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Relevant bibliographies by topics / Interpersonal justice / Dissertations / Theses

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Dissertations / Theses on the topic 'Interpersonal justice'

Author: Grafiati

Published: 4 June 2021

Last updated: 26 July 2025

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1

Vaamonde, Juan Diego, and Alicia Omar. "Perceptions of organizational justice and ambivalent sexism: The moderating role of individualism-collectivism." Pontificia Universidad Católica del Perú, 2016. http://repositorio.pucp.edu.pe/index/handle/123456789/101387.

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The aim of the present study was to explore the association between perceptions of inter- personal/informational justice and ambivalent sexism among Argentinean employees, and to examine the possible role that collectivism and individualism exert on this association. Participants (128 men and 120 women) completed a battery of instruments to measure the variables of interest. Results showed that perceptions of interpersonal and informational justice were negatively associated with hostile sexism, and that, unexpectedly, perceptions of informational justice were positively associated with benevo

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Brown, Judith May Octavia. "Telecommuting: The Affects and Effects on Non-Telecommuters." Diss., Virginia Tech, 2010. http://hdl.handle.net/10919/26585.

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Telecommuting is a significant workplace innovation that allows an increasing portion of the work force to work from home or work at a location remote from the central workplace at least one-day a week. Previous studies (BÃ©langer, 1999; Pinsonneault & Boisvert, 2001; Potter, 2003) have outlined that the reasons for the growth of this phenomenon are found in its perceived benefits for both the telecommuter and their employer: improved productivity, organizational loyalty and belonging, job satisfaction, savings of office space, increased flexibility, improved employee morale and employee ret

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3

Sotomayor, Ana. "As percepções de justiça organizacional na avaliação de desempenho : consequências sobre o compromisso organizacional e o compromisso face ao superior hierárquico." Doctoral thesis, Instituto Superior de Economia e Gestão, 2006. http://hdl.handle.net/10400.5/3662.

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Doutoramento em Gestão<br>A presente investigação tem como objectivo determinar quais as dimensões de justiça organizacional que, num contexto de avaliação de desempenho, são identificadas pelos trabalhadores e o modo como as mesmas afectam o seu compromisso face à organização e face ao seu superior hierárquico. Paralelamente, são analisadas as influências de variáveis de controlo, bem como a existência de efeitos interactivos. A metodologia utilizada é composta por três fases. Numa primeira etapa foram elaborados os instrumentos de medida (questionários) de justiça organizacional, compromisso

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4

Li, Hongcai. "A Theory OF Intraunit Justice Climate and Team Effectiveness." Diss., The University of Arizona, 2008. http://hdl.handle.net/10150/193818.

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This dissertation evaluates a model linking intraunit justice climate to outcome variables (team performance, unit-level citizenship behavior, and satisfaction with teammates) through the mediating role of teamwork quality. Intraunit justice climate (IJC) is defined as the shared perception that team members treat each other fairly. IJC includes three dimensions: distributive, procedural, and interactional justice. Distributive IJC refers to the extent to which team members receive what they deserve based on their contribution. Procedural IJC refers to the extent to which team members use fair

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Jackson, Erin M. "Integrating Leader-Member Exchange and Organizational Justice: Why Justice Depends on Relationship Quality." [Tampa, Fla] : University of South Florida, 2008. http://purl.fcla.edu/usf/dc/et/SFE0002366.

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6

Swiderski, David. "The Influence of Leader Behaviors and Individual Cultural Values on Interpersonal and Informational Justice Perceptions." Thesis, State University of New York at Albany, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10814202.

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<p> Leadership and culture are two constructs often studied along with organizational justice, however; much of the past research has focused on measuring these constructs broadly. By measuring these constructs at a more granular level, this study aims to explore the specific linkages between clarifying, supporting, and recognizing leader behaviors and their relationship with interpersonal and informational justice. Results from this study go beyond broader leadership theories by finding that clarifying, supporting, and recognizing leader behaviors are important for predicting interpersonal ju

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7

Lucatto, Lara Cucolicchio 1977. "A justiça restaurativa nas escolas : investigando as relações interpessoais." [s.n.], 2012. http://repositorio.unicamp.br/jspui/handle/REPOSIP/250715.

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Orientador: Telma Pileggi Vinha<br>Dissertação (mestrado) - Universidade Estadual de Campinas, Faculdade de Educação<br>Made available in DSpace on 2018-08-21T02:09:13Z (GMT). No. of bitstreams: 1 Lucatto_LaraCucolicchio_M.pdf: 4789003 bytes, checksum: b95e96ce2cd2066c4186d3448f55dad2 (MD5) Previous issue date: 2012<br>Resumo: Caracterizando-se como um estudo qualitativo de natureza exploratória, este trabalho se fundamenta na teoria construtivista piagetiana, que concebe os conflitos como necessários para o desenvolvimento e para a aprendizagem. Dentre os procedimentos propostos para lidar

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Johnson, Nicole Annette. "An Examination of the Relational Aspects of Leadership Credibility, Psychological Contract Breach and Violation, and Interactional Justice." Diss., Virginia Tech, 2009. http://hdl.handle.net/10919/37557.

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Especially during times of intense change, managers may negatively impact the quality of employee-manager relationships by breaching or violating psychological contract terms and exhibiting unfair treatment (i.e., interactional injustice) in the workplace. A psychological contract is conceptualized as an exmployee's perception or individualistic belief about the reciprocal and promissory nature of the employment relationship (Argyris, 1960; Levinson, Price, Munden, Mandl, & Solley, 1966; Rousseau, 1989, 1990, 1995; Schein, 1965, 1994). Misperceptions surrounding contractual changes and perce

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Ching, Wai Fan. "The effect of interpersonal touch during service recovery." Thesis, Queensland University of Technology, 2020. https://eprints.qut.edu.au/201434/1/Wai%20Fan_Ching_Thesis.pdf.

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Interpersonal touch is frequently promoted for its positive outcomes in business communication. Frontline employees touch consumers primarily to foster a better consumer-employee relationship, leading to higher revenue. This thesis examines how consumers respond to an employee touch during a service recovery. Using three experiments, this thesis addresses the following research gaps: (a) the absence of literature on the effects of interpersonal touch during service recovery; (b) understanding the joint effect of interpersonal touch and perceived employee responsibility during service recovery;

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10

Ren, Run. "Quality of supervisor-subordinate relationship, cultural values, and organizational justice." online access from Digital Dissertation Consortium, 2007. http://libweb.cityu.edu.hk/cgi-bin/er/db/ddcdiss.pl?3296523.

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Walters, Chrizelda, and H. D. Vos. "The role of interpersonal justice perceptions of employees during major organisational change due to a merger and acquisition." Thesis, Stellenbosch : University of Stellenbosch, 2005. http://hdl.handle.net/10019.1/14781.

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Thesis (MA)--University of Stellenbosch, 2005.<br>103 Leaves printed on single pages, preliminary pages i- viii and numbered pages 1-132. Includes bibliography, list of tables and figures. Digitized at 600 dpi grayscale to pdf format (OCR), using a Bizhub 250 Konica Minolta Scanner.<br>ENGLISH ABSTRACT: The research explored the role of interpersonal justice perceptions in an organisation undergoing change. Interpersonal justice was operationalised by dividing it into two components namely, social sensitivity and informational justice. The study falls within the qualitative and quantitative pa

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Shanahan, G. D. "Resource egalitarianism as a realisation of relational justice in the distributive sphere : an analysis of personal and interpersonal responsibility." Thesis, University College London (University of London), 2015. http://discovery.ucl.ac.uk/1461033/.

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In this thesis I examine the role of personal and interpersonal responsibility in relational egalitarianism and argue that Dworkin’s resource egalitarianism should be understood as a means by which to realise this aspect of justice, rather than as a competing and incompatible comprehensive theory. I hope to show that resource egalitarianism neutralises the effects of brute luck, not merely so as to put “cosmic injustices” to rights, but to ensure, insofar as possible, that individuals can relate to one another on equitable terms by taking responsibility for the effects of their actions. I focu

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Daboussi, Asma. "Le comportement innovant au travail : le rôle de la justice du groupe." Thesis, Pau, 2018. http://www.theses.fr/2018PAUU2047/document.

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Dans cette recherche, nous examinons l'effet de la justice interpersonnelle du groupe de travail sur les comportements innovants. D'abord, nous nous interrogeons sur le rôle médiateur joué par l'identification au groupe dans cette relation au niveau individuel d'analyse. Ensuite, nous examinons le rôle modérateur de la réflexivité sur ce mécanisme de médiation au même niveau d'analyse. Enfin, nous nous interrogeons sur le rôle de l'identification au groupe et l'engagement collectif au travail comme médiateurs en série des effets de la justice interpersonnelle du groupe sur les comportements in

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Ulke, Hilal Esen. "Investigating The Role Of Personality And Justice Perceptions On Social Loafing." Master's thesis, METU, 2006. http://etd.lib.metu.edu.tr/upload/2/12607329/index.pdf.

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The main purpose of the study was to investigate the role of Big Five personality dimensions (Extraversion, Conscientiousness, Openness to Experience, Neuroticism and Agreeableness) and justice perceptions (procedural, distributive, informational and interactional justice) on social loafing in a field setting. Another purpose was to explore potential moderation effects of personality and justice dimensions on social loafing. Data was gathered both from employees and their supervisors working in three leading software companies in Ankara, Turkey. The study was conducted in two phases. In the p

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Krafft, Pascale. "The influence of transformational and transactional leadership on interpersonal trust through perceptions of fairness." Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/53131.

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Thesis (MA)--Stellenbosch University, 2002.<br>ENGLISH ABSTRACT: Southern African organisations have to survive In an increasingly competitive and globalised market. Southern African organisations are characterised through low productivity levels, low levels of trust between employers and employees, low levels of organisational commitment and effectiveness. Solutions must be found in order to overcome these problems and to prevent them in the future. This study might offer such a solution. The primary goal of this study was to establish whether there is a relationship between transforma

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McMunn, Patrick. "Psychological Characteristics of Sex Offenders." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6619.

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Current therapeutic treatment methods are ineffective in identifying at-risk sex offenders and reducing recidivism of known offenders, likely due to inadequate identification of specific traits of sex offenders. Previous research and prominent theories in the area of sex offender treatment, in terms of the biological foundation of substance abuse, behaviors of sex offenders, and the presence of aggression, helped to guide this research. Data about sex offenders were collected, as reported by mental health professionals who treat them and focused on three characteristics: maladaptive interperso

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17

Jerí, Campana Melvin Lourdes. "Percepción de la justicia organizacional según grupo ocupacional en los trabajadores administrativos de la Universidad Nacional de San Cristóbal de Huamanga." Master's thesis, Tesis digitales - URP, 2013. http://cybertesis.urp.edu.pe/handle/urp/644.

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La tesis aborda como problema de investigación si la percepción difiere de la Justicia Organizacional según grupo ocupacional en los trabajadores administrativos de Ia Universidad Nacional de San Cristóbal de Huamanga. Para responder a esta interrogante se ha efectuado una investigación. Para la evaluación de la justicia organizacional se utilizó la Escala de Justicia Organizacional Percibida de Colquitt, J. que arroja un coeficiente de fiabilidad para las dimensiones del estudio de: 0.94 justicia distributiva, 0.88 justicia procedimental, 0.91 justicia interpersonal y 0.94 justicia infor

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18

An, Yufei. "Motivation des salariés en Chine : établir un climat mobilisateur dans l’entreprise." Thesis, Paris, CNAM, 2013. http://www.theses.fr/2013CNAM0878/document.

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La motivation des salariés est une nécessité vitale pour le succès d’une entreprise, notamment dans le contexte de la crise économique mondiale. En comprenant ce qui motive leurs membres, les dirigeants peuvent mobiliser le plein potentiel de chaque personne et diriger plus efficacement leur énergie. Le renouvellement des sources de motivation demande d’analyser au préalable les changements qui affectent actuellement le monde du travail et leurs conséquences. L’objectif de cette thèse vise à aider les personnes qui gèrent les ressources humaines (dans l’entreprise) à comprendre quelles sont et

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19

Stoverink, Adam C. "Hungry for Respect: The Moderating Roles of Status and Justice Orientation on Relationships between Interpersonal Justice and Emotions." Thesis, 2013. http://hdl.handle.net/1969.1/151154.

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Affective reactions to unfair treatment date back to the earliest work on organizational justice. Seminal research on inequity identifies anger and guilt as primary responses to judgments of low justice. More recently, interpersonal justice has been linked to emotions such as anger and hostility. In fact, interpersonal justice is arguably the most emotionally charged of all the justice types. Yet, despite the strong theoretical support and empirical evidence linking interpersonal justice to negative emotions, we are unsure whether dignity and respect from a supervisor may also influence positi

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20

Shah, N., S. Anwar, and Zahir Irani. "The impact of organisational justice on ethical behaviour." 2016. http://hdl.handle.net/10454/14120.

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Yes<br>Within the workplace, justice is influenced by the interpersonal relationships between colleagues and/or management among other things. The main reason for this research is to examine the correlation between organisational justice and the ethical behaviour of employees. Based on the literature, the conceptual model developed in this paper integrates distributive, procedural, interpersonal and informational justice in relation to ethical behaviour. By applying an adapted survey questionnaire, data were collected from teaching staff at public sector higher education institutions. Multiple

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Chang, Yung-Cheng, and 張詠承. "Understanding the Interaction among Procedural, Distributive and Interpersonal Justice: The Role of Trust." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/50874314118927485093.

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碩士<br>大葉大學<br>人力資源暨公共關係學系<br>101<br>Topics of this thesis are trust and organizational justice which are different from traditional perspective of trust, based on which employees measure whether their supervisors have signs of trustworthiness such as competency, consummate skill, high efficiency, consideration, loyalty, and possession of principles and justice. For the perspective of trust intention of single construct which refers to as willingness to be vulnerable, proposed by Mayer, Davis, and Schoorman (1995), this study proposes that trust of the employees (trustees) against the superviso

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Huang, Pao-yi, and 黃寶儀. "The Effects of Ethical Leadership on Ethical Sales Behavior: The Role of Interpersonal Justice." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/sct672.

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碩士<br>國立高雄大學<br>經營管理研究所<br>102<br>Salespeople are exposed to greater ethical pressures than individuals in many other jobs. Ethical sales behavior plays an important role to practices in the formation and maintenance of long-term buyer–seller relationships. Ethical leaders have a positive influence on employees’ behavior and ethical conduct. However, there were few studies focusing on the relation of ethical leadership and ethical salesperson behavior.Therefore, the primary purpose of this research will explore the relationship between ethical leadership and ethical salesperson behavior.Ethica

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Chen, Chang I., and 張以真. "A Study of Expatriate Interpersonal Justice, Job Satisfaction ,Cultural Intelligence and Ethical Decision Making." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/85766108642932378535.

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碩士<br>東吳大學<br>國際經營與貿易學系<br>104<br>The expatriate demand for Multinational Enterprises grows gradually under the age of globalization. During foreign assignments, expatriates have to face difference cultures, value systems, languages, and ethical decision-making situations. Therefore, ethical decision-making has become a challenge to expatriates and enterprises. The main purpose of this research is to examine the relationship among interpersonal justice, job satisfaction, culture intelligence and ethical decision-making of expatriates. This study used expatriates from Taiwanese multinational

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Magopeni, Phathiswa. "Stakeholder ‘conflict’ over affirmative action: considering non-beneficiaries’ perspectives and implications for interpersonal justice." Diss., 2014. http://hdl.handle.net/2263/43992.

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Across the globe, Affirmative Action broadly understood as a preferential redistributive policy intended to redress socio-economic inequalities created by past discriminatory labour policies, has been fraught with controversy and immense opposition from those who do not benefit from it. South Africa’s version has faced similar challenges to the extent that it is generally believed that non-beneficiaries’ reluctance to support it is based on their need to protect their long-standing economic advantage. The purpose of this study was to explore issues underlying the enduring stakeholder conflict

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"The role of prior relationship and prior organizational commitment on the compensatory effects of procedural justice." 1999. http://library.cuhk.edu.hk/record=b5889933.

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Hu, Ying-Xin, and 胡櫻馨. "The Relationship between Authentic Leadership and Interpersonal Citizenship Behavior: Interactional Justice and Gender Combination as Moderators." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/2pyu56.

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碩士<br>健行科技大學<br>經營管理研究所<br>101<br>In this study, we explore the relationship between authentic leadership and interpersonal citizenship behavior, and to explore the moderating effects of interactional justice and gender composition toward the relationship between authentic leadership and interpersonal citizenship behavior. We recovery of 220 valid samples and data analysis findings are as follows: First, authentic leadership has a positive effect on subordinates'' interpersonal citizenship behavior. Second, if interactional justice perception higher then authentic leadership positive

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Huang, Wei-ting, and 黃葳婷. "The influence of Policeman’s Leadership on Interaction Justice andOrganizational Citizenship Behavior: Moderators of Interpersonal Trustand Emotional Intelligence." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/89482330661952536098.

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碩士<br>國立中正大學<br>勞工所<br>95<br>The purposes of this research are to explore policeman’s: (1) the relationship between leadership and interaction justice. (2) The effect of interaction justice to organizational citizenship behavior. (3) Leadership on the organizational citizenship behavior through the interaction justice. (4) Leadership and EI have a significant interaction effect on interaction justice. (5) Leadership and interpersonal trust have a significant interaction effect on interaction justice. We collected data from 714 subjects from Kaohsiung County Police Bureau and 83.125% is valid.

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Sholihin, Mahfud, and Richard H. Pike. "Organisational commitment in the police service: exploring the effects of performance measures, procedural justice and interpersonal trust." 2010. http://hdl.handle.net/10454/6189.

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This study aims to investigate whether, and how, the use of performance measures, procedural justice, and interpersonal trust interact to affect organisational commitment of police officers. Drawing on a survey based on a sample of 57 senior officers within a single police force, we find that the use of performance measures, procedural justice, and interpersonal trust are positively associated with organisational commitment. Further analysis reveals that trust between officer and superior mediates the relationship between the use of non-financial measures and organisational commitment, but pro

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Hsieh, Wen-Wen, and 謝雯雯. "A Study of the Relationship among Authoritarian Leadership, Interactional Justice and Interpersonal Deviance : The Moderating Role of Power Distance." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/ceuxsr.

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碩士<br>銘傳大學<br>企業管理學系碩士班<br>103<br>This study examined the relationship among authoritarian leadership, interactional justice, interpersonal deviance, and the moderating effects of power distance. We used questionnaire survey and data were collected from 204 full-time employees in Taiwan from different organizations in different industries. We conducted a series of hierarchical regression to test our hypotheses. The results indicated that authoritarian leadership was negatively related to interactional justice, and authoritarian leadership was positively related to interpersonal deviance. For t

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Quesnel, Elisabeth. "Une étude sur le rôle médiateur de la justice organisationnelle sur la relation entre le leadership des supérieurs immédiats et la santé mentale des employés." Thesis, 2020. http://hdl.handle.net/1866/24412.

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Ce mémoire vise principalement à déterminer l’effet médiateur de la justice organisationnelle entre le leadership d’habilitation des supérieurs immédiats et la détresse psychologique des employés. Deux objectifs principaux sont poursuivis. Le premier consiste à identifier l’impact du leadership d’habilitation sur la détresse psychologique. Le second objectif vise à déterminer le rôle médiateur de la justice organisationnelle, plus précisément la justice distributive, la justice procédurale, la justice interpersonnelle et la justice informationnelle, entre le leadership d’habilitation exercé en

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Yu-Hung, Chen, and 陳裕宏. "Discussion on The Interconnection among Organizational Justice, Interpersonal Relationship, and Transparency of The Personnel Systemthe - by The Example of A Governmental Organization." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/60357518282473886686.

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碩士<br>世新大學<br>企業管理研究所(含碩專班)<br>101<br>Abstract The personnel system is the basis of the rule and regulation, management, and structure of the human resource of the administration within a governmental organization. It is defined as the assignment of the right person into the spot for his best performance and talent realization. It is usually used to setup a series of rules and regulations so that favoritism could be prevented and those who do not fit in the organization are screened out. Such system not only tends to normalize the loyalty of an employee, but also creates a methodology to prote

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Cochran, Megan. "Counterproductive Work Behaviors, Justice, and Affect: A Meta-Analysis." Master's thesis, 2014. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/6077.

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Counterproductive work behaviors (CWBs) are an expensive phenomenon for organizations, costing billions of dollars collectively each year. Recent research has focused on justice perceptions as predictors of CWBs, but little research has been conducted on the specific types of counterproductive work behaviors (i.e., sabotage, withdrawal, production deviance, abuse, and theft) that result from specific organizational justice perceptions (i.e., distributive, procedural, interpersonal, and informational) and the mediating effect of state affect. The current paper meta-analyzed the relationships be

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Chang, Shih-Chia, and 張世佳. "The Influence of Organizational Justice and Interpersonal Satisfaction on Organizational Commitment and Job Satisfaction－Using Samples of Employees in the Taiwan Shin Kong Commercial Bank after the Merger Process." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/53162147680400216484.

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碩士<br>淡江大學<br>企業管理學系碩士在職專班<br>98<br>The trend of financial liberalization and internationalization in recent years has triggered off a tide of merger and acquisition (M&A) among financial institutions seeking to build an optimum corporate edge. However, in addition to the scale economy, the M&A has an impact on the employees of financial institutions. This research emphasizes at how do organizational justice and interpersonal satisfaction influence the employee''s organizational commitment and job satisfaction. By literature exploring and using empirical survey methods with the Tai

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Martins, Luís Filipe Gonçalves Faria. "A just world is a closer world?" Master's thesis, 2018. http://hdl.handle.net/10400.14/28123.

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The organizational justice literature and in particular group-oriented conceptualizations of organizational justice, recognize the importance of procedural justice signs as indicators of individuals’ inclusionary status within groups and organizations. Similarly, both the relationships between justice and human need for belonging and the impacts of physical distance on the strength of relational ties are documented findings. Nevertheless, the effect of justice salience on individuals’ preferred physical distance and on individuals’ motivation to develop interpersonal bonds has not been i

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"It’s Not That Simple: A Complex Journey of an MFA Applied Project." Master's thesis, 2016. http://hdl.handle.net/2286/R.I.38785.

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abstract: It’s Not That Simple: A Complex Journey of an MFA Applied Project discusses the experience of graduate student, Molly W. Schenck. Schenck’s applied project, It’s Not That Simple, was an interdisciplinary dance theatre performance piece that challenges rape culture on college campuses. While the focus of the applied project was this performance, it was the obstacles and highlights that were related to the project that made the journey memorable. This paper will discuss the history and evolution of It’s Not That Simple, the creative process, the research, the trajectory of the project

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