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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XERRI, MATTHEW J. "EXAMINING THE RELATIONSHIP BETWEEN ORGANISATIONAL JUSTICE, JOB SATISFACTION AND THE INNOVATIVE BEHAVIOUR OF NURSING EMPLOYEES." International Journal of Innovation Management 18, no. 01 (February 2014): 1450004. http://dx.doi.org/10.1142/s1363919614500042.
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This research examines the impact of three organisational factors on the innovative behaviour of nurses. Social exchange theory is used as a framework to develop an understanding about a path from organisational justice, to the job satisfaction and innovative behaviour of nursing employees. This study uses a quantitative approach, surveying 210 nurses. The findings confirm that the procedural justice and job satisfaction of nursing employees are positively and significantly related to their innovative behaviour. In addition, the findings also outline that interactional justice directly effects job satisfaction and indirectly effects innovative behaviour through job satisfaction. This research adds to the current body of literature by providing insight into the impact of organisational justice and job satisfaction on the individual innovativeness of nurses. This research, therefore, provides implications for management who are aiming to develop positive perceptions amongst nursing employees, improve job satisfaction and in-turn foster innovative behaviour in the workplace.
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Anlesinya, Alex, and Kwesi Amponsah-Tawiah. "Towards a responsible talent management model." European Journal of Training and Development 44, no. 2/3 (January 11, 2020): 279–303. http://dx.doi.org/10.1108/ejtd-07-2019-0114.
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Purpose This study aims to critically examine talent management practices and strategies from ethical and responsible management perspectives. Design/methodology/approach It achieves its aim through conceptual analysis by theorising through the lenses of talent philosophies, the organisational justice theory, the stakeholder theory and extant literature. Findings A responsible talent management construct and mode to guide the practice of talent management in a socially responsible way is developed. It argues that inclusivity; corporate responsibility; and equity and equal employment opportunity are the key underlying principles of a responsible talent management system. This study further argues that responsible talent management practices promote achievement of multilevel sustainable outcomes such as decent work, employee well-being and organisational well-being. Practical implications Emphasising responsible management and ethical concerns in organisational talent strategies and practices is non-negotiable, given the current level of interest in sustainable work and employment and in the quest to achieve sustainable human and organisational outcomes through management and organisational practices. Originality/value The development of a responsible talent management construct and model is original and novel and is expected to shape thinking and drive new research directions in the field of talent management. It further contributes directly to knowledge and practice by demonstrating how organisations can manage their talents in a responsible way.
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Luen-Peng Tan, Yuen-Onn Choong, and Kum-Lung Choe. "Does Anyone Care About Support Inside the University? The Mediating Role of Perceived Organisational Support." International Journal of Business and Society 21, no. 2 (July 21, 2020): 824–36. http://dx.doi.org/10.33736/ijbs.3296.2020.
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Social exchange theory evokes the maximization of one’s personal interests or benefits when one is engaging in a relationship. The central tenant of social exchange theory focuses on the notion of reciprocity. Perceived organizational support (POS) should elicit the norm of reciprocity and employees would feel they are obligated to help organizations to achieve goals. The main objective of this study is to examine the mediating effect of POS between organizational justice and supervisory support with affective commitment. More precisely, five hypotheses were tested using a sample of 207 academics of Malaysian private universities. Partial least squares path modeling was utilised to assess the measurement and structural model. In this study, organizational justice is envisaged as a multi-dimensional construct which comprises distinct variables namely - procedural justice, distributive justice and interactional justice. Supervisory support and affective commitment are unidimensional constructs. POS was found to be a mediator for the relationship between organizational justice and supervisory support with affective commitment. The findings of this study were expected to shed light on the scant literature of POS especially its mediating role for the relationship between organizational justice, supervisory support, and affective commitment.
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Rasooli, Amirhossein, Hamed Zandi, and Christopher DeLuca. "Conceptualising fairness in classroom assessment: exploring the value of organisational justice theory." Assessment in Education: Principles, Policy & Practice 26, no. 5 (March 25, 2019): 584–611. http://dx.doi.org/10.1080/0969594x.2019.1593105.
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Shah, Hassan Jalil, Jenho Peter Ou, Saman Attiq, Muhammad Umer, and Wing-Keung Wong. "Does Inclusive Leadership Improve the Sustainability of Employee Relations? Test of Justice Theory and Employee Perceived Insider Status." Sustainability 14, no. 21 (November 1, 2022): 14257. http://dx.doi.org/10.3390/su142114257.
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The concept of inclusion has moved beyond being a social construct and has received widespread attention from organisational scholars and practitioners due to its varied effects on employee behaviours and sustainable organisational outcomes. This study tests the impact of inclusive leadership on the withdrawal behaviours of employees. Perceived insider status is used as a mediator and distributive justice as a moderator. This study has collected data from nurses, physicians, and paramedics of selected tertiary hospitals in Pakistan. A convenience sampling technique was used to collect data. A total of 264 responses were analysed using the PLS-SEM approach. Results found that inclusive leadership was positively related to perceived insider status and negatively related to employee withdrawal. Perceived insider status mediated the link. The impact of inclusive leadership on perceived insider status was stronger when distributive justice was high. This study offers multiple theoretical and practical implications, as it uses justice theory as a mechanism to explain boundary conditions around the effects of inclusive leadership on employee perceptions of being insiders, managing employee withdrawals, and improving sustainability in employee relations.
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Juchnowicz, Marta, Boguslavas Gruževskis, and Hanna Kinowska. "Does consistency of pay levels, knowledge of principles and perception of the superior affect the assessment of remuneration justice? – Evidence from Poland and Lithuania." Journal of East European Management Studies 26, no. 3 (2021): 521–44. http://dx.doi.org/10.5771/0949-6181-2021-3-521.
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This paper analyses the relation between organisational justice in its three aspects: distributive, procedural and interactional, and employees’ subjective perception of remuneration justice using the case studies of Poland and Lithuania. Assessment of remuneration justice was inferred with regards to the theory of organisational justice. The conditions of the labour markets in Poland and Lithuania act as the background for the analysis of empirical data. We identified the factors influencing the perception of the fairness of remuneration by Polish and Lithuanian employees. Our results indicate that the assessment is carried out in a comprehensive manner. Comparisons between Poland and Lithuania show that the evaluation criteria are not universal. In the case of Polish employees, the perception of remuneration justice was influenced by the conviction regarding the adequacy of pay relative to the tasks performed, equal pay for similar work and solicitude of the superior. The Lithuanians’ assessment was dependent on the adequacy of remuneration in relation to the work performed and the degree of care exercised by the superior.
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Soni, Faeeza, Warren Maroun, and Nirupa Padia. "Perceptions of justice as a catalyst for whistle-blowing by trainee auditors in South Africa." Meditari Accountancy Research 23, no. 1 (April 13, 2015): 118–40. http://dx.doi.org/10.1108/medar-01-2014-0004.
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Purpose – This study aims to use organisational justice theory to examine variations in the propensity of trainee auditors in South Africa to blow the whistle internally on misconduct by an engagement leader. Design/methodology/approach – Three vignettes describing high and low states of distributive, procedural and interactive justice are presented to a sample of trainee auditors. A questionnaire is used to gauge the likelihood of trainees blowing the whistle after taking into account a number of control variables. Preliminary results are analysed using parametric t-tests and one-way ANOVA’s. Findings – The study finds that the likelihood of trainee auditors reporting an engagement leader for misconduct increases when there is a high level of distributive, interactional and procedural justice. Gender, age, seniority, the importance of religion and performance ratings does not appear to have an effect on the propensity to whistle-blowing. Research limitations/implications – The growing importance of an effective mechanism for reporting malfeasance is reflected in both the academic and professional literature. Prior research has found that ensuring high levels of organisational justice is one means of promoting whistle-blowing in a professional setting. This paper argues that the same applies to trainee auditors. In turn, this suggests that audit firms wanting to implement sound audit quality control practices should be mindful of how their whistle-blowing policies are implemented and perceived by their junior staff. Originality/value – This paper is the first to apply organisational justice theory in a South African setting with specific reference to trainee auditors. As such, it makes an important contribution to the literature on whistle-blowing. The findings should also be of interest to the audit profession when seeking to implement effective quality control and monitoring systems, as required by the relevant professional standards.
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Tzafrir, Shay S., Yehuda Baruch, and Shimon L. Dolan. "The consequences of emerging HRM practices for employees' trust in their managers." Personnel Review 33, no. 6 (December 1, 2004): 628–47. http://dx.doi.org/10.1108/00483480410561529.
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This study examines the consequences of emerging human resource management (HRM) practices for employees' trust in their managers from a combination of the theory of exchange and a resource‐base perspective. Using a national sample of 230 respondents, the research reported here portrays the paths which link the consequences of emerging HRM practices to employees' trust in their managers. In this framework, HRM consequences represent a proxy in which managers' actions, behaviours, and procedures affect employees' trust in their managers. The results indicate a significant and positive influence of empowerment, organisational communication and procedural justice as determinants of employees' trust in their managers. Using structural equation analysis, findings also indicate that procedural justice mediates the impact of employee development on their trust in their managers. Implications for strategic HR policies in organisations and suggestions for future research are discussed.
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Farina, Marco, and Demetrio Maltese. "Theory of the Firm and Organisational Contracts: The Remedial Aspects of Good Faith." European Business Law Review 27, Issue 1 (February 1, 2016): 51–83. http://dx.doi.org/10.54648/eulr2016003.
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The aim of this paper is to investigate which conceptual place long-term contracts have within the legal system and how the theory on relational contracts fits within a general theory of justice that has an objectification in a doctrine of good faith. We present a definition of commercial long-term contracts and give examples as to understand how, within the wide range of contracts that can fall within this definition, some can have an organisational colour. After this, we examine the good faith doctrine as understood and employed in both common and civil law jurisdictions; the paper provides the analysis of a recent civil law case involving a distributorship agreement and the function of abuse of right. Nevertheless, the focus is mainly on good faith as a generally accepted clause in European jurisdictions, that is paving its way to general acceptance in common law jurisdictions too. Lastly a brief explanation on how law and economics can help us in descriptively understanding the interplay between contract law and trust games is given, so as to have also a normative insight on why granting judges such a discretional power does not only achieve justice and fairness but also efficient outcomes for business players.
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Phipps, Simone T. A., and Leon C. Prieto. "The business of black beauty: social entrepreneurship or social injustice?" Journal of Management History 24, no. 1 (January 8, 2018): 37–56. http://dx.doi.org/10.1108/jmh-06-2017-0029.
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Purpose This paper aims to examine the black beauty industry from a historical perspective and consider the fairness heuristic theory to determine if organisations in this industry are engaging in and promoting social entrepreneurship or contributing to social injustice. The paper explores the work of Annie Turnbo-Malone and Madame C.J. Walker, pioneers and stalwart entrepreneurs in the black beauty business, to discuss the controversial issue. Current and future applications are also investigated and presented. Design/methodology/approach Papers from earlier as well as more contemporary journals, news media and books were examined and synthesised to render a balanced view to aid in the entrepreneurship or injustice debate. Findings The paper concludes that decisions about fairness and justice involve perception and thus vary by individual, allowing a substantial case for the black beauty industry to both be commended for social entrepreneurship and condemned as a proponent of social injustice (distributive, procedural and interactional). Originality/value Organisations have substantial impact on individuals, groups, the community and society. A meaningful organisation encourages expression, perceptions of worth and constructive attitudes and behaviour, and refrains from reflecting excessive dictatorship or dehumanisation. This paper highlights both positive and negative organisational and societal issues concerning the business of black beauty, a relatively understudied topic in management in general and management history in particular, and it provides a unique lens from which to build awareness about entrepreneurship and justice and to effect needed change.
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Zhang, Yucheng, and Stephen J. Frenkel. "Chinese workers’ responses to justice: quitting, collective action or both?" Journal of Chinese Human Resource Management 9, no. 1 (May 14, 2018): 21–44. http://dx.doi.org/10.1108/jchrm-07-2017-0014.
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Purpose This paper aims to analyse two ways in which Chinese workers attempt to resist unjust treatment: exit through quitting and voice via collective action. This is in the context of rapid economic growth, rising economic inequality (Lu and Gao, 2011; Qin et al., 2009; Reed, 2012) and escalating industrial conflict (Pringle, 2011). Design/methodology/approach A model is developed and hypotheses formulated in the light of qualitative data analysis that included archival data, workplace observation and interviews with employees and managers at a large factory. A mediated chain model was tested based on a survey of 234 semi-skilled and skilled manual workers and 353 service employees employed in the same city in Western China. Findings Organisational identification and organisational cynicism were found to mediate the relationship between interactional justice and the two outcomes, intention to quit and collective opposition. Originality/value The authors’ interpretation of these relationships challenge previous research by showing that social identification is a more powerful explanation than social exchange in accounting for variations in these two outcomes. Implications are drawn for human resource theory and practice.
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Zuber-Skerritt, Ortrun, and Selva Abraham. "A conceptual framework for work-applied learning for developing managers as practitioner researchers." Higher Education, Skills and Work-Based Learning 7, no. 1 (February 13, 2017): 35–50. http://dx.doi.org/10.1108/heswbl-05-2016-0037.
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Purpose The purpose of this paper is to introduce a conceptual framework for work-applied learning (WAL) that fosters the development of managers and other professionals as lifelong learners and practitioner researchers – through reflective practice, action research, action learning and action leadership, for positive organisational change. Design/methodology/approach The theoretical framework is designed from a holistic, affective-socio-cognitive approach to learning, teaching, research and development. It is based on a phenomenological research paradigm and informed by aspects of various theories, including experiential learning theory, strengths-based theory, grounded theory and critical theory/realism. Findings Based on classical and recent literature and the authors’ extensive experience, the WAL model presented here is an effective and practical approach to management education, research and development. It is useful for present and future requirements of business, industry, government and society at large in this twenty-first century, and in pursuit of a world of equality, social justice, sustainable development and quality of life for all. This is because of the nature of the research paradigm, particularly its collaborative and emancipatory processes. Originality/value This paper provides a theoretical, pedagogical and methodological rationalisation for WAL. This model is particularly useful for developing individual, team and organisational learning and for cultivating managers – or professional learners generally – as practitioner researchers. These researchers may act as role models of collaborative action leadership in their organisations with a cascading effect. This paper therefore advances an incipient literature on practitioner researchers as action leaders.
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Elison, Sarah, Jonathan Ward, Glyn Davies, and Mark Moody. "Implementation of computer-assisted therapy for substance misuse: a qualitative study of Breaking Free Online using Roger's diffusion of innovation theory." Drugs and Alcohol Today 14, no. 4 (November 25, 2014): 207–18. http://dx.doi.org/10.1108/dat-05-2014-0025.
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Purpose – The purpose of this paper is to explore the adoption and implementation of computer-assisted therapy (CAT) using Breaking Free Online (BFO) in a social care and health charity working with people affected by drugs and alcohol dependence, Crime Reduction Initiatives (CRI). Design/methodology/approach – Semi-structured interviews were conducted with service managers, practitioners, peer mentors and service users. Data were thematically analysed and themes conceptualised using Roger's Diffusion of Innovation Theory (Rogers, 1995, 2002, 2004). Findings – A number of perceived barriers to adoption of BFO throughout CRI were identified within the social system, including a lack of IT resources and skills. However, there were numerous perceived benefits of adoption of BFO throughout CRI, including broadening access to effective interventions to support recovery from substance dependence, and promoting digital inclusion. Along with the solutions that were found to the identified barriers to implementation, intentions around longer-term continuation of adoption of the programme were reported, with this process being supported through changes to both the social system and the individuals within it. Research limitations/implications – The introduction of innovations such as BFO within large organisations like CRI can be perceived as being disruptive, even when individuals within the organisation recognise its benefits. For successful adoption and implementation of such innovations, changes in the social system are required, at organisational and individual levels. Practical implications – The learning points from this study may be relevant to the substance misuse sector, and more widely to criminal justice, health and social care organisations. Originality/value – This study is the first of its kind to use a qualitative approach to examine processes of implementation of CAT for substance misuse within a large treatment and recovery organisation.
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Inuwa, Mohammed. "Relationship between Job Equity and Performance of Employee: A Literature Review." International Journal of Business and Management Future 1, no. 1 (September 13, 2017): 8–15. http://dx.doi.org/10.46281/ijbmf.v1i1.110.
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Job equity plays a great role in enhancing employee’s performance in the work place. Previous studies however, concentrate on other aspect that motivate an employee to perform while discussing little on how of job equity and perceived fairness as well as how its repercussion on performance of an employee. This study therefore, adopts job equity as an independent variable and employee performance as a dependent variable with the aim analysing how perceived job equity enhances employee performance. The paper reviews past studies and literatures by various researchers and come to the conclusion that job equity plays an important role in boosting employee morale and enhancing performance. Consequently, the paper recommends that managers, employers and organisation as a whole should ensure that equity and fairness is always at play in all levels of decision making, thereby making the employee safe and secured, which result in higher performance and productivity. Moreover, paper will serve as a guide towards ensuring organisational justice and it will also contribute to the field organisational behaviour and management. It also adds more details to Adams equity theory and its applicability in today’s work place.
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Barker, Jo, and Paul Anderson. "Organisational change: a methodologyto uncover the business idea." Australian Health Review 24, no. 2 (2001): 45. http://dx.doi.org/10.1071/ah010045.
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A study was undertaken to identify the "Business Idea", as defined by van der Heijden (1996), in The FamilyPlanning Association of WA Inc (FPWA) which is a Non-Government Organisation (NGO) in Perth, WesternAustralia. This organisation was chosen as, along with many other NGOs, it was undergoing major changes in itsfunding, role and required outcomes.A qualitative interpretivist single case study methodology employing grounded theory research principles and methodswas used to study the Business Idea framework in this setting. Thirty-four members of FPWA's staff were interviewedand data was managed using NUD*IST4 and Decision Explorer data storage, data retrieval and graphicalreproduction facilities.Results indicated that images of the Business Idea model within FPWA were largely consistent across all staff levelsexcepting members of the Board of Management. Changes within the organisation were impacting heavily on staff,who needed to be assisted over the transitional phase. Strong leadership and corporate direction were identified asessential if the FPWA was to balance the strongly held sense of social justice amongst its staff with a need for greaterproductivity, efficiency and accountability across the organisation.
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Buchan, Jamie. "The struggle is real: Theorising community justice restructuring agonistically." European Journal of Probation 12, no. 2 (May 25, 2020): 73–90. http://dx.doi.org/10.1177/2066220320927353.
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This article is a novel use of the ‘agonistic framework’ – a theory of penal change developed in the US, which emphasises the role of hidden conflict – to analyse recent organisational reforms to probation in Scotland. It begins by drawing on recent empirical data to analyse the role of conflict between centralising and localist interests in driving these reforms. This is contrasted with a Scottish policy consensus over decarceration through diversion to community penalties, which despite broad support has been unsuccessful. To explain this contradictory situation, the article builds on recent agonistic literature on the exclusion of some conflicts from penal fields, adding new insights about the circumscription of smaller penal fields. It argues that together these factors serve to ‘crowd out’ debates necessary for substantive change. This new development of the agonistic framework helps explain Scotland’s lack of progress towards decarceration, with policy relevance for other smaller jurisdictions.
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Ahmad, Mohd Hanafiah, and Mohd Rashid Ab Hamid. "A Theoretical Support for Cultural Influence on Implementation and Acceptance of Assessment Centres for Malaysia Public Sector." Asian Social Science and Humanities Research Journal (ASHREJ) 1, no. 2 (September 29, 2019): 8–20. http://dx.doi.org/10.37698/ashrej.v1i2.13.
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This paper aims to provide a theoretical support on how culture influence the implementation and acceptance of assessment centres (ACs) in Malaysia. This paper aims to contribute to this research gap by exploring the implementation and acceptance of ACs in Malaysia, as an example of an Eastern, and developing, country. In this context, to analyse how culture influence the design and implementation of ACs, the model of cultural fit is reviewed to explain how culture influences human resource practices and ACs practice. Findings from the literature review show that model of cultural fit can be used to explain how physical and socio-political may influence internal and organisational work culture and, therefore, human resource practices. On the other hand, to understand the influence of culture on acceptance of ACs, organisational justice theory and employee engagement theory are reviewed and used to explain how candidates react to selection process. Findings from literatures search shows that culture may have influence on how ACs participant perceived fairness of the process by which outcomes are reached, or decisions are made
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Kreh, Alexander, Rachele Brancaleoni, Sabina Chiara Magalini, Daniela Pia Rosaria Chieffo, Barbara Flad, Nils Ellebrecht, and Barbara Juen. "Ethical and psychosocial considerations for hospital personnel in the Covid-19 crisis: Moral injury and resilience." PLOS ONE 16, no. 4 (April 2, 2021): e0249609. http://dx.doi.org/10.1371/journal.pone.0249609.
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This study aims at investigating the nature of resilience and stress experience of health care workers during the COVID-19 pandemic. Thirteen healthcare workers from Italian and Austrian hospitals specifically dealing with COVID-19 patients during the first phase of the pandemic were interviewed. Data was analysed using grounded theory methodology. Psychosocial effects on stress experience, stressors and resilience factors were identified. We generated three hypotheses. Hypothesis one is that moral distress and moral injury are main stressors experienced by healthcare workers. Hypothesis two states that organisational resilience plays an important part in how healthcare workers experience the crisis. Organisational justice and decentralized decision making are essential elements of staff wellbeing. Hypothesis three refers to effective psychosocial support: Basic on scene psychosocial support based on the Hobfoll principles given by trusted and well-known mental health professionals and peers in an integrated approach works best during the pandemic.
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KILIÇ AKINCI, Sevcan. "TESTING MEDIATING EFFECT OF INDIVIDUAL EXCHANGE IDEOLOGY ON DISTRIBUTIVE JUSTICE AND WORK ENGAGEMENT RELATIONSHIP IN A COLLECTIVIST SOCIETY." Business & Management Studies: An International Journal 6, no. 3 (November 29, 2018): 379–92. http://dx.doi.org/10.15295/bmij.v6i3.365.
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This study aims to test the Social Exchange Theory in a collectivist society and extends it by examining the link between distributive justice (DJ) and work engagement (WE). Specifically, individual exchange ideology (IEI) is integrated into the relationship, and it establishes if exchange ideology mediates between the relationships. The study was conducted on a large sample (499) of Turkish blue and white-collar employees from business units of 15 independent companies; 10 different industry types and data was analysed with Structural Equation Modelling. The findings of this research supported the previous findings about DJ’s positive relationship with WE. Secondly, findings showed that IEI acted as a mediator between DJ and WE, and it mediated 24% of the effect of DJ’s on WE. Results revealed that employees reciprocated perceived justice (DJ in our case) by engaging themselves more in their work, to meet organisational goals, but this increases with the effect of individual exchange ideology; and therefore, supported the applicability of Social Exchange Theory in a collectivist society, namely in a Turkish context.
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Shortland, Susan, and Stephen J. Perkins. "Long-term assignment reward (dis)satisfaction outcomes: hearing women’s voices." Journal of Global Mobility 4, no. 2 (June 13, 2016): 225–50. http://dx.doi.org/10.1108/jgm-04-2015-0011.
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Purpose – Drawing upon compensating differentials, equity theory, and the psychological contract, women’s voices illustrate how organisational policy dissemination, implementation and change can lead to unintended assignee dissatisfaction with reward. Implications arise for organisational justice which can affect women’s future expatriation decisions. The paper aims to discuss these issues. Design/methodology/approach – A qualitative case study methodology was employed. Reward policies for long-term international assignments (IAs) were analysed. In-depth semi-structured interviews were conducted confidentially with 21 female long-term assignees selected using stratified sampling, and with two managers responsible for international reward policy design/implementation. Findings – Policy transparency is required. Women perceive inequity when allowances based on grade are distorted by family status. Women in dual career/co-working couples expect reward to reflect their expatriate status. Reward inequity is reported linked to specific home/host country transfers. Policy change reducing housing and children’s education are major causes of reward dissatisfaction. Research limitations/implications – This case study research was cross-sectional and set within one industry. It addressed reward outcomes only for long-term IAs from the perspectives of women who had accepted expatriation in two oil and gas firms. Practical implications – Reward policy should be transparent. Practitioners might consider the inter-relationship between policy elements depending on grade and accompanied status, location pairings, and the effects of policy content delivery to dual career/co-working couples. Originality/value – This paper advances the field of IA reward by examining compensating differentials, equity and the psychological contract and takes these forward via implications for organisational justice. It identifies reward elements that support women’s expatriation and address their low share of expatriate roles, thereby fostering gender diversity. Future research themes are presented.
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Katsara, Ourania. "The Use of the Ombudsman's Services for Alleviating International Students' Difficulties." Journal of International Students 5, no. 3 (July 1, 2015): 260–70. http://dx.doi.org/10.32674/jis.v5i3.420.
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This article offers some suggestions regarding the development of a support strategy by ombudsmen in order to alleviate international students' difficulties when studying in host universities. It is also shown how the Organisational Justice Theory can be used as a framework for understanding the role of ombudsman in higher education settings and how this theory underlines the importance of informational power as a remedy to alleviate the students' difficulties. The main implication drawn from the discussion is that cultural variables may suggest specific care on designing appropriate support strategies where the role of Information Communication Technology (ICT) could be explored. Finally, the article offers some suggestions and a service plan showing how power perceptions of the service provider can impact the students' reaction to the quality of the service.
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Delpeuch, Thierry, and Margarita Vassileva. "Transfers and Learning in the Framework of Bulgarian Legal Reforms (1990–2013)." Southeastern Europe 40, no. 3 (November 7, 2016): 317–45. http://dx.doi.org/10.1163/18763332-04003002.
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Since the fall of communism and all the way up to the present day, various international initiatives aimed at influencing justice reform in Bulgaria have sought to compel domestic actors to abandon inherited practices characterised by patrimonialism and political clientelism through imported professional and organisational standards. On the basis of an extensive qualitative study of the implementation of international technical assistance initiatives in the Bulgarian judicial system, we revisit the theory of relations between transfers and learning as it has been elaborated in studies of Europeanisation. Starting with an examination of specific reforms to modify the methods of recruiting, appointing and promoting magistrates, the article tackles the construction of an alternative conceptualisation that understands learning as the emergent and cumulative effect of a conjunction of social processes. This effect not only puts into play the process of appropriating exported elements but also carries with it endogenous dynamics, in particular political struggles between groups of justice professionals.
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Howes, Loene M., and Nenagh Kemp. "Discord in the Communication of Forensic Science." Journal of Language and Social Psychology 36, no. 1 (August 20, 2016): 96–111. http://dx.doi.org/10.1177/0261927x16663589.
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The criminal justice system is one arena in which nonscientists use scientific findings and expert opinions to aid decision making. Forensic science is a standard feature of criminal investigations, out-of-court settlements, and trials. Yet forensic science may be poorly understood by those who use it as a decision aid, with a consequent risk of contributing to miscarriages of justice. In this article, we discuss some of the contentious aspects of communicating expert opinion, and consider how research suggests that scientists might balance the competing concerns of scientific correctness and comprehensibility for nonscientists. Highlighting both research and theory, we argue that modifying language is a necessary component of ensuring understanding. However, the aim of transferring knowledge from a forensic scientist to a nonscientist is a complex task. Language modification alone is not sufficient; the practices and processes of communication require consideration. We argue that the dialogue and participation models of communication have much to offer to foster understanding of forensic science and enhance its value in the criminal justice system. We acknowledge some practical challenges to dialogue and participation approaches, and provide an example of how innovative organisational practices can help to facilitate effective interprofessional communication.
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Robert, Marina Jokim, Yashar Salamzadeh, and Noor Fareen Abdul Rahim. "IMPACT OF JUSTICE IN EMPLOYEE PERFORMANCE AND MODERATING ROLE OF ARTIFICIAL INTELLIGENCE: A CONCEPTUAL STUDY." Advanced International Journal of Business, Entrepreneurship and SMEs 3, no. 10 (December 1, 2021): 39–48. http://dx.doi.org/10.35631/aijbes.310004.
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This study investigates the impact of justice’s dimensions: distributive justice, procedural justice, interactional justice on performance appraisal satisfaction, and artificial intelligence utilisation to improve employee performance in Penang multinational companies (MNCs). They are grounded with Organizational Justice Theory as the theoretical framework to examine the relationship between Artificial Intelligence utilisation in enhancing justice to improve employee performance. In conducting this study, the required data will be collected through a closed-ended structured questionnaire in Penang, Malaysia. The questionnaire was adopted and adapted from many related studies. The data collection approach for this research is based on internet-based technologies such as online platforms. This paper proposes ways of managing employee performance by boosting performance appraisal satisfaction based on a practical performance appraisal that is relevant and unbiased. The paper will provide novelty into justice in performance appraisal through artificial intelligence that is pivotal to the employee performance optimisation in Penang multinational companies. The paper will help organisations recognise the significance of enhancing the performance appraisal as a practical strategic approach to integrate human resource activities with business policies and provide a better understanding of the impact of justice to the performance appraisal in the Penang multinational companies (MNCs).
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Cruz Teller, Tanya, and Marlene Ogawa. "IMPACT: A Social Justice Organisation Remembers Their Resilience." AI Practitioner 22, no. 4 (November 3, 2020): 12–16. http://dx.doi.org/10.12781/978-1-907549-45-8-3.
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This article highlights the process and key insights of a social justice organisation’s appreciative inquiry into their resilience. Diversity, equity and inclusion principles are central to the Spaciousness theory of change and the Appreciative Leadership Lotus Model used by facilitators to create the space for staff and board to remember their collective resilience. The article reflects on the appreciative resilience of a diverse group of people piloting new technology and translation functionalities.
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Zeng, Kai, Duanxu Wang, Qingyan Ye, Zhengwei Li, and Xianwei Zheng. "Influence of an individual’s unethical behaviour on peers’ vicarious learning in organisations: the role of moral anger." Chinese Management Studies 15, no. 3 (May 17, 2021): 557–74. http://dx.doi.org/10.1108/cms-08-2019-0281.
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Purpose Because unethical behaviour pervades in organisations, how to inhibit the interpersonal influence of unethical behaviour has become increasingly important. This study aims to integrate the deontic justice theory and affective events theory to examine the relationship between an individual’s unethical behaviour and his or her peers’ vicarious learning by highlighting the mediating effect of peers’ moral anger and the moderating effect of task interdependence on this relationship. Design/methodology/approach Data were collected in two waves from 254 employees of a large manufacturing company in the People’s Republic of China. Findings The hypothesised moderated mediation model was supported. Specifically, as expected, peers’ moral anger mediated the negative relationship between an individual’s unethical behaviour and peers’ vicarious learning. Task interdependence moderated the direct relationship between the individual’s unethical behaviour and his or her peers’ moral anger and the indirect relationship between an individual’s unethical behaviour and his or her peers’ vicarious learning via the peers’ moral anger such that these relationships were stronger when the level of task interdependence was higher. Originality/value This study argues that the deontic justice theory is a supplement for the social learning theory in explaining the interpersonal influence of unethical behaviour. Drawing on the deontic justice theory, this study demonstrates that an individual’s unethical behaviours are unlikely to be rewarded or accepted, and by integrating the theories of deontic justice and affective events, offers a rationale for the emotional mechanism that underlies the interpersonal influence of unethical behaviour.
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Pearson, Mark. "Press freedom and the High Court in the Callinan era: Rethinking the rhetoric." Pacific Journalism Review : Te Koakoa 10, no. 1 (April 1, 2004): 123–38. http://dx.doi.org/10.24135/pjr.v10i1.783.
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Justice Ian Callinan, appointed to the Autralian High Court in 1998, challenged the rhetoric on the media's role in society and its claims to press freedom with his minority decision in the Lenah Game Meats case in 2001. He questioned the notion of media freedom in an age where information providers are multinational coporations with a vested intereset in the sale of news. Further, he challenged the claim of news organisations to special priviliages on public interest grounds to the detriment of the rights of others. This paper uses qualitative analysis techniques to consider the comments of Justice Callinan and Justice Michael Kirby in the Lenah Case and four subsequent media-related cases in an attempt to develop a theory about the attitudes of these High Court justices towards the media. It finds five key themes emerging from their decision, headed by the expression 'The Modern Media' used by both Jusitce Callinan and Justice Kirby, whicn embodies many of these attitudes. The other key themes are the shift to considering media 'just another business', the self-appointed role of judges as reporting experts, the ascendancy of privacy over press freedom, and the challenge to some legal privleges with which the media have become comfortable.
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Barn, Ravinder, and Balbir S. Barn. "Youth Justice in the Digital Age: A Case Study of Practitioners’ Perspectives on the Challenges and Opportunities of Social Technology in Their Techno-Habitat in the United Kingdom." Youth Justice 19, no. 3 (August 18, 2019): 185–205. http://dx.doi.org/10.1177/1473225419869568.
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This article draws on original, empirical research that focused on the use of an experimental mobile application developed by the authors and used in the domain of youth justice in England. Against a backdrop of the theory of the paradox of technology with ideas of the networked self and child rights, the article explores the use of social technology with vulnerable/marginalised young people. Given the dearth in knowledge and understanding, in this area of social technology and young people in conflict with the law, the article focuses on an important, original and fast-developing issue in contemporary youth justice. Principally, the article explores the experiences and views of practitioners to promote a better understanding of the opportunities and challenges in the adoption of social technology in working with marginalised young people. Practitioner perceptions on the use of social technology in their own practice and its associated risks and benefits are also revealed. Study findings indicate that digital opportunities and challenges are embedded in organisational and cultural structures and practices. The article discusses implications for youth justice and ultimately for young people in conflict with the law who are caught up in the system. The article raises important issues about the likely increasing use of technology as a tool in rehabilitation and desistance; and its key messages will be of considerable interest to practitioners, managers and policy-makers who will have little option, as time goes on, to enter this controversial field.
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Langis, Georges. "Allocation universelle et justice sociale." Les Cahiers de droit 37, no. 4 (April 12, 2005): 1037–51. http://dx.doi.org/10.7202/043418ar.
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Le texte qui suit est une étude critique de la proposition d'une allocation universelle comme revenu de citoyenneté faite par Philippe Van Parijs. Cette proposition est analysée dans la perspective de la théorie de la justice de John Rawls. L'étude montre qu'une telle allocation est contraire à la justice sociale, telle que la conçoit Rawls, sur la base du fait qu'elle crée une situation sociale qui, non seulement ne se prête pas à la réalisation de la justice comme il la conçoit dans A Theory of Justice (1971), mais engendre une situation qui la rend impossible. Cette impossibilité repose sur le non-respect de la participation des individus à la production sociale qui est nécessaire selon une conception de la société comme organisation de coopération sociale et également selon la tradition contractualiste à laquelle se sont intéressés Locke, Rousseau et Kant et que Rawls reprend à son compte.
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Sawmar, Abdulsalam Ahmed, and Mustafa Omar Mohammed. "Enhancing zakat compliance through good governance: a conceptual framework." ISRA International Journal of Islamic Finance 13, no. 1 (February 15, 2021): 136–54. http://dx.doi.org/10.1108/ijif-10-2018-0116.
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Purpose This paper aims to construct a conceptual framework which explains the relationship between governance of zakat institutions and zakat payment compliance by using the organisational legitimacy theory. Design/methodology/approach This paper adopts content analysis and a review of multidisciplinary literature that primarily relate to zakat institutions, public governance and compliance behaviour. Findings The paper has developed a model, adapted from Abioye et al. (2013), concerning the influence of governance mechanisms on zakat payers’ compliance using trust as a moderator. The model comprises four governance mechanisms which influence zakat payment compliance. The four mechanisms include the board and leadership attributes, transparency and disclosure practices, stakeholder management practices and procedural justice. Trust has a moderating effect on the relationship between governance and zakat compliance. Research limitations/implications This model is applicable to regulated zakat systems, where the state has established zakat institutions and regulations for the collection and distribution of zakat, such as Saudi Arabia, Pakistan, Sudan and Malaysia. Originality/value This paper proposes a model, based on Abioye et al. (2013), to explain the influence of governance on zakat payment compliance. The novelty of the study is the addition of one new critical variable, procedural justice, to the Abioye et al.’s (2013) framework. Secondly, the model is proposed for regulated zakat jurisdictions.
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Dzansi, Lineo W., Crispen Chipunza, and Mabokang Monnapula-Mapesela. "Municipal Employees’ Perceptions Of Political Interference In Human Resource Management Practices: Evidence From The Free State Province In South Africa." International Business & Economics Research Journal (IBER) 15, no. 1 (January 13, 2016): 15. http://dx.doi.org/10.19030/iber.v15i1.9572.
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Service delivery in South Africa has of recent been marred with much criticism and citizens’ dissatisfactions evidenced by protests across the country, especially in different municipal areas. While the South African central government recognizes the important supportive role of human resources management (HRM) in ensuring quality service delivery, the municipalities’ human resource management seem not to be playing this important role. There are accusations of too much political interference in municipal human resource management activities in municipalities in the country. The objective of this study was to determine municipal employees’ perceptions of political interference in human resource management practices within selected municipalities in South African. Using a sample of nine municipalities and 342 employees, results of the quantitative analysis of data collected using questionnaires showed that municipal employees perceived little or low levels of political interference in HRM practices. The results are discussed within the context of organisational justice theory and implications on issues such as application of appropriate ethics in HRM practices are suggested.
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Adikaram, Arosha S., and Pavithra Kailasapathy. "Handling Sexual Harassment Complaints in Sri Lanka: Fair Process and Best Practices." South Asian Journal of Human Resources Management 7, no. 2 (July 15, 2020): 293–314. http://dx.doi.org/10.1177/2322093720934580.
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Sexual harassment at the workplace continues to be an issue all over the world. While there are many policies with well laid-out procedures specifying the process to follow when complaints of sexual harassment are received, there is still a lack of knowledge on actual practices of handling sexual harassment complaints and best practices. Data were collected from 35 HR professionals (HRPs) from over 30 companies in Sri Lanka on how sexual harassment complaints were handled. Based on this empirical evidence and literature as well as the theory of organisational justice, a six-stage process that HRPs should follow for a fair, just and effective handling of sexual harassment complaints is proposed. The process comprises of (a) complaint stage, (b) assessment of complaint stage, (c) investigation stage, (d) action stage, (e) appeal stage and (f) post-settlement stage. Best practices of handling sexual harassment complaints identified through the empirical data and literature are also highlighted.
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Dezalay, Sara. "Weakness as Routine in the Operations of the Intentional Criminal Court." International Criminal Law Review 17, no. 2 (February 27, 2017): 281–301. http://dx.doi.org/10.1163/15718123-01702004.
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How can one account for the contrast between the protracted weakness of the International Criminal Court (icc) and the strength of a global justice discourse focused on the criminalization of state and societal violence? To address this puzzle, this article suggests the hypothesis of global justice as a ‘weak field’ that is, a space that is weak as regards its internal autonomy but not weak in its wider social effects. Looking at professional patterns within the icc, and the way in which evidence is marshalled into the Court, its gist is that weakness is not a transitory feature — rather it has developed into a structural feature of the icc, and the broader field of global justice. Grounded in Bourdieu’s field theory, it relies on biographical interviews with icc staff, academics and members of non-governmental organisations operating around the Court.
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Pack, Margaret. "Revisions to the therapeutic relationship: A qualitative inquiry into sexual abuse therapists’ theories for practice as a mitigating factor in vicarious traumatisation." Aotearoa New Zealand Social Work 21, no. 4 (January 1, 2009): 73–82. http://dx.doi.org/10.11157/anzswj-vol21iss4id263.
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This article reports a qualitative study which explores sexual abuse counsellors’ theories for practice and how they say they develop and use an array of theoretical approaches to support their well-being and clinical effectiveness over time. Half the sample of Accident Compensation Commission (ACC) registered therapists were social workers who subsequently trained in other professions such as counselling and psychotherapy. The findings suggest that social workers who engage with traumatic disclosures from their clients actively evolve strategies and resources that act to buffer the more negative effects of the work with sexual abuse survivors, which is a means of ameliorating vicarious traumatisation.Whilst there was little theory specific to trauma work in the early 1980s when the research participants were practising, they developed a framework for their practice based in practice and personal experiences. These developed insights and reference to diverse strands of theory together constitute a framework for practice that assists the counsellors’ in their understanding of their clients, the dynamics of the therapeutic relationship, organisational constraints on funding that surround their work, and their own self care. The theoretical frameworks that the participants preferred to use derive from social justice principles, feminist, narrative theories and the ‘New Trauma Therapy’ (Coffey 1998). Recommendations for clinician self care in dealing with traumatic disclosures with reference to a range of theoretical approaches are suggested.
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Moss, Simon A., and Grace Couchman. "The Conflict Between the Interventions That Prevent Burnout and the Culture of Modern Capitalism: The Benefits of Ambivalent Emotions." Australian and New Zealand Journal of Organisational Psychology 5 (June 15, 2012): 13–24. http://dx.doi.org/10.1017/orp.2012.2.
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At work, burnout is one of the most pervasive impediments to mental health. Over the last decade, researchers have distilled six workplace conditions that prevent or curb burnout: feasible job demands, a sense of fit with the job or organisation, recurrent experiences of reward, a feeling of control, a perception of justice, and a connection with the community. Unfortunately, the emerging culture of modern capitalism is characterised by fluctuating demands, aversions towards specialisation, systemic disloyalty, unilateral resolutions, expedient decisions, and transactional relationships — trends that counteract the conditions that prevent burnout. Initiatives that are instituted to curb burnout, therefore, often contradict the imperatives of managers. To resolve this paradox, this article distills a series of initiatives that psychologists can apply to alleviate burnout without counteracting the prevailing culture of modern organisations. To illustrate, employees should be encouraged to seek challenging and stressful experiences, invoke their intuition when composed, and disclose their personal anxieties. This article then integrates these initiatives into a unified theory. According to this theory, practices that prevent burnout all increase the likelihood that individuals experience positive and negative feelings concurrently; these ambivalent emotions seem to enhance wellbeing and contain burnout.
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Kingston, Kylie L., Craig Furneaux, Laura de Zwaan, and Lyn Alderman. "From monologic to dialogic." Accounting, Auditing & Accountability Journal 33, no. 2 (October 23, 2019): 447–71. http://dx.doi.org/10.1108/aaaj-01-2019-3847.
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Purpose Informed by the critical perspective of dialogic accounting theory, the purpose of this paper is to explore the use of evaluation as a means of enhancing accountability to beneficiaries within nonprofit organisations (NPOs). As a stakeholder group frequently marginalised by traditional accounting practices, the participation of beneficiaries within a NPO’s accountability structure is presented as a means of increasing social justice. Design/methodology/approach The research design used case studies involving two NPOs, examining documents and conducting interviews across three stakeholder groups, within each organisation. Findings Findings reveal that when viewed on beneficiaries’ terms, accountability to beneficiaries, through participative evaluation, needs to consider the particular timeframe of beneficiary engagement within each organisation. This temporal element positions downwards accountability to beneficiaries within NPOs as multi-modal. Research limitations/implications The research poses a limit to statistical generalisability outside of the specific research context. However, the research prioritises theoretical generalisation to social forms and meanings, and as such provides insights for literature. Practical implications In acknowledging that beneficiaries have accountability needs dependent upon their timeframe of participation, NPOs can better target their downwards accountability structures. This research also has practical implications in its attempt to action two of the United Nation’s Sustainable Development Goals. Originality/value This paper makes a contribution to the limited research into nonprofit accountability towards beneficiaries. Dialogic accounting theory is enacted to explore how accountability can be practised on beneficiaries’ terms.
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Caltekin, Demet Asli. "Women’s Organisations’ Role in (Re)Constructing the Narratives in Femicide Cases: Şule Çet’s Case." Laws 11, no. 1 (February 7, 2022): 12. http://dx.doi.org/10.3390/laws11010012.
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In 2020, men in Turkey murdered 300 women, and 171 women were found suspiciously dead. The dominant narrative around suspicious death cases involves a faulty assumption that women are prone to committing suicide. Women’s organisations and cause lawyers unite against all kinds of violence to challenge this dominant narrative, which grants impunity to perpetrators. Drawing on resource mobilisation theory, this article investigates how women’s organisations become involved in femicide and suspicious death cases to articulate counter-narratives and advance women’s access to justice. It focuses on Şule Çet’s case, which raised intense public reactions due to the lack of procedural fairness at the investigation stage. It relies on semi-structured interviews with Şule’s lawyer and the members of the We Will Stop Femicide Platform (Kadın Cinayetlerini Durduracağız Platformu) and the Gelincik Centre (Gelincik Merkezi) to illustrate how women’s organisations made Şule’s story visible and countered the dominant narrative surrounding suspicious death cases. The findings illustrate that women’s organisations’ ongoing struggle to encourage courts to hear women’s stories demands co-operation between different social and legal mechanisms. It includes a combination of several strategies, such as following femicide cases and forming public opinion through social media. The article concludes by arguing that women’s organisations’ use of counter-narratives transforms femicide cases from being only a statistic to a public cause, contributing to women’s struggle in accessing justice.
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German, A. S. "Remote Proceedings in the Supreme Court of the Russian Federation." Pravosudie / Justice 2, no. 3 (September 22, 2020): 100–118. http://dx.doi.org/10.37399/2686-9241.2020.3.100-118.
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Introduction. Currently, the Supreme Court of the Russian Federation, like many state bodies, is faced with a global challenge – the coronavirus pandemic, which has affected all public processes. The need for social distancing has contributed to the more active use of modern technologies that facilitate remote court hearings. Theoretical basis. Methods. The theoretical basis of the study were the Russian and foreign scientific works devoted to the problems of introducing information technologies into judicial activity. The methodological basis of the study was a systematic approach that made it possible to consider the possibilities of remote justice in its relationship to significant factors of a legal and organisational nature. The study used the methods of logical generalisations, analysis and synthesis, together with a systematic approach and the method of comparative jurisprudence. Results. The article briefly presents the results of a systematic analysis of measures carried out by the Supreme Court of the Russian Federation aimed at ensuring the widespread use of remote technologies in the administration of justice. Discussion and Conclusion. Given the current pandemic situation, the Supreme Court of the Russian Federation has introduced integrated related web conferencing and video conferencing technologies for remote court hearings. These technologies began to be actively used by courts during the pandemic period. Their application ensures a reasonable time frame for legal proceedings and makes it possible to ensure the availability of justice even in conditions of social distancing. The undoubted advantage of remote technologies is their potential to reduce procedural costs in the course of legal proceedings. However, the issues under consideration require further research, as well as preparation of conceptual suggestions to the legislator aimed at optimising procedural legislation.
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German, A. S. "Remote Proceedings in the Supreme Court of the Russian Federation." Pravosudie / Justice 2, no. 3 (September 22, 2020): 100–118. http://dx.doi.org/10.37399/2686-9241.2020.3.100-118.
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Introduction. Currently, the Supreme Court of the Russian Federation, like many state bodies, is faced with a global challenge – the coronavirus pandemic, which has affected all public processes. The need for social distancing has contributed to the more active use of modern technologies that facilitate remote court hearings. Theoretical basis. Methods. The theoretical basis of the study were the Russian and foreign scientific works devoted to the problems of introducing information technologies into judicial activity. The methodological basis of the study was a systematic approach that made it possible to consider the possibilities of remote justice in its relationship to significant factors of a legal and organisational nature. The study used the methods of logical generalisations, analysis and synthesis, together with a systematic approach and the method of comparative jurisprudence. Results. The article briefly presents the results of a systematic analysis of measures carried out by the Supreme Court of the Russian Federation aimed at ensuring the widespread use of remote technologies in the administration of justice. Discussion and Conclusion. Given the current pandemic situation, the Supreme Court of the Russian Federation has introduced integrated related web conferencing and video conferencing technologies for remote court hearings. These technologies began to be actively used by courts during the pandemic period. Their application ensures a reasonable time frame for legal proceedings and makes it possible to ensure the availability of justice even in conditions of social distancing. The undoubted advantage of remote technologies is their potential to reduce procedural costs in the course of legal proceedings. However, the issues under consideration require further research, as well as preparation of conceptual suggestions to the legislator aimed at optimising procedural legislation.
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Brandt, Steven, Rudi Roose, and Griet Verschelden. "The Caged Bird Sings: The Voice of the Workfare Generation." British Journal of Social Work 50, no. 7 (September 20, 2019): 2022–39. http://dx.doi.org/10.1093/bjsw/bcz101.
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Abstract Social work literature suggests that three depoliticisation tendencies characterise the youngest generation of social workers. First, they exhibit less interest in the structural level of social problems. Secondly, they are supposed to incline towards the idea of welfare conditionality. And thirdly, they are evolving towards increasingly shallow technical, box-ticking professionals. As such, this generation of social workers seems to conform with a policy climate in which social justice is increasingly under pressure. It is our contention that this debate is one-sided and negative. It dismisses the perspective of the social workers themselves. For organisations in social work, it might appear paradoxical that the youngest generation of social workers—although submersed in the context of workfare—hold the key to revising institutional processes and guidelines. Based on generational theory, however, we argue that social work needs to consider the ability of the newest generation to signal procedural and institutional barriers that hinder the pursuit of social justice.