonusar till företagsledningen är befogade då företaget går dåligt om man istället för att belöna ledningen kunnat behålla fler anställda. Debatterna har fokuserat på personerna som har valt att ta emot belöningar, inte vad belöningarna är till för att medföra i organisationen. Detta är bakgrunden till att vi vill undersöka hur företagsledningens belöningar kan påverka övriga medarbetare i organisationen. Vår problemformulering är följande; hur påverkar företagsledningens belöningar motivationen hos medarbetarna i organisationen? Syftet med denna uppsats är att vi vill se vilket sambandet är mellan ledningens belöningar och motivationen hos medarbetarna i organisationen. Vi har valt en kvantitativ ansats och genomfört en enkätundersökning för att ta reda på hur företagsledningens belöningar påverkar motivationen hos medarbetarna i organisationen. Enkäten skickade vi till individer med någon form av chefsposition i medelstora och stora noterade publika aktiebolag inom olika branscher. Beroende av vad medarbetaren har för förutsättningar, såsom ålder, tid på samma tjänst, befattning och om man har befordrats, så kan vi acceptera eller förkasta vår hypotes att motivationen hos medarbetarna ökar av att ledningen får belöningar. Vi kan av vår undersökning dra slutsatsen att ålder och befattning påverkar huruvida ledningens belöningar uppfattas som rättvisa eller orättvisa.

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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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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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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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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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Rossiter, P. G. "Organisational improvement through learning organisation theory." Thesis, University of Salford, 2007. http://usir.salford.ac.uk/2256/.

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A research study was conducted of the management theories and quality philosophies that have been expounded throughout the twentieth century. This study included the modem thinking for quality improvement and business excellence to include the modem concept of Learning Organisations. This research project was undertaken with the aim of producing a framework based on the culture of Learning Organisation Theory and including within it the external influences on such a culture. The framework consisted on a core of human values, divided into five areas that are deemed important to learning organisations. These were surrounded by the basic values of Trust, Honesty and Openness thus protecting the core from outside influence. Elements from traditional management systems theory provided the outer casing for the framework, these elements influencing the core for both good and bad. The contents of the framework were then studied in three organisations of differing background with a view to firmly establishing the elements and areas within the framework for validity in these three organisations. The common theme between all the organisations chosen was that they had all in the recent past been involved in major management and internal change. One study involved the development of a questionnaire and supporting matrices in order to identify the areas and elements of the framework, thus establishing their existence. Active research techniques were used in the other studies in order to establish both 'why' the elements are important and any interrelationship between the areas. As a result of these studies suggestions for modification to the framework were established in order to strengthen the thinking and these were encompassed in to the framework. Probably the most significant of these changes was the inclusion of 'Leadership' as being a major factor in the filtering of undesirable elements. The outcome from the research is that the aim was achieved and a framework was developed that, for the first time, was drawn up in such a way that the elements and areas can easily be recognised and an understanding of what they represent is clearly shown. The reasons as to why these elements are important are also established. This is regarded as an advancement in this field of study.
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Books on the topic "Theory of Organisational Justice"

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Political theory of global justice: A cosmopolitan case for the world state. New York, NY: Routledge, 2004.

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Organisational prosecutions. Aldershot, Hants, England: Ashgate, 2001.

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Tonder, C. L. Van. Organisational change: Theory and practice. Pretoria: Van Schaik, 2004.

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Cole, G. A. Organisational behaviour: Theory and practice. London: Letts, 1995.

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Dinitzen, Henriette Bjerreskov. Organisational theory - a practical approach. Copenhagen: Hans Reitzel, 2010.

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O'Farrell, Katharine. Organisational change: Theory and management. Dublin: University College Dublin, 1993.

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Organisational behaviour: Theory and practice. London: Continuum, 1995.

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1958-, Sørensen Jesper S., ed. Organisational cultures in theory and practice. Aldershot, Hants, England: Avebury, 1989.

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Organisational behaviour: A global perspective. 3rd ed. Milton, Qld: Wiley, 2004.

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Edwards, Mark G. Organisational transformation for sustainability: An integral metatheory. New York, NY: Routledge, 2009.

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Book chapters on the topic "Theory of Organisational Justice"

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Turner-Wilson, Angela, Stuart Dearborn, and Catherine Bullen. "Avenues of Opportunity: Journeys of Activities Through Third Sector Organisations." In Improving Interagency Collaboration, Innovation and Learning in Criminal Justice Systems, 323–40. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-70661-6_13.

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AbstractThis chapter discusses a social anthropological research study that considers the place of third sector organisations (TSOs) in society, particularly for those who have been in contact with the criminal justice services. The work is based on insights from journeys through Norway, and to a lesser extent the UK, captured as narratives by a TSO caseworker in partnership with other research team members. The insights were drawn from interactions with those along the journey such as ex-prisoners, volunteers, charity workers, members of religious communities and so forth. What these revealed were the many and sometimes hidden universes that exist in and outside TSOs. This chapter offers deep and sometimes different perspectives, asking the reader to consider the range of opportunities TSOs can offer and sets these against concepts of self and other, place, boundary crossing and organisational learning. The work speaks to those seeking to reintegrate into society after prison, their families, significant others, professional practitioners, students and academics, and although primarily based around Norway, the content resonates internationally.
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Seppänen, Laura, Heli Heikkilä, Anu Kajamaa, Päivikki Lahtinen, and Hilkka Ylisassi. "Facilitation of Developmental Tasks in Prisons: Applying the Method of Human-Centred Co-evaluation." In Improving Interagency Collaboration, Innovation and Learning in Criminal Justice Systems, 229–48. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-70661-6_9.

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AbstractCollaboration and learning are especially needed in times of change in the workplace. This chapter describes a novel method for developing work practices and enhancing professionals’ proactiveness through collective, participatory experimentation and evaluation. We used the method in a low-security closed prison in Finland to advance prison staff’s rehabilitation work with prisoners. The design, implementation and evaluation of the innovations prison officers introduced to advance their work (recording the inmates’ behaviour and needs into their sentence plans) are illustrated. Besides describing how the method was applied in practice, we also identify and discuss the gaps within prison work where there are opportunities for organisational learning and innovation.
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Wan, Hooi Lai. "Organisational Justice–Organisational Citizenship Behaviour." In Governance and Citizenship in Asia, 179–205. Singapore: Springer Singapore, 2015. http://dx.doi.org/10.1007/978-981-10-0030-0_8.

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Hanson, Helena I., and Johanna Alkan Olsson. "The Link Between Urban Green Space Planning Tools and Distributive, Procedural and Recognition Justice." In Human-Nature Interactions, 285–95. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-01980-7_23.

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Significant StatementClimate change and an increasing urbanisation create pressure on cities in terms of extreme weather events, deteriorated public health and wellbeing and a loss of biodiversity. Urban green spaces, such as parks and street trees, can help to reduce vulnerability and improve living conditions. Planning tools can support decisions on where, what and how much urban green space to save or implement. If used appropriately, planning tools can capture citizens’ needs and foster a more just planning and implementation of urban green spaces. This demands knowledge about the tools, their efficiency and appropriate application, as well as knowledge about the ecosystem and human needs. It also demands adequate technical, time and economic resources, as well as organisational and communication structures that can include citizens in the planning process.
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Lahtinen, Päivikki, Anu Kajamaa, Laura Seppänen, Berit Johnsen, Sarah Hean, and Terhi Esko. "Interorganisational Collaboration in a Norwegian Prison—Challenges and Opportunities Arising from Interagency Meetings." In Improving Interagency Collaboration, Innovation and Learning in Criminal Justice Systems, 31–57. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-70661-6_2.

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AbstractIn prison, the provision of care and the surveillance of inmates takes place in multiple locations with several often contradictory demands. Inmates may experience a fragmentation of services because of the separate silos in which criminal justice service and mental health professionals work and the distinct ways of working that develop within these. A greater alignment between services is required. This chapter focuses on interagency meetings in a Norwegian prison. These are groups that aim to develop an holistic perspective of the inmate’s situation and problems, and are seen as an innovative way to overcome the contradiction between ‘treatment’ and ‘punishment’ prison paradigms applied by the different professionals working together in the prison and mental health services. We analysed how the professionals interact at interagency meetings, and how they align their tasks, goals, roles and expertise to support the inmate’s imprisonment and rehabilitation. Our analysis illustrates the multiple ways in which this collective activity is conceptualised by the participants and then provides a model of interorganisational dynamics through which these collaborations may be fostered. By so doing, we have made suggestions about how to enhance interprofessional collaboration between prison and mental health services. The chapter also contributes to research on challenges and opportunities for collaboration in complex organisational settings.
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Wan, Hooi Lai. "Organisational Justice–Job Satisfaction–Organisational Citizenship Behaviour." In Governance and Citizenship in Asia, 207–20. Singapore: Springer Singapore, 2015. http://dx.doi.org/10.1007/978-981-10-0030-0_9.

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Aderiye, Oluwatoyin Yetunde. "Organisational socialisation theory." In A Handbook of Management Theories and Models for Office Environments and Services, 220–31. London: Routledge, 2021. http://dx.doi.org/10.1201/9781003128786-19.

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Wan, Hooi Lai. "Introduction to Organisational Justice and Organisational Citizenship Behaviour." In Governance and Citizenship in Asia, 1–20. Singapore: Springer Singapore, 2015. http://dx.doi.org/10.1007/978-981-10-0030-0_1.

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Wan, Hooi Lai. "Organisational Justice–Leader–Member Exchange–Organisational Citizenship Behaviour." In Governance and Citizenship in Asia, 221–33. Singapore: Springer Singapore, 2015. http://dx.doi.org/10.1007/978-981-10-0030-0_10.

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Rajagopal, Shan. "Organisational Buying Behaviour." In Marketing Theory and Practice, 59–89. London: Macmillan Education UK, 1995. http://dx.doi.org/10.1007/978-1-349-24260-3_5.

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Conference papers on the topic "Theory of Organisational Justice"

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Paul Kawalek, John. "Pedagogy and Process in 'Organisational Problem-Solving'." In InSITE 2006: Informing Science + IT Education Conference. Informing Science Institute, 2006. http://dx.doi.org/10.28945/2984.

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This paper outlines a case study in which a management development learning process was tightly coupled to organisational change and development objectives. The case discusses how a research and consulting team came together to develop highly reflexive pedagogy to support the work of internal managers who were organised into teams (‘learning sets’ of sorts, but which came to be known as 'ThinkTanks'). These were to undertake ‘organisational problem solving’, which involved the integration of various inquiring activities. These learning sets had as their objective, to help members become catalysts of organisational change and performance improvement within a large organisation, applying the inquiring principles. In order to structure the discourse amongst learning set members, a range of principles and constructs were used. Central to these was a form of process modelling, (termed ‘models of teleological human process’). These were carefully introduced to learning set members, and were used to provide a ‘basis for a discourse’ amongst set members about problematic organisational processes and how to change them. These were based on system theory, in a particular form, in which models were used as a component of inquiry into current and future processes, rather than to 'specify' a given process, in an absolute sense. The inquiring activities were facilitated by 'Set Advisers', whose role it was to keep the set focused on learning outcomes, and to encourage critical reflexivity in the process. Thus members were encouraged to 'think about the way they were thinking about action', which gave a much more dynamic intellectual basis for the learning set's activities. It also enabled a rich analytical discourse, in which members were expected to justify their perceptions rather than make assertions, or 'defend assertions'. The researchers were genuinely surprised by the way the set members were able to undertake this, and indeed, on reflection, how set members felt 'liberated' by the approach taken.
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Haupt, Christiane, Eva-Maria Backé, and Ute Latza. "O31-1 Scoping review organisational justice and health." In Occupational Health: Think Globally, Act Locally, EPICOH 2016, September 4–7, 2016, Barcelona, Spain. BMJ Publishing Group Ltd, 2016. http://dx.doi.org/10.1136/oemed-2016-103951.152.

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Amaka Chinweude, Ogwueleka, and Maritz Marthinus Johannes. "Effect of Organisational Justice in Motivating Construction Workforce Towards Improved Work Productivity." In International Conference on Engineering, Project, and Production Management. Association of Engineering, Project, and Production Management, 2014. http://dx.doi.org/10.32738/ceppm.201411.0022.

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Fedran, Jasna, Branko Ažman, Matevž Bren, and Bojan Dobovšek. "Organisational Integrity: An Important Stronghold against Corruption." In Twelfth Biennial International Conference Criminal Justice and Security in Central and Eastern Europe: From Common Sense to Evidence-based Policy–making. University of Maribor Pres, 2018. http://dx.doi.org/10.18690/978-961-286-174-2.35.

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Shor, Mikhael. "Procedural justice in bargaining games." In the Behavioral and Quantitative Game Theory. New York, New York, USA: ACM Press, 2010. http://dx.doi.org/10.1145/1807406.1807487.

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Rudneva, Y. V. "E-Justice: Development Prospects." In 18th International Scientific Conference “Problems of Enterprise Development: Theory and Practice”. European Publisher, 2020. http://dx.doi.org/10.15405/epsbs.2020.04.81.

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Carneiro, Davide, and Paulo Novais. "Making justice more accessible." In ICEGOV2014: 8th International Conference on Theory and Practice of Electronic Governance. New York, NY, USA: ACM, 2014. http://dx.doi.org/10.1145/2691195.2691284.

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Hasan, Syed Ziaul, Adam Stapleton, Eric Cadora, Promita Sengupta, and Mustafiz Rahman. "The Bangladesh Justice Audit." In ICEGOV '17: 10th International Conference on Theory and Practice of Electronic Governance. New York, NY, USA: ACM, 2017. http://dx.doi.org/10.1145/3047273.3047396.

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Lameiras, Mariana, Maria João Costa, Delfina Soares, and Soumaya Ben Dhaou. "Key indicators for justice." In ICEGOV 2020: 13th International Conference on Theory and Practice of Electronic Governance. New York, NY, USA: ACM, 2020. http://dx.doi.org/10.1145/3428502.3428632.

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Almazán, Rodrigo Sandoval, and David Valle-Cruz. "Open Justice in Latin America." In ICEGOV '15-16: 9th International Conference on Theory and Practice of Electronic Governance. New York, NY, USA: ACM, 2016. http://dx.doi.org/10.1145/2910019.2910088.

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Reports on the topic "Theory of Organisational Justice"

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Gordon, Eleanor, and Briony Jones. Building Success in Development and Peacebuilding by Caring for Carers: A Guide to Research, Policy and Practice to Ensure Effective, Inclusive and Responsive Interventions. University of Warwick Press, April 2021. http://dx.doi.org/10.31273/978-1-911675-00-6.

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The experiences and marginalisation of international organisation employees with caring responsibilities has a direct negative impact on the type of security and justice being built in conflict-affected environments. This is in large part because international organisations fail to respond to the needs of those with caring responsibilities, which leads to their early departure from the field, and negatively affects their work while in post. In this toolkit we describe this problem, the exacerbating factors, and challenges to overcoming it. We offer a theory of change demonstrating how caring for carers can both improve the working conditions of employees of international organisations as well as the effectiveness, inclusivity and responsiveness of peace and justice interventions. This is important because it raises awareness among employers in the sector of the severity of the problem and its consequences. We also offer a guide for employers for how to take the caring responsibilities of their employees into account when developing human resource policies and practices, designing working conditions and planning interventions. Finally, we underscore the importance of conducting research on the gendered impacts of the marginalisation of employees with caring responsibilities, not least because of the breadth and depth of resultant individual, organisational and sectoral harms. In this regard, we also draw attention to the way in which gender stereotypes and gender biases not only inform and undermine peacebuilding efforts, but also permeate research in this field. Our toolkit is aimed at international organisation employees, employers and human resources personnel, as well as students and scholars of peacebuilding and international development. We see these communities of knowledge and action as overlapping, with insights to be brought to bear as well as challenges to be overcome in this area. The content of the toolkit is equally relevant across these knowledge communities as well as between different specialisms and disciplines. Peacebuilding and development draw in experts from economics, politics, anthropology, sociology and law, to name but a few. The authors of this toolkit have come together from gender studies, political science, and development studies to develop a theory of change informed by interdisciplinary insights. We hope, therefore, that this toolkit will be useful to an inclusive and interdisciplinary set of knowledge communities. Our core argument - that caring for carers benefits the individual, the sectors, and the intended beneficiaries of interventions - is relevant for students, researchers, policy makers and practitioners alike.
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Carter, Becky. Women’s and Girls’ Experiences of Security and Justice in Somaliland. Institute of Development Studies (IDS), February 2021. http://dx.doi.org/10.19088/k4d.2021.077.

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This rapid review seeks to provide an overview of the publicly available literature from the academic, donor, and non-government organisation sources on women’s and girls’ experiences of statutory and customary security and justice in Somaliland. In Somaliland women and girls experience poor security, with high rates of sexual and gender-based violence (SGBV), and significant barriers to gender equality in the pluralistic legal system. The predominant clan-based customary justice system, along with conservative social norms and religious beliefs, discriminates against women and girls, while weak formal state institutions are not able to deliver accessible and effective justice for vulnerable and marginalised groups. Social stigma silences SGBV survivors and their families, with many rape crimes resolved through customary compensation or marriage. National and international organisations have undertaken various activities to promote gender equality in security and justice, with support provided to formal and informal security and justice institutions and actors at national and local levels, as well as initiatives to empower women and girls.
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Delgado, María. Political Advocacy in Colombia: Impact Evaluation of the “Building peace by securing rights for victims of conflict and violence in Colombia” project. Oxfam GB, October 2021. http://dx.doi.org/10.21201/2021.8120.

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The “Building peace by securing rights for victims of conflict and violence in Colombia” project was implemented by Oxfam in Colombia and a network of partners from 2015-2019. It focused on helping victims and Colombian human rights and peace organisations to strengthen their capacities to demand justice for rights violations and to advocate for a more favourable environment to the recognition of victim's rights. The assessment focused on the effectiveness of the project in relation to outcomes extracted from the Theory of Change. It used a combination of participatory methods and tools, the main method being process tracing, a qualitative research method that is useful for inferring causal relationships as well as contribution analysis. The report provides evidence of strengthened capacities at different levels and concludes that the advocacy work carried out as part of the project has demonstrated high levels of effectiveness. Read the full report to find out more.
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Schoff, Staci. Economic Inequality's Correlation with Political Inequality and Inequality of Opportunity and the Implications for Social Justice Theory. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.980.

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Byron, Amanda. Storytelling as Loving Praxis in Critical Peace Education: A Grounded Theory Study of Postsecondary Social Justice Educators. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.245.

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Anderson, James G. Lady Justice and the Corporate Visor: An Application of Routine Activity Theory as a Synthesized Theoretical Framework for Explaining Corporate Crime. Fort Belvoir, VA: Defense Technical Information Center, June 2000. http://dx.doi.org/10.21236/ada378703.

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Haider, Huma. Political Settlements: The Case of Moldova. Institute of Development Studies, May 2022. http://dx.doi.org/10.19088/k4d.2022.065.

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The new elite in post-1991 independent Moldova gradually captured state institutions, while internal drivers of reforms have generally been weak. Civil society has had limited effectiveness; and the media is largely dominated by political and business circles (BTI, 2022). The Moldovan diaspora has emerged in recent years, however, as a powerful driver of reform. In addition, new political parties and politicians have in recent years focused on common social and economic problems, rather than exploiting identity and geopolitical cleavages. These two developments played a crucial role in the transformative changes in the presidential and parliamentary elections in 2020 and 2021, respectively.1 The new Moldovan leadership has experienced many challenges, however, in achieving justice and anti-corruption reforms—the primary components of their electoral platform—due to the persistence of rent-seeking and corruption in the justice sector (Minzarari, 2022). This rapid review examines literature—primarily academic and non-governmental organisation (NGO)-based—in relation to the political settlement of Moldova. It provides an overview of the political settlement framework and the political history of Moldova. It then draws on the literature to explore aspects of the social foundation and the power configuration in Moldova; and implications for governance and inclusive development. The report concludes with recommendations for government, domestic reformers, Moldovan society, and donors for improving inclusive governance and development in Moldova, identified throughout the literature. This report does not cover political settlement in relation to Transnistria.
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Kelly, Luke. Evidence on the Role of Civil Society in Security and Justice Reform. Institute of Development Studies (IDS), December 2020. http://dx.doi.org/10.19088/k4d.2022.031.

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This rapid review focuses on the role of civil society in SSR in several contexts. It finds that donor driven SSR is seen to have failed to include civil society, and that such efforts have been focused on training and equipping security forces. However, in some contexts, donors have been able to successfully develop civil society capacity or engage civil society groups in reforms, as in Sierra Leone. There are also several examples of security and justice reforms undertaken by local popular movements as part of regime change, namely Ethiopia and South Africa. In other contexts, such as Indonesia, the role of civil society has led to partial successes from which lessons can be drawn. The theoretical and empirical literature attributes several potential roles to civil society in SSR. These include making security and justice institutions accountable, mobilising a range of social groups for reform, publicising abuses and advocating for reform, offering technical expertise, and improving security-citizen relations. The literature also points to the inherent difficulties in implementing SSR, namely the entrenched nature of most security systems. The literature emphasises that security sector reform is a political process, as authoritarian or predatory security systems are usually backed by powerful, skilled and tenacious vested interests. Dislodging them from power therefore requires significant political will – civil society can be one part of this. The evidence base for the topic is relatively thin. While there is much literature on the theory of SSR from a donor perspective, there are fewer empirical studies. Moreover, scholars have identified relatively few successful examples of SSR. The role of civil society is found to be greater in more economically developed countries, meaning there is less discussion of the role of civil society in many African SSR contexts, for example (except to note its absence). In addition, most research discusses the role of civil society alongside that of other actors such as donors, security services or political elites, limiting analysis of the specific role of civil society.
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Howard, Jo, Evert-jan Quak, and Jim Woodhill. Lessons Learned From K4D Learning Journeys: A Practical Approach for Supporting Learning in Development Organisations. Institute of Development Studies, November 2022. http://dx.doi.org/10.19088/k4d.2022.166.

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The Knowledge, Evidence and Learning for Development (K4D) Programme, which started in 2016, came to an end in September 2022. This K4D working paper reflects on the learning processes and approaches facilitated by this programme, through ‘learning journeys’ conducted in collaboration with staff of the Foreign Commonwealth and Development Office (FCDO) in the United Kingdom. A total of 45 learning journeys took place, of which 33 have been assessed for this working paper. Through this assessment, we test our proposed Theory of Change for organisational learning (OL) in the context of international development agencies.
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Quak, Evert-jan. Russia’s Approach to Civilians in the Territories it Controls. Institute of Development Studies (IDS), March 2022. http://dx.doi.org/10.19088/k4d.2022.041.

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This rapid review synthesises the literature from academic sources, knowledge institutions, non-governmental organisations (NGOs), and trusted independent media outlets on the approach used by the Russian government to provide any support or services to civilians in the territories it controls. The rapid review concludes that Russia provides economic, social, government, and military support to de facto states that it controls, such as Abkhazia, South Ossetia, Transnistria and the Donbas region. Russia covers large parts of the state’s budget of these separatist regions. This review uses the term aid referring to a wide range of support, such as humanitarian, social safety nets, basic services, infrastructure, state development, and security. Due to the lack of transparency on the Russian aid money that flows into the regions that are the subject of this review, it is impossible to show disaggregated data, but rather a broader overview of Russian aid to these regions. Russia used humanitarian aid and assistance to provide for civilians. During armed conflict it provided, to some extent, food, and medicines to the people. However, from the literature Russia has used humanitarian aid and assistance as an instrument to pursue broader policy goals that could not be defined as humanitarian in nature. Russia often relied on the language of humanitarianism to strengthen its credentials as a neutral and impartial actor and to justify its continued support for the residents and de facto authorities of Abkhazia, South Ossetia, and Transnistria, to secure its aim to strengthen the political and social ties with these regions while weakening their allegiance to Georgia and Moldova. As the humanitarian activities to the Donbas region in eastern Ukraine demonstrate, the Russian state is not willing to allow scrutiny of their humanitarian aid by independent organisations. Mistrust, corruption, and the use of aid for propaganda, even smuggling arms into the separatist region, are commonly mentioned by trusted sources. After a conflict becomes more stabilised, Russia’s humanitarian aid becomes more of a long-term strategic “friendship”, often sealed in a treaty to integrate the region into the Russian sphere, such as the cases of South Ossetia, Abkhazia, and Transnistria clearly show. Although all these separatist regions rely on Russia (economically, politically, and through Russia’s military presence), this does not mean that they always do exactly what Russia wants, which is particularly the case for Abkhazia and Transnistria.
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