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Dissertations / Theses on the topic 'Justice in the workplace'

Author: Grafiati

Published: 11 December 2022

Last updated: 31 July 2025

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1

Dolder, Cheryl. "The contribution of mediation to workplace justice." Thesis, University of Kent, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.413299.

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2

Powell, Catherine Shivers. "Mediation, diversity, and justice in the workplace." [Pensacola, Fla.] : University of West Florida, 2009. http://purl.fcla.edu/fcla/etd/WFE0000163.

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3

Hunzeker, Audrey Marie. "Coworker justice perceptions toward workplace accommodations and what justice criteria are used to make these justice perceptions." CSUSB ScholarWorks, 2007. https://scholarworks.lib.csusb.edu/etd-project/3135.

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The purpose of this study is to examine if in the accommodation situation, coworkers are likely to use the need rule when determining whether an accommodation is warranted or not, and if they do, if using the need rule is likely to result in more positive justice judgments.

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4

Rettke, Austin Lee. "Justice Perceptions of Team Disciplinary Actions in the Workplace." TopSCHOLAR®, 2018. https://digitalcommons.wku.edu/theses/2099.

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This scenario study examined fairness perceptions of rule violations and punishment in an organizational team setting. Participants read one of 16 scenarios in which an integral team member violates an organizational rule and subsequently is punished. Participants then answered 12 items assessing perceptions of fairness for the punished employee and for the non-punished team members, and the likelihood the punishment will deter future misconduct for the punished employee and for the teammates. This study examined two levels of misconduct severity (moderate and severe), two levels of punishment

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5

Celnar, Christine. "Personality and justice predictors of workplace resistance to organizational change." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0021/MQ47993.pdf.

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6

Crawford, Gillian Peta. "Emancipatory education in a workplace." University of the Western Cape, 1995. http://hdl.handle.net/11394/8390.

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Philosophiae Doctor - PhD<br>The thesis is about an action research project which had an emancipatory educational intent. The social situation in which this research took place involved people in a specific workplace. Because education is historically constructed, the process of education in the research was considered in relation to the historical background and prevailing socio-political, educational and business situation. The research efforts in this context were directed towards seeking "truth; not as an absolute category, but as a structural and relational one" (Giroux, 1988b:xx). Osten

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7

Adamovic, Mladen. "Fairness in Work Teams : The Integration of Organizational Justice with Workplace Conflict, Workplace Dissimilarity, and National Cultural Values." Thesis, Toulouse 1, 2014. http://www.theses.fr/2014TOU10041.

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Les recherches sur la justice organisationnelle ont prouvé que l’équité était un concept majeur pour appréhender l’expérience de travail des salariés. Pourtant, les chercheurs en ce domaine ont focalisé leur attention sur la relation verticale entre salariés et managers ou entre les salariés et les organisations auxquelles ils appartiennent, au détriment des rapports entre individus de même niveau hiérarchique. Cette thèse a pour but de présenter le concept de justice dans les équipes de travail en analysant la perception des salariés quant au traitement qui leur ait réservé, à titre individue

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8

Luthanen, Amy L. "Perfectionism in the Workplace and the Distributional Justice Principle of Equity." Xavier University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1534431126115665.

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9

Cameron, Sean Michael. "Employment Credit Checks: Through the Lens of Organizational Justice and Workplace Discrimination." OpenSIUC, 2014. https://opensiuc.lib.siu.edu/dissertations/942.

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The use of consumer credit background checks in employee selection has been increasing and, in recent years, has been the topic of heated debate. Supporters and opponents contest the benefits and consequences of the use of credit background checks for personnel selection, with arguments on both sides predominantly based on anecdotal evidence; empirical research is missing from the debate. The lack of research to support these arguments is concerning due to the historical, evidence-based, relationship between employee selection and organizational justice. Job applicants pursue employment to f

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10

Weller, Stephen Adrian. "A study of organisational justice and participative workplace change in Australian higher education." Thesis, full-text, 2009. https://vuir.vu.edu.au/2028/.

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This thesis explores employee participation in the management of workplace change through an organisational justice framework within the context of the Australian Higher Education (HE) sector. The thesis examines the extent to which the Australian HE sector makes provisions for participative workplace change, the extent to which participants within the sector perceive participative workplace change as providing fairness, and practices that can facilitate and foster participative workplace change. The provisions for participative workplace change are examined through a longitudinal study of en

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11

Weller, Stephen Adrian. "A study of organisational justice and participative workplace change in Australian higher education." full-text, 2009. http://eprints.vu.edu.au/2028/1/weller.pdf.

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This thesis explores employee participation in the management of workplace change through an organisational justice framework within the context of the Australian Higher Education (HE) sector. The thesis examines the extent to which the Australian HE sector makes provisions for participative workplace change, the extent to which participants within the sector perceive participative workplace change as providing fairness, and practices that can facilitate and foster participative workplace change. The provisions for participative workplace change are examined through a longitudinal study of ent

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12

Yuksel, Suna. "The Impact Of Perceptions Of Ethical Work Climates And Organizational Justice On Workplace Deviance." Thesis, METU, 2012. http://etd.lib.metu.edu.tr/upload/12615121/index.pdf.

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The current study analyzes the impact of ethical work climates (caring, law and code, rules, instrumental and independence climates) and perceptions of organizational justice (distributive, procedural and interactional justice) on workplace deviance (organizational and interpersonal deviance) which is associated with huge financial, social and psychological costs for the organizations and organizational members. The findings of the research are based on a quantitative survey conducted among 219 employees in a public organization. The results obtained after controlling the significant effect of

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13

Büechl, Jörg [Verfasser], and Markus [Akademischer Betreuer] Pudelko. "Organizational Justice and Trust in Sino-German Workplace Settings / Jörg Büechl ; Betreuer: Markus Pudelko." Tübingen : Universitätsbibliothek Tübingen, 2019. http://d-nb.info/1187723592/34.

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14

McCardle, Jie Guo. "ORGANIZATIONAL JUSTICE AND WORKPLACE DEVIANCE: THE ROLE OF ORGANIZATIONAL STRUCTURE, POWERLESSNESS, AND INFORMATION SALIENCE." Doctoral diss., University of Central Florida, 2007. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2186.

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The purpose of this study is to investigate both individual and structural factors in predicting workplace deviance. Deviant workplace behavior is a prevailing and costly phenomenon in organizations. It includes a wide range of negative acts conducted by employees to harm the organization and its members. In the first section, I conducted a comprehensive literature review. In the review, I first review the current state of research on the relationship between organizational justice and workplace deviance by presenting the various theoretical frameworks, as well as empirical findings. Next, I s

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15

Wuest, Michael. "Corrective justice : staff dishonesty as a response to perceived unfair change in the workplace." Thesis, University of Leicester, 2017. http://hdl.handle.net/2381/39721.

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A core issue in criminology is to examine why humans engage in dishonest acts. The subject of this study is an examination of a situational motivation to offend which is detached from opportunity, thus having a focus on intrinsic situational offender motivation. This study hypothesises that employees who perceive their employer of treating staff unfairly hold more tolerant attitudes towards staff dishonesty. Consequently, this hypothesis implies that staff dishonesty can become an employee’s perceived justified means to even the score against an employer who is perceived of acting unfairly, wh

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16

Blanco, Villarreal Martha P. "THE RELATIONSHIP BETWEEN JUSTICE PERCEPTIONS, CONSCIENTIOUSNESS AND WORKPLACE BEHAVIORS AMONG OLD AND YOUNG EMPLOYEES." CSUSB ScholarWorks, 2019. https://scholarworks.lib.csusb.edu/etd/836.

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This research addressed the influence employee age has on organizational justice perceptions (OJPs) and organizational citizenship behaviors (OCBs) through conscientiousness. Given the valuable contributions of older employees in the workforce, the aim of this study was to investigate the processes by which age affects justice perceptions, the expression of conscientiousness traits, and workplace behaviors. Additionally, a theoretical framework was provided where the conservation of resource, equity, fairness, socioemotional selectivity, and conscientiousness at work theorieshelp explain the l

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17

Sze, Pik Shan. "Workplace interactional unfairness and the new media generation : the impacts of social media exposure." HKBU Institutional Repository, 2020. https://repository.hkbu.edu.hk/etd_oa/890.

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Workplace unfairness has been known as one of the influential elements towards workplace behavior. In the last decade, the rise and popularity of social media may have change people's perception of unfairness as well as their affect which may have an effect on their behavioral outcomes. Although research of unfairness on workplace behavior has been examined, little attention has been paid to the effect of social media exposure. Drawing on construal level theory, this research examined the effects of interactional unfairness on employees' behavioral outcomes through negative affect, as well as

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18

Lackay, Bradley. "Recognition of prior learning, benefits and social justice in the policing sector." University of the Western Cape, 2015. http://hdl.handle.net/11394/5281.

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Magister Educationis (Adult Learning and Global Change) - MEd(AL)<br>Conceptualised within Habermasian critical theory, the conceptual framework includes concepts such as domination, emancipation and emancipatory education, and frames RPL as emancipation. Recognition of prior learning is promoted by the South African government as an instrument for access and redress. This research paper focuses on an investigation into the benefits of the implementation of RPL policies and practices in the policing sector. Findings reveal that the participants in the study who are employed in the policing sec

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19

Westerlaken, Kristie Mae. "Screaming "Me,me,me": entitled employees and retaliation in the workplace." Thesis, Griffith University, 2013. http://hdl.handle.net/10072/365913.

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A sense of entitlement is defined as an expectation of special or preferential treatment and is considered a trait for some individuals (Campbell, Bonacci, Shelton, Exline, & Bushman, 2004). The construct of entitlement is currently garnering attention amongst researchers in disciplines such as psychology, marketing, academia, and management. Arguably, the reasons for the increasing attention on this construct are widespread perceptions, albeit largely anecdotal, that a sense of entitlement is escalating in individuals across Western society. Prior research has also found numerous negative cha

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20

Ozturk, Deniz. "Workplace Bullying: Its Reflection Upon Organizational Justice And Organizational Citizenship Behavior Perceptions Among Public Sector Employees." Thesis, METU, 2011. http://etd.lib.metu.edu.tr/upload/12612880/index.pdf.

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The present study intends to examine the influence of workplace bullying incidents on the organizational justice perceptions of targets and by-standers with respect to organizational procedures, supervisory treatment and distribution of pay/reward schemes together with the performance of organizational citizenship behavior. For this purpose, six different public institutions in Ankara and Izmir are selected. A total of 288 white-collar public employees filled out the questionnaire where one third of the participants label themselves as being exposed to workplace bullying behavior in the last s

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21

Alsaree, Lina Taleb. "What is just? How do today's workforce perceive organisational justice?" Thesis, Queensland University of Technology, 2020. https://eprints.qut.edu.au/201341/1/Lina_Alsaree_Thesis.pdf.

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This thesis is an exploratory study investigating the perceptions and experiences of both supervisors and subordinates in a university setting. The research reported provides an improved understanding of what justice means in the eyes of supervisors and subordinates in the workplace today. This study develops a contemporary view of organisational justice, as workplaces have changed considerably since the foundation of current organisational justice literature and assumptions that were founded in the previous century. In doing so, the findings and discussion provide an updated picture of what o

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22

Ritzman, Matthew Elwood. "Human Resource Professionals and Workplace Bullying: A Systems Approach to Performance Improvement Intervention in Criminal Justice Agencies." University of Toledo / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1415354439.

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23

Petersen, Emily J. ""Reasonably Bright Girls": Theorizing Women's Agency in Technological Systems of Power." DigitalCommons@USU, 2016. https://digitalcommons.usu.edu/etd/4924.

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A woman’s experience in the workplace is an inductive process into a technological, hierarchical, and often male-dominated system. This study examines how female practitioners in technical and professional communication confront the technological system of the workplace. I trace the forces that contribute to the hierarchy and power struggles women face, I present how they claim authority and agency within such hierarchical and technological systems, and I show how these experiences can lead to activism and advocacy.In addition, my findings suggest that some women leave the workplace altogether

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24

Taylor, Aisha Smith. "Toward a Taxonomy of Diversity at Work: Developing and Validating the Workplace Diversity Inventory." PDXScholar, 2011. https://pdxscholar.library.pdx.edu/open_access_etds/158.

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The purpose of this research was to develop a taxonomy of workplace diversity and examine its implications for understanding and predicting diversity at work. A 7-dimension taxonomy was originally developed by reviewing contemporary literature on diversity in the workplace. The taxonomy is grounded in Social Identity Theory. Preliminary research found that each of the seven dimensions of the taxonomy were present in 78 critical incidents describing work-relevant diversity dynamics. The current study reports the development and administration of an instrument, the Workplace Diversity Inventory

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25

Sprinkle, Therese A. "Beyond a Need-Based Fairness Perspective: Coworkers’ Perceptions of Justice in Flexible Work Arrangements." University of Cincinnati / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1336413179.

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26

Jiang, Hua. "A model of work-life conflict and quality of employee-organization relationships transformational leadership, procedural justice, and family-supportive workplace initiatives /." College Park, Md. : University of Maryland, 2009. http://hdl.handle.net/1903/10055.

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Thesis (Ph.D.) -- University of Maryland, College Park, 2009.<br>Thesis research directed by: Dept. of Communication. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.

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27

Salas, Silvia. "A Study of the Relationship between Employee Virtuality and Technology Deviance as Mediated by Leadership and Employee Perceptions." FIU Digital Commons, 2009. http://digitalcommons.fiu.edu/etd/104.

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Recent studies found that organizations have been investing significant capital in developing teams and employees in geographic areas where labor and resources are considerably cheaper. Furthermore, organizations are moving core operational activities such as research and development and back-office processes to globally distributed teams. However, several factors that are inherent to these virtual teams can have a negative impact on employee perceptions and engagement; specifically, the physical and temporal differences between employees and their supervisors, the lack of meaningful social in

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28

Metonou, Félicité Perpétue. "La perception de justice procédurale dans l’évaluation des chercheurs et ses effets sur leurs comportements organisationnels." Electronic Thesis or Diss., Bordeaux, 2024. http://www.theses.fr/2024BORD0138.

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L'évaluation est le processus par lequel leurs pairs analysent et jugent la productivité, l’impact, les performances dans le travail et dans le contexte des chercheurs. Diverses et variées, elles obéissent à des critères précis : temporalité, mesure, etc. Leurs résultats affectent, positivement ou négativement, les évalués. Or, ils sont évalués tout au long de leur carrière scientifique, d’où l’intérêt de se pencher sur leur perception de la justice procédurale. Il s’agit de savoir si l’évaluation individuelle des chercheurs des organismes de recherche est conforme aux exigences de la justice,

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Tavares, João Paulo Lordelo Guimarães. "Acesso à justiça e hipossuficiência organizacional: fundamentos e amplitude da legitimação da defensoria pública na tutela dos direitos metaindividuais." Universidade Federal da Bahia, 2013. http://www.repositorio.ufba.br/ri/handle/ri/11396.

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156 f.<br>Submitted by Ana Valéria de Jesus Moura (anavaleria_131@hotmail.com) on 2013-05-27T17:00:58Z No. of bitstreams: 1 Dissertação - João Paulo Lordelo Guimarães Tavares.pdf: 1279111 bytes, checksum: a0308413e3bfd9e47f55f44c307154a5 (MD5)<br>Approved for entry into archive by Ana Valéria de Jesus Moura(anavaleria_131@hotmail.com) on 2013-05-27T17:05:31Z (GMT) No. of bitstreams: 1 Dissertação - João Paulo Lordelo Guimarães Tavares.pdf: 1279111 bytes, checksum: a0308413e3bfd9e47f55f44c307154a5 (MD5)<br>Made available in DSpace on 2013-05-27T17:05:31Z (GMT). No. of bitstreams: 1 Disserta

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Nguyen, Lynda. "An eye for an eye : investigating the interactive effects among psychological contract breach, interactional justice and negative reciprocity in predicting workplace revenge /." [St. Lucia, Qld.], 2007. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe20084.pdf.

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31

Burton, James Paul. "Self-esteem and social influences on retaliation behavior /." Thesis, Connect to this title online; UW restricted, 2002. http://hdl.handle.net/1773/8819.

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32

Sarra, Rossana. "How employees' monitoring perceptions affect organizational trust: the moderating role of organizational justice." reponame:Repositório Institucional do FGV, 2016. http://hdl.handle.net/10438/18078.

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Submitted by Rossana Sarra (rossana.sarra@gmail.com) on 2017-03-22T11:20:15Z No. of bitstreams: 1 FUNDAÇÃO GETULIO VARGAS_revised.pdf: 3643922 bytes, checksum: 6f52b8b7b68ceef34dad9f4d8b756340 (MD5)<br>Approved for entry into archive by Janete de Oliveira Feitosa (janete.feitosa@fgv.br) on 2017-03-22T14:18:14Z (GMT) No. of bitstreams: 1 FUNDAÇÃO GETULIO VARGAS_revised.pdf: 3643922 bytes, checksum: 6f52b8b7b68ceef34dad9f4d8b756340 (MD5)<br>Made available in DSpace on 2017-03-22T19:44:45Z (GMT). No. of bitstreams: 1 FUNDAÇÃO GETULIO VARGAS_revised.pdf: 3643922 bytes, checksum: 6f52b8b7

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Krupa, Julie M. "Identifying the Personal and Perceived Organizational Characteristics Associated with Job Satisfaction Among Juvenile Probation Staff." Scholar Commons, 2018. https://scholarcommons.usf.edu/etd/7318.

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Satisfied employees are essential to an organization, as they are the primary means for meeting organizational needs. Employees who are more satisfied at work are less likely to leave their job or think about leaving their job, less likely to feel burnt out or stressed, and perform better at work. Job satisfaction is particularly important among criminal justice agencies, specifically probation agencies which largely rely on personnel for the supervision and rehabilitation of offenders. Yet the correlates of job satisfaction among juvenile probation staff are largely unknown. Theory suggests t

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34

Magill, Keith John. "Does Theft in the Workplace Always Justify Dismissal? Have Recent Labour Appeal Court Judgments Changed the Principles Surrounding Theft in the Workplace?'." Master's thesis, University of Cape Town, 2009. http://hdl.handle.net/11427/4510.

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35

Toussaint, Maisha Nynell. "Young workers and youth offenders: Addressing the violence epidemic in two different pediatric populations." Diss., University of Iowa, 2016. https://ir.uiowa.edu/etd/5663.

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This dissertation focused on the topic of youth violence in two very different populations, young workers and youth offenders. Youth violence at the home, in school and in the community has been well documented in the literature but very little is known about the prevalence of and risk factors for victimization at the workplace in young workers. In chapter two, a retrospective cohort study was conducted using National Crime Victimization Survey data from 2008–2012. We calculated a rate of workplace violence victimization and compared those rates between occupations and demographic characterist

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36

Klammer, Joy D. "Speaking up in the workplace, modeling the implications of procedural justice, perceived organizational support, being heard, and tokenism in the relationship between voice and civic virtue." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/mq24675.pdf.

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37

Lindblom, Lars. "The Employment Contract between Ethics and Economics." Doctoral thesis, KTH, Filosofi, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-11346.

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This thesis investigates what work ought to be like. The answer it presents consists of an outline of a liberaltheory of justice in the employment contract based on theory developed in the area of political philosophy. Thethesis also examines issues of efficiency—How should measures to improve working conditions be evaluated?—and the ethical implications of the economic theory of employment contracts and the neoclassical theory of themarket. Paper I: A theoretical framework is introduced for the evaluation of workplace inspections with respect totheir effects on working conditions. The choice

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38

Mbolela, Aura Yombo. "The relationship between organisational justice perceptions, organisational trust and willingness to engage in protest action for higher wages among low-income employees in South Africa." Master's thesis, Faculty of Commerce, 2021. http://hdl.handle.net/11427/32822.

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While common in South Africa, workplace protest actions frequently lead to losses on both sides: productivity losses for organisations and loss of income for protesting employees. It is therefore important to investigate which factors may contribute to low-income workers' decision to protest for higher wages. Based on the theoretical integration of social exchange theory and fairness heuristic theory it was argued that fairer treatment (organisational justice) decreases workers' willingness to engage in protest actions through its positive influence on organisational trust. The researcher exam

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39

Hutchinson, Derek Michael. "Employee Retaliation against Abusive Supervision: Testing the Distinction between Overt and Covert Retaliation." Scholar Commons, 2015. http://scholarcommons.usf.edu/etd/5884.

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This study attempted to expand previous research on employee retaliation against abusive supervision by evaluating both overt and covert retaliatory behaviors and the different mechanisms behind these behaviors. Initial confirmatory factor analysis did not find substantial support for a two-factor retaliation construct, but this may have been a result of the nature of behavioral retaliation items that composed the measures. Correlational analyses did not demonstrate clear discriminate validity between overt and overt retaliation; additionally, regression analyses did not find support for high

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Dabbagh, Zahran. "The Discrimination in Workplaces : A Critical Discourse Analysis of the European Court of Justice Judgment about the Islamic Veil Prohibition." Thesis, Umeå universitet, Juridiska institutionen, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-150600.

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The issue of the Islamic headscarf has been in the centre of the political debate whether it fits into the Western culture or not. Several member-states in the European Union have issued laws and regulations that impose restrictions on wearing the Islamic headscarf in the public sphere. Even some EU courts have ruled such restrictions imposed by member-states. Recently, this issue has been discussed in the context of the occupational life. In a dispute before the European Court of Justice, the ban was considered as legitimate. In this research, I analyse the judgment from a socio-legal perspec

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Covacs, Jorge Miguel Luiz de Macedo. "BEM-ESTAR NO TRABALHO: O IMPACTO DOS VALORES ORGANIZACIONAIS, PERCEPÇÃO DE SUPORTE ORGANIZACIONAL E PERCEPÇÕES DE JUSTIÇA." Universidade Metodista de São Paulo, 2006. http://tede.metodista.br/jspui/handle/tede/1384.

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Made available in DSpace on 2016-08-03T16:34:39Z (GMT). No. of bitstreams: 1 JORGE MIGUEL L M COVCS.pdf: 1668959 bytes, checksum: 858fd45c73bbfedb4536e0d9c0dc158c (MD5) Previous issue date: 2006-12-08<br>The increasing complexity of the workplace has demanded adaptive capabilities from employees including greater exigencies for more flexibility and creativity in dealing with and overcoming presenting challenges. Shorter product life cycles in an increasingly aggressive market have exerted tremendous pressure on employees, with subsequent health related side effects, including psychosomatic d

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Medina, Michele Nicole. "Consequences of Coworker Bullying: A Bystander Perspective." Thesis, University of North Texas, 2017. https://digital.library.unt.edu/ark:/67531/metadc984253/.

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Previous research on workplace bullying primarily focuses on two main actors – the bully and the victim – while neglecting a third actor: the bystander of the bullying. The prevalence of workplace bullying is increasing across organizations, resulting in more employees becoming subjected to the effects of workplace bullying. Furthermore, witnessing coworker-on-coworker bullying is likely to influence the relationships that the bystander has with the two coworkers involved in the bullying episode. Two areas are proposed to investigate their effect on the coworker bystander: coworker interp

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Obi, Pamela. "Organizational Policy Prohibiting Marriage Between Coworkers in the Nigerian Banking Sector." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5644.

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The Human Resources (HR) policy prohibiting marriage between coworkers contributes to employee attrition and an unhappy, demoralized, and unengaged workforce in commercial banks in Nigeria. Marriage between coworkers has resulted in forced resignations in commercial banks in Nigeria and employees' perception of being unfairly treated in their organizations. The purpose of this qualitative case study, based on the conceptual framework of organizational justice, was to explore how bank employees whose spouses resigned due to the HR policy prohibiting marriage between coworkers respond to this po

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44

Malola, Pascal. "Harcèlement moral au travail et inducteurs organisationnels, quels impacts sur l’engagement affectif, l’intention de quitter et la détresse psychologique : le soutien social et la théorie de l'autodétermination comme mécanisme explicatifs." Thesis, Lille, 2018. http://www.theses.fr/2018LIL3H042.

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La présente thèse porte sur le harcèlement moral au travail (HMT). Elle a pour objectif d’étudier d’une part ses effets sur la justice organisationnelle (JO), le climat de sécurité psychosociale (PSC), la détresse psychologique, l’intention de quitter l’entreprise et l’engagement affectif. D’autre part, elle cherche à étudier le rôle médiateur du soutien social de la hiérarchie et de la théorie de l’autodétermination (TAD) (satisfaction et frustration des besoins psychologiques).Afin de répondre à ces objectifs, trois études ont été réalisées. La première étude évalue d’une part les effets du

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45

Bookmyer, Eric Daniel. "Need for Cognition and its Effects on Equity Theory Predictions." Xavier University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1434730846.

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Cavalcante, Sandra Regina. "O papel da Justiça do Trabalho na prevenção e reparação dos acidentes e doenças ocupacionais." Universidade de São Paulo, 2016. http://www.teses.usp.br/teses/disponiveis/6/6134/tde-10012017-114114/.

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Este estudo empírico em direito analisou as decisões da justiça trabalhista para conhecer o papel que esta instituição tem exercido na prevenção e reparação dos acidentes do trabalho, bem como identificar se os avanços teórico-legislativos ocorridos, consistentes em instrumentos jurídicos disponíveis para promover a proteção da vida de trabalhadores e responsabilização dos implicados, estão sendo utilizados na prática jurisdicional. O objetivo geral deste estudo é compreender o papel da Justiça do Trabalho na responsabilização por acidente ou doença do trabalho e a prevenção de novos acidente

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Lien, Vy Ngoc. "Workplace culture, workgroup identification, and workplace conflict." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2334.

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The purpose of this thesis was to distinguish between which work factors contribute to emotional conflict in the workplace. Specifically, the factors of interest were existence and tolerance of multicultural diversity, work group culture and group identification.

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Jones, Sandra, and mikewood@deakin edu au. "The relationship between workplace reform and workplace participation." Deakin University. Bowater school of management and marketing, 2000. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050825.091140.

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This thesis sought to advance understanding of the politics of workplace reform, explaining the respective roles of management and employees and how they relate. The literature on workplace reform usually argues that reform is predicated on greater workforce participation in managerial decisions. More specifically, different approaches to workplace reform can be aligned to different forms of participation. Thus quality management can be associated with direct forms of participation, institutional workplace reform may depend on representative forms, and best practice may require a combination o

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Agostino, Joseph, and jag@fmrecycling com au. "Workplace identity." Swinburne University of Technology. Australian Graduate School of Entrepreneurship, 2004. http://adt.lib.swin.edu.au./public/adt-VSWT20050805.134042.

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There have been a limited number of studies carried out on employee workplace identity. There have been many studies carried out on organizational change; however, they have been carried out mostly from an instrumentalist perspective where the topic of organizational change has been treated in isolation from other aspects of organization. The question of how a relationship exists between employee workplace identity and organizational change has been left unanswered. This thesis applies narrative theory as a conceptual bridge across identity and change. By considering how employees derive a sen

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Дядечко, Алла Миколаївна, Алла Николаевна Дядечко, Alla Mykolaivna Diadechko, and A. I. Didorenko. "Ergonomic workplace." Thesis, Сумський державний університет, 2013. http://essuir.sumdu.edu.ua/handle/123456789/31090.

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Ergonomics is the study of designing equipment and devices that fit the human body, its movements, and its cognitive abilities. Ergonomics is the scientific discipline concerned with the understanding of interactions among humans and other elements of a system, and the profession that applies theory, principles, data and methods to design in order to optimize human well-being and overall system performance. Outside of the discipline itself, the term 'ergonomics' is generally used to refer to physical ergonomics as it relates to the workplace (for example: ergonomic chairs and keyboards). When

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