Dissertations / Theses on the topic 'Workplace ethics'

When employees become dissatisfied at an organization, they may develop negative behaviors that can impede profits and productivity. The purpose of this single case study was to explore what strategies are essential for organizational leaders to improve workplace performance. Maslow's hierarchy of needs served as the conceptual framework for this study. Data collection involved face-to-face, semistructured interviews of 20 managers, floor employees, and clerical staff from a business organization in Southwest Georgia. Participant selection was based on employees' tenure of at least 1 year of experience within the organization. Interviews were transcribed and then coded for common patterns and themes. Five themes emerged: (a) workplace environment, focusing on the level of flexibility given to employees in the organization; (b) feedback sources in organizations, centering on measurable standards such as written evaluations and other resources provided to employees; (c) management relationships, focusing on managers' influence on the performance of employees; (d) barriers in the workplace, examining internal and external sources that impede performance; and (e) recruitment/promotion strategies, centering on the organization's compensation incentives. Study outcomes suggest that organizational leaders may increase employee work performance by enhancing strategies that provide a positive assortment of abilities, motivational tools, and opportunities. In addition, these findings suggest that collaborative decision making between management and employees has a positive relationship with work attitudes and the engagement of employees. Leaders in organizations may apply these findings to develop an enriched workplace environment, one that could improve employee retention rates and organizational commitment.

Ethical principles applied in organizations can broaden individual and corporate priorities beyond profit and shareholder enrichment. Ethical factors may influence leaders to make sound decisions to protect the organization from unethical behavior. The purpose of this study was to examine if a correlation exists between the independent variables of leadership and decision making, and the dependent variable of ethical behavior. Drucker's theory of management served as the theoretical framework. Data collection involved 2 survey instruments, the Authentic Leadership Questionnaire and the Moral Potency Questionnaire from 98 participants from retail businesses in the southwestern United States. The model as a whole was able to significantly predict ethical behavior (F(2, 95) = 12.79, p < .01), R-² = .21. However, none of the individual predictors was significant. The existence of multicollinearity between the 2-predictor variables offers a plausible explanation for this phenomenon. Therefore, these results should be viewed with caution. Implications for positive social change include examining behaviors and leadership capabilities in individuals, communities, organizations, and institutions. The findings may contribute to social change by providing leaders with information to improve strategies when making decisions involving ethical behavior in the workplace.

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This study examines ethical dilemmas in the workplace and how organizational members move to resolve these challenges. Existing research was reviewed to gain insight and determine current views of ethical dilemmas experienced at work. A study was then conducted with Supply Corps Officers in the U.S. Navy to better understand the dilemmas they face in their daily work life. Officers were asked to think of a critical incident when they faced a moral challenge and how they responded. Data procured from critical incident interviews is suggestive of how officers describe ethical dilemmas, how they identify options for action, and finally how they select a course of action. The dilemmas generally involved issues with financial accountability, fairness in performance evaluations, fraternization, homosexuality in the service, employee drug and alcohol abuse, fraudulent use of government property and funds, conflict between personal and military values, and managing important relationships. This initiative, supported by the Chief of the Supply Corps, is designed to be a promising start toward creating an informed strategy, one that will ultimately lead to the design of enhanced educational programming regarding moral behavior in the military.
Lieutenant Commander, Supply Corps, United States Navy

A Survey of Physical Therapists’ Perceptions of Workplace Ethics in the State of Georgia. Roberto Cantu, 2014: Applied Dissertation, Nova Southeastern University, Abraham S. Fischler School of Education. ERIC Descriptors: Physical Therapy, Ethics, Conflict of Interest, Ethical Instruction, Job Satisfaction.

This study examined how physical therapists in Georgia perceive ethical climates in their workplaces, based on the use of the Ethics Environment Questionnaire (EEQ), and how these perceptions may be different based on the type of workplace, financial status of their workplaces, their respective positions within their organizations, their age, gender, and years in the profession.

Questionnaires were sent to a random sample of 1200 physical therapists in Georgia; 340 surveys were completed and returned. The results suggested that, overall, physical therapists in Georgia are satisfied with the ethical environments of their workplaces. The average score was 3.8, higher than the 3.5 cutoff score that indicates an ethical environment. The only sub-group that scored below 3.5 on the EEQ were those who worked in skilled nursing/assisted living facilities (M = 3.35, SD = .67). There was a statistically significant difference in scores between therapists working in for-profit settings (M = 3.75, SD = .55) and therapists working in not-for-profit settings (M = 3.88, SD = .45; t (335) = -2.21, p = .027). Clinicians had the lowest perceptions of ethical climate (3.73), executives/owners the highest (4.29), with middle managers scoring in between the two groups. There were strong negative correlations between the perception of an ethical environment with burnout and intent to leave the place of employment (r_s = -.66, p < .01; r_s = -.524, p < .01).

Increased governmental/insurance regulation, increased paperwork, decreased reimbursement, and productivity issues were areas of most concern to therapists. Greater communication and dialogue between clinicians and managers was the dominant theme in the recommended solutions to these concerns.

Ethical breaches in many organizations can be traced to failures in ethical leadership, which undermine trust. If a leader's ethical behavior in their private life and settings is perceived as influencing workplace ethics, it may in turn affect organizational trust levels and the development of trust. A quantitative study based on the social learning and moral theory was conducted to determine whether a difference exists between a leader's self-perceptions of their ethical behaviors inside and outside of the workplace, and whether it affects their perceived personal trustworthiness. Participants' (N = 94) scores on work and nonwork versions of the ethical leadership scale were compared using a paired-samples t test, which determined no significant differences in their ethical behaviors inside and outside of the workplace. Then multiple regression analyses were conducted, which indicated that the model containing both independent variables regarding ethical behavior inside and outside the workplace significantly predicted changes in the dependent variable personal trustworthiness: F (7, 86) = 6.025, p < .001. The model explained 27% of the variance in personal trustworthiness. The model also significantly predicted changes in scores related to propensity to trust; F (10, 83) = 3.692, p < .001. The model explained 23% of the variance in propensity to trust. This research will aid leaders in understanding more about the perception of their own ethics and how this plays into the cultivation of trust. It also has implications that may influence leadership among all types of work environs, including government organizations and industry.

The present study focuses on the further development of the increasingly popular field of spirituality and religiosity in the workplace (SRW) by providing a parsimonious definition, and a three dimensional model for the construct of spirituality grounded in the historical tradition of the perennial philosophy. The study subsequently adopts a multi-study validation process to develop the 21 item universal spirituality scale (USS). By creating a definition for spirituality that has a firm historical grounding and a universal outlook, the study addresses the dilemma of Religiosity vs. Spirituality faced by researchers in this area. This is further supported by the use of multiple samples and participants from three major world faith traditions (both eastern and western). The three factor model for spirituality derived in Study A (n=159) is corroborated by a separate sample of participants in Study B (n=181). The USS shows high levels of internal consistency reliability (α = 0.90, inter-item correlation = 0.32, and split-half, Guttman's coefficient value of 0.77). In Study C, criterion related validity is established by conducting a comparison of the USS with the DUREL - Duke University Religiosity Index (Koenig & Bussing, 2010). Results show that correlations were moderately high (0.20 to 0.41) at significance levels of 0.05 and 0.01 between expected factors for the DUREL and USS. Notably, there is no significant correlation for the factor of Universality (USS) indicating discriminant validity. Group differences for spirituality are measured in Study D (Known-groups validity). The results of parametric and non-parametric tests in Study D clearly illustrate that the USS is sensitive enough to detect differences in means in expected directions when administered to two different groups. Finally, high levels of test-retest reliability are noted in Study E (R = 0.73). Overall, the universal spirituality scale (USS) exhibits strong levels of validity and reliability. The study addresses the concerns surrounding the literature in the SRW area by offering a definition and universal framework for spirituality as well as a reliable and valid instrument for its measurement.

This study examined the emerging debate on spirituality in the workplace. As spirituality gains impetus, organisations have proactively accommodated the needs of their multi-ethnic and multi-faith workforce and have started integrating spirituality into their policies. The study sought to gauge the employees and managers’ perceptions of the importance of spirituality in the workplace. Spirituality represents a complex phenomenon that embraces an awareness of others, coupled with a sense of fulfilment and values, which add meaning to life. Overall, a lack of clear policy and acknowledgment regarding spirituality within organisations is apparent. The extant literature suggests that spirituality as a research topic suffers from fragmentation, dearth, and confusion which sometimes makes it difficult to propose a comprehensive theory. The complexity and ambiguity of spirituality as a concept means it is often confused with religious rituals. Spirituality is not the same as religion, although religion can be the focus of an individual’s spirituality or the way in which an individual’s spirituality is recognised and expressed. Both spirituality and religion can operate independently from each other. As a result, many scholars have realised the need for a more unified interpretation of the term spirituality. Adopting a predominantly positivist stance, two organisations in England were surveyed. Using a purpose-designed questionnaire, a return of 628 was achieved, with a reliability of 0.87 (Cronbach Alpha). Analysis was undertaken as a data set using independent variables which related to biographical factors, including a person’s faith and their organisation. This was supported by qualitative data using semi-structured interviews with senior management in both organisations. Findings and analysis highlighted that employees did not feel comfortable discussing spirituality; nor did they feel it was appropriate to practise spirituality within the workplace. In their perceptions of spirituality policies, both organisations proffered initiatives that, in the absence of a coherent policy, employees struggled to accommodate employee spiritual needs. Overall, the findings revealed that the limited policies or procedures that were in place often left the employees ambivalent as to whether the organisation had any genuine interest in their spiritual well-being. Since employee spirituality is under-researched, this study investigated the nature of workplace spirituality to benefit academic research through expanding the knowledge in this area, to produce a model of spirituality. The study findings will led to new knowledge on spirituality that can assist in the formulation of suitable strategies to enhance employee spiritual well-being. This study is pertinent in the current economic recession, whereby employees of different ethnic backgrounds may feel vulnerable, with the possibility of spirituality manifesting itself in the workplace as a source of conflict. To address the issue of potential spiritual conflict, organisations will need to build high-trust relationships in the workplace.

This qualitative study addresses the development process for a text manuscript and storyboard layout used for a multimedia product for undergraduate students and workplace training programs in ethics for hospitality/tourism management. Literature indicates that ethics courses are being offered as part of business curricula and training programs. Literature also shows that hospitality management and training programs are focusing on applications of business ethics in an industry-specific setting. Computer based learning (CBL) and other forms of multimedia are methodologies that educators and trainers in hospitality management are beginning to implement, according to the literature. The dissertation uses needs analysis to collect information from various user groups to determine the feasibility of developing a text script and storyboard for a multimedia production. The needs analysis and literature provide insight concerning the development of content and format for the product. Formative and summative reviews by established colleagues provides further guidance in the development of a final product designed for use by trainers and educators. The process for development and the final product could be useful to subsequent education researchers and designers.

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 of a concept of efficiency is discussed, and its relation to criteriafor a good working environment is clarified. It is concluded that in order to obtain reliable information onthe effects of different inspection methods, it is necessary to perform controlled comparative studies in whichdifferent methods are used on different workplaces. Paper II: This article outlines the structure of a Rawlsian theory of justice in the employment relationship.The theory answers three questions about justice and the workplace. What is the relationship between socialjustice and justice at work? How should we conceive of the problem of justice within the economic sphere?And, what is justice in the workplace? Reasons for a specific construction of a local original position are givenand arguments are presented in support of a principle of local justice in the form of a choice egalitarian localdifference principle. Paper III: The political philosophy of John Rawls is applied to the moral dilemma of whistleblowing, andit is shown that that the requirement of loyalty, in the sense that is needed to create this dilemma, is inconsistentwith that theory. In a discussion and rejection of Richard De George’s criteria on permissible whistleblowing,it is pointed out that the mere rejection of loyalty will not lead to an extreme position; harms can still be takeninto account. Paper IV: The case is made that if contemporary economics of the employment contract is correct, thenin order to explain the existence of employment contracts, we must make the assumption that the contractingparties are attempting to deal with decisiontheoreticignorance. It follows that the course of action that theemployer chooses to take when acting from authority cannot be justified by consent, since the informednesscriterion of consent cannot be satisfied under ignorance. It is then suggested that in order to achieve justificationof acts of authority, there must be in place a real possibility to contest employers’ decisions. Paper V: According to Ronald Dworkin’s theory of equality of resources, mimicking the ideal market fromequal starting points is fair. According to Dworkin, the ideal market should be understood as described in GérardDebreu’s influential work, which implies that we should conceive of trade as taking place under certainty. Thereare no choices under risk in such a market. Therefore, there is no such thing as option luck in the ideal market.Consequently, when mimicking this market, we cannot hold people responsible for option luck. Mimicking thismarket also implies that we ought to set up a social safety net, since rational individuals with perfect foresightwould see to it that they always have sufficient resources at each point in life. Furthermore, the idea of insuranceis incompatible with the ideal market.
QC 20100728

Job performance has historically been divided into two subsets, that which is prescribed and that which is discretionary. Further, discretionary workplace behavior has typically been described as either helpful or ethical (i.e. organizational citizenship behavior) or harmful and unethical (i.e. workplace deviance behavior) with behavior that is both helpful and unethical rarely discussed. I term this lesser discussed type of discretionary workplace behavior unethical prosocial behavior and define it as discretionary actions that are intended to benefit a specific referent outside the self, either an individual or a group, that are illegal and/or morally inappropriate to larger society. In addition to defining unethical prosocial behavior, this paper places the behavior in an organizing framework of discretionary workplace behaviors and tests several hypotheses regarding unethical prosocial behavior. The hypotheses address three primary research questions. First, are there contextual conditions that make it more likely that a person will engage in unethical prosocial behavior? Second, does the nature of the relationship between the actor and the beneficiary make unethical prosocial behavior more or less likely? And third, are there individual characteristics that serve to either constrain or enhance the likelihood that and individual will engage in unethical prosocial behavior? A 2 x 2 experimental design was used to test these hypotheses. As expected, in-group (vs. out-group) salience increased the likelihood of UPB. Individuals in the in-group condition engaged in significantly greater UPBs than those in the out-group condition. Contrary to expectations, shared reward (vs. no reward) decreased the likelihood of UPB. Individuals who were due a reward engaged less in UPBs than those who were not due a reward. Possible explanations for this relationship (both methodological and theoretical) are explored. While the overall effect of reward structure on UPB was in the opposite direction from that which was expected, propensity to morally disengage had the anticipated effect on the relationship between rewards and UPB. Those high in propensity to morally disengage were more likely to engage in UPB when a shared reward was offered (vs. no reward). Due to the nature of the task and the data collected, it was possible to operationalize UPB as a continuous measure as well as a dichotomous event (UPB/no UPB). This lead to a supplemental analysis that shed additional light on the nature of the relationship between group salience and UPB. The analysis shows that not only do subjects tend to over report the scores for fellow in-group members, but they also tend to underreport scores for out-group members. Fruitful areas for future work on the nascent UPB construct are discussed.

La Universidad Peruana de Ciencias Aplicadas (UPC), a través de la Dirección Académica de Administración y Finanzas (DAF) de la Facultad de Negocios, organiza la 5th International Conference on Global Management, en la que especialistas en felicidad, clima organizacional, desempeño, productividad laboral y ética empresarial compartirán sus conocimientos y experiencia, tanto académica, como profesional, sobre un tema esencial para entender mejor y así salir de la actual crisis que nos circunda, como para la supervivencia y credibilidad de todas las organizaciones. El keynote speaker para esta edición de la conferencia es el Dr. Alexandre Di Miceli, Profesor de Negocios, Alvares Penteado Business School. El profesor Di Miceli estará acompañado de un panel compuesto por el Sr. Jorge Medina Méndez, expresidente de Proética, quien fungirá como moderador; el Dr. Jorge Yamamoto, reconocido profesor de psicología, PUCP; la señora Mindy Davison, Directora Corporativa Internacional de Recursos Humanos de Delta Air Lines; y el Sr. Antonio Barranco, Vicepresidente de RR.HH. de Scotiabank Perú.

This thesis explores Greek social work students' perceptions of the development of their professional values and ethics in the workplace during their professional practice placement. To accomplish its goals, the thesis includes a literature review and employs a qualitative exploratory research design with descriptive elements positioned within the constructivist paradigm. This research design allows the researcher to explore and describe a topic - social work values and ethics - that is generally under-researched in the existing literature, as well as being complex in nature and difficult to study. Data were collected using the critical incident technique (CIT). This method took the form of a written questionnaire (the CIT questionnaire) completed by 32 students between 11th and 25th October, 2010. The data were inductively analysed using both qualitative and quantitative approaches. SPSS and SPAD software packages were also used to analyse the numerical and textual data respectively. The study findings underline the vital role of the workplace as a social space for students to learn and develop their professional social work values and ethics. They also highlight the complexity of implementing social work values and ethics in the different workplace environments that students, as trainees, are placed for their professional practice due to their situation-specific nature. Further, the study reveals a number of factors that, from the students' point of view, are important in applying and upholding professional ethical standards in social work practice. These factors are associated with: a) the need to practice social work values and ethics in the workplace on a daily basis in order to keep them alive and active; b) the students' own contribution to upholding ethical standards; c) the role practice instructors/supervisors play in the transmission of social work values to students during their placements; d) the importance of ethical collaboration inside and outside the workplace to achieve the best practices for clients; e) the client's behaviour as a determinant of the ethical practice of social workers in the workplace; and f) the importance of the ethics of management (including the political affiliation of the heads of organisations) in creating and sustaining an ethical work/learning environment. The study suggests that all the factors mentioned above-to a greater or lesser degree- should be considered important elements to take into account in the planning and development of values-based social work education programmes. Special attention should be paid to workplace conditions that can hinder or support the development of values-based social work practice. As the study clearly shows, daily ethical practice in social work, students as individuals, the role of practice instructors, ethical workplace collaboration, client behaviour, and the ethics of management are crucial components for building upon the ethical skills taught in the classroom and developing ethically informed professional identities in real-life workplace situations. The thesis concludes that the critical incidents experienced by students are a valuable source of knowledge and understanding of the development of social work values and ethics in professional practice. In this study, indeed, students gained valuable insights into their ethics development process in practice contexts, from both positive and negative critical incidents alike.

Acting ethically is a core facet of the counseling profession's identity, safeguarding clients from undue harm (ACA, 2005). Through an increased understanding of both detrimental and positive factors that can influence counselors' perceptions of ethical behaviors, the counseling profession can intervene accordingly; this knowledge may assist in managing the problem related to unethical infractions. However, ethical behavior is a multifaceted and complex phenomenon, leaving many factors to be explored and examined. Workplace aggression, exposure to normative unethical behaviors, and an integrated modal of morality constitute some of these factors that warrant further investigation. A dearth of research currently exists within the counseling profession that examines the effects of workplace aggression and exposure to normative unethical behavior on counselors' perceptions of ethicality. Additionally, mediating variables in the context of acting ethically have scantly been researched within the counseling profession, including moral development and the moral foundations of care, fairness, and justice (integrated modal of morality). The present study investigated these various variables and the subsequent affects/relationships that ensued on counselors' perceptions of ethicality. Two phases of research were conducted: a pilot study (n = 166) that assisted in the development a Perceived Ethical Perceptions Instrument and a main study (n = 76) that assessed perceived ethicality contingent on the variables of workplace aggression, normative unethical behaviors, and the integrated modal of morality. Results from this study substantiated the complexity inherent within perceptions of ethicality, indicating that certain contextual factors may affect facets of perceived ethicality differently. of particular interest, the current study indicated that workplace aggression and the occurrence of unethical infractions by work supervisors/bosses and peers necessitated further investigation.;Keywords: ethical perceptions, workplace aggression, integrative modal of morality.

The use of the Internet has grown substantially, especially since the late 1990s. Businesses are relying increasingly on the Internet and intranet as tools to promote productivity. Use of the Internet has several implications for institutions of higher education. Some of the issues institutions are faced with include legal liability for defamatory postings and sexually explicit materials, monitoring versus privacy, motivations to abuse Internet privileges, and use of the Internet to create a corporate culture. Institutions of higher education need to consider how the Internet is being used and how it should be used when acceptable use policies are being formulated. The purpose of this quantitative study was to gain an understanding of perceptions about acceptable use of the Internet by employees at work, attitudes about personal use of the Internet during working hours, and the knowledge and effectiveness of an acceptable use policy within the context of institutions of higher education. The data gathered could be used as a foundation for an effective, progressive acceptable use policy for higher education. The data for the research were gathered from December, 2005 through January of 2006. Six 4-year institutions were surveyed. The study revealed older employees responded that the use of the Internet at work as not acceptable, while younger employees, faculty members and respondents with more Internet experience or more hours of overtime indicated that personal use was acceptable. The study identified significant differences in self-reported use of the Internet, both at home and at work. Additionally, a general lack of knowledge existed regarding an institutional Internet acceptable use policy. The results of the study were applicable to the formulation of policy for institutions of higher education.

Thesis (MBA)--Stellenbosch University, 2007.
ENGLISH ABSTRACT: In order to do business is a combination of good skills and knowledge, as well as business sense to make a success. Besides these pOints is there the pressures of moral values and ethical codes with the aim to manage organisations more effectively and honourable. Literature reflects the hard side of business skills, namely strategy, planning, leading, control and monitoring of processes. In addition are there the professional guidelines like the accounting standards to which chartered accountants need to adhere to. There is not too much focus on the soft side of business, like the adherence to values and principles. Organisations like Enron, as example, acted as a starting point to ask questions to the business sector, to ensure that systems need to be developed, to identify and solve any unethical behaviour, directly or indirectly, where possible. Organisations need to follow ethical programmes to address values and principles. Programmes are not sufficient as a higher authority's urules" are necessary to ensure excellent and successful organisations. Business people are experiencing Many Christians experience negative influences in their daily conduct, which are against their principles. This leads to the non-appliance of ethical codes in order to make a success of their businesses. The question remains to what degree is this biblical correct and how does this fit into the organisations business culture. The study project wi ll focus on a process to explain and assist the dilemma of a combination of business and biblical ethical principles. The end result is to give unto both Christian and non-Christian the opportunity to manage their organisations on . principles and not for their own account. To be both ethical and shrewd will also be discussed. Not a[[ people are Christians and it is not expected to only follow biblical principles. This is anyhow not possible, due to the professional codes of Medici, engineers and finance, thus the need for integration. God's "rules" are universal, like gratification, irrespective of the individual's personal perception, and can be applied in any situation. This study also aims to motivate business people to keep focusing on God and to lead people in the workplace to Him.
AFRIKAANSE OPSOMMING: Om besigheid te doen is 'n kombinasie van goeie vaardighede en kennis, asook besigheidsin om sukses te smaak. Suiten hierdie aspekte is daar die druk van morele waardes en etiese kodes, ten doel om organisaises meer effektief en eerbaar te bedryf. Literatuur reflekteer die harde kant van besigheidsvaardighede, SODS strategie, beplanning, leiding, kontrole en monitering van prosesse. Asook, die professionele riglyne so os die rekeningkundige standpunte waaraan geoktroeerde rekenmeesters moet valdoen, word onderrrig. Daar word egter baie min op die sagte kant van besigheid gefokus, soos die handhawing van waardes en beginsels. Organisasies S005 Enron, as voorbeeld, het vrae begin stel aan die besigheidsektor am te verseker dat daar stelsels bestaan of geskep moet word, wat enige onetiese optrede, direk of indirek waar moontlik, te identifiseer en op te los. Organisasies moet poog om etiese programme te volg wat waardes en beginsels aanspreek. Programme is egter nie genoeg nie en 'n hoer gesag se ~reels" is nodig om uitstekende en suksesvolle organisasies daar te stel. Vir enige Christen is daar gedurig negatiewe invloede in die al1edaagse bestaan wat teen hul beginsels is. Dit het die gevolg dat daar probeer word om die etiese kodes te omseil, om 'n sukses te maak van hul besighede. Die vraag is tot watter mate is dit bybels korrek en hoe pas dit in die besigheidskultuur van organisasies. 'n Proses word in die studie projek bespreek wat die kombinasie van die dilemma tussen besigheids en bybelse etise beginsels pro beer verduidelik en te vergemaklik. Die einddoel is om aan beide Christen en nie Christen die geleentheid te gee om besighede op beginsels te bestuur en nie net uit eie gewin nie. Kan individue beide arrogant en nederig wees, word bespreek. Nie aile mense is Christene nie en word nie verwag dat hul op slegs bybelse beginsels moet funksioneer nie. Dis nie moontlik nie, weens professionele kodes vir medisie, ingenieurs en finansies, daarom die behoefte aan integrasie. Wat ookal individue se persoonlike perspektief op beginsels is, God se reels is universeel, soos swaartekrag, en kan in enige situasie aangewend word. Die studie projek dien ook as motivering vir Christen besigheidsmense om hul fokus op God te hou en so dus in die werkplek geleenthede te gebruik om ander mense tot Hom te lei.

Introdução: O assédio moral evidencia uma problemática atual no mundo do trabalho, podendo interferir na qualidade da assistência prestada, uma vez que impacta, diretamente, na saúde do trabalhador assediado e interfere na sua qualidade de vida, dos colegas e fluxo de trabalho. Esse fenômeno social pode propiciar, também, o aumento do absenteísmo e diminuição da produtividade. Objetivo: Compreender os significados atribuídos pelos enfermeiros ao assédio moral vivenciado no ambiente de trabalho. Método: Optou-se por realizar uma pesquisa qualitativa, com abordagem da fenomenologia social de Alfred Schütz. A região de inquérito foi constituída por nove enfermeiros de um hospital privado do Munícipio de São Paulo. As entrevistas foram individuais e os depoimentos foram gravados, transcritos e analisados com base nos pressupostos teóricos da teoria da ação social, de Alfred Schütz. Resultados: Os dados obtidos possibilitaram conhecer e compreender as vivências dos enfermeiros, tanto em relação à prática do assédio moral e seus significados (motivos porque), quanto às expectativas que esse grupo social possui no tocante à necessidade de transformação dessa realidade social (motivos para). Os motivos porque destacam a forma com que os enfermeiros entendem a ocorrência do assédio moral. Esta percepção elucidou o assédio como prática inerente à profissão da enfermagem, ocasionada por profissionais hierarquicamente superiores e expostos à pressão institucional. A insegurança profissional também é vista como um motivo da prática do assédio moral. Os motivos para convergem no desejo de que a verdade não seja escamoteada por parte da instituição, dos colegas e do serviço de pessoal, para que sejam providas orientações e apoio às vítimas do assédio moral. Existe o anseio pela construção de um fluxo de diálogo concreto dos trabalhadores de enfermagem, que se sentem imersos em situações desgastantes no ambiente de trabalho e aspiram que o Conselho de Fiscalização das atividades profissionais, possa ampará-los na luta contra a ocorrência do assédio moral. Considerações finais: Este estudo possibilitou a compreensão dos significados atribuídos ao assédio moral na vivência de enfermeiros, revelando circunstâncias predisponentes desse fenômeno e as expectativas dos sujeitos, para que sejam suscitadas estratégias de enfrentamento dessa problemática no ambiente de trabalho, de forma articulada com a política institucional, possibilitando transformações dessa realidade social, por vezes tão nefasta no campo das relações interpessoais, por acarretar desgastes e sofrimentos ao trabalhador.
Introduction: Bullying highlights a current problem in the works world and may interfere with the quality of provided assistance, as it impacts directly on harassed worker\'s health and interferes with their quality of life, their colleagues and the workflow. This social phenomenon can provide, as well, the absenteeism increase and productivity decrease. Objective: Understand the meanings assigned by the nurses experienced harassment in the workplace. Method: We decided to perform a qualitative research with approach of social phenomenology of Alfred Schütz. The inquiry region was composed of nine nurses from a private hospital in the city of São Paulo. The interviews were individual and the testimonials recorded, transcribed and analysed based on the theoretical assumptions of the theory of social action of Alfred Schütz. Results: Obtained data allow us to know and understand nurses experiences in relation to both the practice of bullying and their meanings (reasons why), how many the expectations that this social group has, regarding the need for transformation of this social reality (reasons for). The \"reason why\" highlight the way the nurses understand the bullying occurrence. This perception elucidated the harassment as an inherent practice in the nursing profession, caused by hierarchically superior professionals exposed to institutional pressure. The professional insecurity could also be a reason to practice of bulling. The \"reasons for\" converge to a hope that the truth be not obfuscated by the institution, colleagues and the personal service, so that guidelines and support to the victims of bullying be given. There is the longing for the construction of a concrete dialogue flow among nursing workers, who feel immersed in stressful situations in the workplace and get help of the Supervisory Board of professional activities, to support them in the fight against the occurrence of bullying. Final considerations: This study allowed us to understand the meanings attributed to bullying in nurses experience. Reveals predisposing circumstances of this phenomenon and the expectations of the workers, to find special strategies in the workplace for this problematic, in order to enable transformations of this social reality, sometimes so damaging in interpersonal relations since it causes damage and suffering to the worker.

Weiterbildung, also organisiertes Lernen nach dem Abschluss der ersten Bildungsphase, erfolgt zu großen Teilen im betrieblichen Kontext. Dort ist Weiterbildung nicht das primäre Ziel, sondern findet als beigeordnete Bildung statt. Vor diesem Hintergrund wurde im Rahmen des Promotionsvorhabens das Spannungsfeld von pädagogischen und ökonomischen Zielvorstellungen im Kontext betrieblicher Weiterbildung betrachtet. Der Fokus lag auf der betrieblichen Programmplanung, als Untersuchungsgegenstand wurde der Prozess der Bedarfserschließung gewählt. Dabei wurde das Ziel verfolgt, Gestaltungsspielräume sichtbar zu machen, um so den Einfluss pädagogischer Zielvorstellungen in der betrieblichen Weiterbildung zu stärken. Das Promotionsvorhaben ist im Rahmen eines DFG-Projekts entstanden und umfasst neben der vorliegenden Dissertationsschrift drei bereits veröffentlichte Einzelarbeiten (von Hippel/Röbel 2016, Röbel 2016, Röbel 2017, siehe Anhang). Datengrundlage sind drei vergleichende Unternehmensfallstudien in Großunternehmen aus verschiedenen Branchen (Gesundheit, Einzelhandel, Energie). In der vorliegenden Dissertationsschrift wird erstens das Promotionsvorhaben in den aktuellen Theorie- und Forschungstand eingeordnet. Dabei werden neben erwachsenenpädagogischen Arbeiten auch Ansätze aus der Wirtschaftsethik berücksichtigt. Zweitens wird die Gesamtkonzeption vorgestellt und der Beitrag der Einzelarbeiten erläutert. Drittens werden im Sinne einer abschließenden Diskussion Muster der Bedarfserschließung beschrieben und Bildung als pädagogische Zielvorstellung diskutiert.
Adult education and training to a large extent take place as workplace learning (in the sense of employer-sponsored learning). Workplace learning by definition takes place in institutions with other primary goals than the provision of Adult Education. Against this background, the doctoral thesis has explored the relation of educational and economic objectives in the context of workplace learning. The focus was on program planning. The processes of needs assessment were chosen as object of investigation. The aim was to make leeways for decision-making visible in order to strengthen the influence of pedagogical objectives in workplace learning. The dissertation project was developed during a research project funded by the German Research Foundation (DFG). It comprises three publications (all already published) as well as the present text. The data base consists of three comparative case studies in large companies from various sectors (health, retail, energy). In this paper, first of all the state of research relevant to the dissertation project is presented. Besides recurring to adult education theory and research, approaches from the discipline of business ethics are introduced. Second, the overall concept of the dissertations project is presented and the contribution of the individual publications is explained. Thirdly, as a final discussion, patterns of need-assessment are described and the idea of Bildung is discussed as an educational objective.

Assault of community-based mental health professionals is a worldwide phenomenon, and current extant literature examines the prevalence of client assault on counselors, social workers, and psychiatric personnel. While there is significant quantitative scholarship on the incidence of this phenomenon on social workers and psychiatric personnel, there are limited statistical data on client-perpetrated violence against community-based counselors and no qualitative studies found that examined how these professionals experience this occupation risk. Therefore, the purpose of this study was to explore how counselors who work in community-based settings make sense of these experiences. Through semi structured interviews, 6 community-based counselors living in the Southeastern region of the U.S. shared their lived experience of client assault. Hermeneutic was used as a methodological and theoretical framework to analyze the data. The following themes emerged from the data study: training as a management strategy, ambivalence as a new way of being, and connections for well-being. The results of this study have training, practice, supervision, and social change implications. Through adding counselors'€™ voices to the discourse on client assault, the findings of this study can be used to identify experiences and training that will assist counselors in caring for themselves in the aftermath of an assault. Furthermore, understanding these experiences may inform the development of protocols for keeping this vulnerable population safe.

The exploration of the four key themes of leadership, spirituality, ethics and values and their relationship between and with employers and employees in human service charitable NGOs in Perth, Western Australian, provided the main purpose for the current research. In addition, the purpose included examining the impact of charities operating as if they were for-profit businesses; the impact of faith and secularity on the work of charities; and possible gender differences arising from the themes within this context. The qualitative research was undertaken using hermeneutic phenomenological methodology; however, feminism, post-modernism and narrative practices were used to elicit additional perspectives from the resulting material. The current research used a broad-ranging, multi-disciplinary approach, thus encompassing a literature review of the philosophical, ethical, psychological, theological and anthropological disciplines as it tracked some of the material’s substantial heritage. Additionally, the research focussed on the experience of charitable workplace cultures which provide the context for the delivery of human services, and discussed the current charitable human services paradigm. A total of 46 individuals from 8 different charities participated through in-depth interviews. They included organisational leaders, management and front-line workers who provided collectively and individually a rich mine of material for exploration and discovery from which to unravel the essence of the responses.
The emerging conclusions provide the capacity to view the charitable organisation from a gendered perspective, as female, thus reflecting the profile of the workforce; while also uncovering substantial discrimination and inequity in employment conditions. Leadership styles were gendered, as were the discourses on ethics, values and spirituality. Organisational size was a key factor in determining values and changing perspectives matched more closely, the business paradigm. The faith and secularity of each NGO also presented opportunities to map organisational intention around leadership, spirituality, ethics and values such that further research opportunities have been highlighted across the results.

Social computing networking is fast becoming a part of how project managers interact, communicate, and conduct business with each other. This quantitative, non-experimental, survey research addressed the extent to which social computing networking (SCN) affects workplace engagement and ethical workplace behaviors of project managers within public sector organizations. The Utrecht Work Engagement Scale (UWES-17) and the Workplace Ethics Behavior Survey (WEBS) were used to measure the constructs. Data analysis included descriptive statistics, inferential statistics, and hypothesis testing using correlational and multiple regression analysis. The study combined social identity theory with empirical findings from business ethics and workplace engagement research. The accessible population was 116 project managers from the public sector in the southeastern regional area of the United States. The results indicated that a significant, positive relationship did exist between social computing networking and workplace engagement. Additionally, there was a significant, positive, relationship between social computing networking and ethical workplace behaviors. Each null hypothesis was significant at a .05 level and rejected in consideration of the alternate hypothesis. The findings provided insight and increased understanding of project manager needs for engagement and helped determined how organizations can respond to such needs. Consequently, Project Management policies on social networking and expected ethical conduct should be understood by all users. Corporate policies on social computing networking should balance the employer's and employee's interests relevant to workplace engagement and ethical behaviors for a more positive, productive, and secure workplace.

In recent years, the business world has been riddled with scandals and fraud that consistently make international headlines. These transgressions do not just occur overnight. Rather, they begin with the kinds of moral slip-ups that take place in offices regularly. They are based in poor leadership, misguided systems, loose protocols, and, most of all, innate human behavior. This paper examines six ethical dilemmas that are the result of psychological behavior: the fudge factor, slippery slope, conflict of interest, ego depletion, revenge, and social group cheating. I explore solutions to these issues that come from a series of academic studies as well as from real-life cases in business environments to minimize or eliminate the associated moral transgressions in the workplace.

The purpose of the present study was to examine perceptions of workplace incivility as a function of observers’ gender, observers’ gender-related attitudes, and the gender of the instigator and target of the mistreatment. The study included data from 102 (65% female, 90% white) participants from various occupations and backgrounds across the United States. Participants completed a web-based survey that consisted of scenarios of uncivil interactions, gender-attitudes, and various demographic information. Results suggest that observers’ gender and gender-related attitudes are important factors in how they perceive workplace incivility. Results also suggest that the gender of those involved in uncivil interactions is less influential. vii

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 demographic variables revealed that it was only the perceptions of procedural justice that had a significant negative impact on organizational deviance. Distributive and interactional justice predicted neither interpersonal nor organizational deviance. Among the ethical work climates, caring climate was found to be the only ethical climate type that predicted organizational deviance. The remaining types of ethical work climates had significant relationships with neither one of the interpersonal or organizational deviance. Results also showed that ethical work climate was a better predictor of organizational deviance than interpersonal deviance.

Ethnic discrimination stress (EDS) in the workplace among high-achieving Adivasis is a problem that has received little attention in research literature. This qualitative phenomenological study investigates the above problem by using Giorgi's descriptive psychological method. The method, selected due its scientific rigor, applies Husserlian concepts of phenomenological reduction, intentionality of consciousness, and imaginative variation, to identify and describe the psychological structure of the lived experience of EDS. The 15 participants in the study, selected on the basis of the scores of General Ethnic Discrimination Scale, were currently employed high-achieving male Adivasis above the age of 24. The saturation of the data was achieved with the analysis of 272 pages of interview transcripts of 10 participants. The study found that the participants had to face overt ethnic discrimination and microaggressions that were endemic and not just aberrant. The lived experience of EDS involved being constantly judged by negative stereotypes, and being exposed to marginalizing behaviors from the upper caste people. The participants believed that ethnic discrimination, in spite of their academic and career achievements, was meant to perpetuate upper caste hegemony. The resultant feelings of dehumanization, disillusionment, anger, combativeness, and helplessness from silencing led to demoralization. Coping with EDS involved an initial period of resentful submission with negative coping behaviors and a gradual movement toward change-oriented proactive responses. The findings point to a relationship between resilience and career achievement as well as to the need for both structural and paradigmatic changes in order to create a discrimination-free work environment. The findings reflect the tenets of critical race theory and call for paradigmatic changes in the caste mindset and the dominant discourse that is embedded with dehumanizing stereotypes of Adivasis that promote silencing and upper caste hegemony. The findings may be significant for mental health workers and educators to understand the inner world of discrimination and to find effective strategies for coping with EDS. By giving a scientific voice to the Adivasi struggle against discrimination, the study can support the efforts of the marginalized and the governments for the creation of a discrimination-free work environment.

Thesis (MBA)--Stellenbosch University, 2005.
ENGLISH ABSTRACT: This study report addresses the emerging role of meaning in the workplace, and how spirituality meets this need. The conclusion is drawn that each person's interpretation of meaning is informed by their unique experience of reality, and that the path of self-actualisation gives a sense of purpose to the lives of individuals. More particularly, Frankl's concept of logotherapy proposes that people find meaning when they are future-orientated. The absence of meaning leads to an existential vacuum, a phenomena experienced individually, and collectively by whole societies. The latter causes a state of boredom or meaninglessness, a malaise that so profoundly inflicts the modern age. Numerous management surveys report that the majority want to find meaning in their work. However at times this seems at odds with the organisation's aims. This is partly the result of contending worldviews: scientific rationality versus non-physical models of the universe. The former suggests that the universe is made of separate physical matter, while the latter encourages interconnectedness. The paradigm of separateness pits employers against employees and does not entertain or prioritise individual aspirations to meaning within the workplace environment. Consequently employees become dispirited as evidenced in low productivity, rising absenteeism and low morale. The argument is made for a fundamental societal transition that embraces a spiritual perspective of reality. Consensus is reached that spirituality refers to a feeling of interconnectedness between all things underpinned by a basic harmony in the design of the universe. Some ascribe transcendence or divinity to this process. Individuals use spirituality to integrate their inner self to the known world and beyond. Spirituality itself is purposeful and therefore is an end in itself. As such it is the antidote to meaninglessness. Studies have shown that a new generation of first world people, particularly Americans, ascribe to new values of work, success, consumption and spirituality, rejecting the hedonism and materialism of the X generation. From this informal movement come new terms like Spiritual Intelligence (SQ). Altruism and self-actualisation are eagerly embraced in a new sense of the sacred that incorporates personal growth psychology, the spiritual realm and service to others. Sweeping social and economical changes, including downsizing, mergers, globalisation, the threat of terrorism since the 9/11 attacks, and Enron-type debacles are all contributing to business's spiritual awakening. In order to cope with increased stress and alienation, both managers and employees seek meaning and purpose in the workplace. Bringing spirituality into the workplace benefits all stakeholders as productivity improves and multiple bottom lines improve. This process is occurring rapidly in many different guises in orqanisations across the first world. Both individual and organisation-centred approaches towards transformation predominate. The end result is organisations that align personal and workplace spirituality, providing meaning and fulfilment to many. This study report provides numerous examples and brief case studies from across the world, including practical guidance for implementing and measuring workplace spirituality. The conclusion speculates on whether the movement is a passing fad or a real attempt at genuine transformation based on universal spiritual principles.
AFRIKAANSE OPSOMMING: Hierdie studieprojek spreek die tevoorskynkoming van sinrykheid in die werksplek aan en hoe dit die behoefte spiritueël tegemoetkom word. Die gevolgtrekking word gemaak dat elke persoon se interpretasie van sinrykheid gevorm word deur hulle unieke ervaring van realiteit en dat die pad van selfaktualisering 'n gevoel van sin toevoeg tot die lewens van individue. In die besonder stel Frankl se konsep van logoterapie voor dat mense doel vind sodra hulle toekomsgerig is. Die afwesigheid van doel lei tot 'n eksistensiële vakuum, 'n verskynsel wat individueel ervaar word, en gesamentlik deur gemeenskappe. Die laasgenoemde veroorsaak 'n staat van verveligheid of doelloosheid, 'n onbehaaglikheid wat die moderne gang diepsinnig kwel. Talle bestuursopnames doen verslag dat die meerderheid sin wil vind in hulle werk. Nietemin staan dit somtyds in stryd met die organisasie se oogmerke. Dit is deels die gevolg van strydende wêreld opvattinge: wetenskaplikke rasionaliteit teenoor die nie-fisiese wêreldmodelle. Die eersgenoemde stel voor dat die wêreld bestaan uit afsondelike fisiese materie, terwyl die laasgenoemde interverbinding voorstaan. Die paradigma van afsonderlikheid kuil werkgewer en werknemer teen mekaar op en trakteer of prioritiseer nie individuele aspirasies tot sin in die werkplek omgewing nie. Gevolglik raak werknemers ontmoedig soos bewys deur lae produktiwiteit, toenemende afwesigheid en lae moraal. Die argument ontstaan ten gunste van 'n fundementele gemeenskaplike oorganklikheid wat 'n spirituele perspektief van realiteit omvat. Daar bestaan konsensus dat spiritualiteit verwys na 'n gevoel van interverbintenis tussen alle dinge onderstut deur 'n basiese harmonie in die wêreldbestel. Sommige skryf voortreflikheid of geestelikheid toe tot hierdie proses. Individue gebruik spiritualiteit om die innerlike self te integreer tot die bekende en verby. Spiritualiteit is doelgerig en is in sigself 'n doel. Dit is dus 'n teenmiddel tot doelloosheid. Studies het bewys dat 'n nuwe generasie van eerste-wêreld mense, bepalend die Amerikaners, toeskryf tot nuwe waardes van werk, sukses, verbruik en spiritualiteit, wat die hedonistiese en materialisme van die X-generasie verwerp. Deur hierdie informele beweging kom nuwe terme soos Spirituele Intelligensie tot stand. Altruisme en selfaktualisering word gretig ontvang in 'n nuwe gewaarwording van die heilige wat persoonlike sielkundige groei, die spirituele realm en diens tot andere inkorporeer. Verrykende sosiale en ekonomiese verandering, insluitende personeelvermindering, samesmeltings, globalisering, bedryging van terrorisme sedert die 9/11 aanval en die Enron-tipe fiasco dra alles by tot spirituele ontwaking van besighede. Ten einde by te hou met die vergrotende stres en vervreemding, word beide werkgewer en werknemer genoop tot die soeke na sinrykheid en doel in die werkplek. Die totstandbrenging van spiritualiteit in die wekplek bevoordeel alle insethouers en produktiwiteit verhoog en die multi onderlyne vergroot. Hierdie proses kom vinnig onder verskeie maskers in organisasies oor die eerste wêreld voor. Beide individuele en organisatories-sentreerde benaderings tot die transformasie heers. Die eindresultaat is organisasies wat persoonlike en werkplek spiritualiteit spoor en sinrykheid en bevrediging aan die menigte voorsien. Hierdie studieprojek voorsien menige voorbeelde en kort gevallestudies vanoor die wêreld, insluitende praktiese voorligting vir implementering en maatstawwe vir werkplek spiritualiteit. Die slotsom spekuleer of die beweging 'n verbygaande gier is of 'n ware poging tot opregte transformasie is gebaseer op universele spirituele beginsels.

In today‘s world, characterised by highly competitive global economies, organisations have realised the need for a positive approach in order to remain competitive, sustainable and to attract and retain talent. A positive approach to leadership and an organisational environment characterised by trust has been one of the fundamental tools towards achieving this goal. The main objective of the present study was to assess the existence of positive organizational approaches (authentic leadership and workplace trust) within the government of Lesotho, especially at a time when the country was facing difficulties. The study was descriptive in nature, and followed a non-experimental quantitative approach. The survey made use of a sample of 153 civil servants occupying positions from supervisory to senior management. Data was acquired through the use of an electronic questionnaire made up of two scales: one was a self-assessment instrument on authentic leadership adopted from Walumbwa and associates, and the other scale was on workplace trust developed by Natalie Ferres. The analysis of data involved descriptive statistics, t-tests, ANOVA, post hoc tests and Cohen‘s d. The results of the study provided evidence that there were high levels of the authentic leadership and trust in the workplace. Demographic variables were not found to influence the outcome of authentic leadership scores, however, education and managerial level were found to have an influence on organisational trust. The findings of the study provoked the researcher to call for an implementation of policy on positive training for management and for further research in this area.

There is a distinct possibility there may be many people of color who are in leadership positions or applying for leadership positions that believe racial stereotyping creates barriers for opportunity and can hinder one's chances for success. The purpose of this research is to explore strategies used by leaders of color to overcome the threat of racial stereotyping in the Las Vegas hospitality and gaming industry, as it pertains to barriers, opportunities, and success. There are four research questions the researcher explored through leadership, strategies, assimilation and performance. The sample size consisted of twelve leaders of color in the Las Vegas hospitality and gaming industry. Leaders of color were defined as African-American, males and females, and Hispanic-American, males and females. The researcher utilized qualitative interviews as the primary instrument and chose a semi-structured interview format. The researcher asked predetermined questions while still exercising the freedom to seek clarification with follow up and improvised questions. The twelve interviewees were asked seven questions relevant to the four research questions to provide an in-depth analysis. The results of this study concluded that leaders of color have cultivated strategies to overcome the threat of racial stereotyping in the workplace. Although each leader of color in this study had never officially chronicled a professional strategy that is in direct correlation with the threat of racial stereotyping, all of the leaders have been living by a subliminal game plan that is either reactive, proactive or both. The leaders of color in this study were given, and took advantage of the opportunity to disclose what works for him or her in respect to their existence, relationships, and motivation to overcome the threat of racial stereotyping in their respected workplaces.

As the workplace has diversified with the inclusion of women and minorities holding positions throughout all levels of the organization hierarchy, the question remains if gendered racism exists in the 2014 workplace for women managers with minority group background. Gendered racism, described by Philomena Essed in her 1991 book, Understanding Everyday Racism: An Interdisciplinary Theory, is a unique female experience due to their race and being a woman. Visible at this intersection of race and sex, women of color may experience the sexist and racist stereotypes dually assigned to women and minorities. This research provides a qualitative view of the experiences of gendered racism using Moustakas' transcendental phenomenology method. Data were collected from eight women who self-identified as Hispanic ( n=2) and Black (n=6). All the women with the exception of one were college graduates, managers in an organization of 50 or more employees, between the ages of 35 to 62 years old. The study findings validated the experiences of gender racism in the workplace through the lived experiences of women interviewed. The women revealed their experiences with gendered racism, which affected their workplace interactions with others, manifest psychological stressors, and tainted the vision of themselves. Additionally, all of the women developed coping skills to combat gendered racism, which allowed them to pivot their careers to higher levels in their organizations. The emerging themes revealed from the study's participants experiences of gendered racism are psychological effects, feeling discounted, acceptance or justification, disrespect, and self-confidence. This research provides a phenomenological description of the lived experiences of the gendered racism and the impact of these experiences in the workplace as reveal by women of color.

This Thesis consists of six Chapters. Chapter I provides an overview of the economic theories of discrimination, summarises the existing empirical work with respect to gender and ethnicity wage differentials, presents a discussion on equal opportunities policies, and highlights the merits of matched employer-employee data in explaining labour market differentials. Chapter 2 explains the design of the data, examines and interprets variables of interest and thoroughly looks at five aspects of the data that are of relevance to the Thesis. Chapter 3 focuses on firm-specific gender and ethnicity pay differentials. The empirical estimation reveals significant gender and ethnic pay gaps. A striking finding of this Chapter is that the firm-specific effects although significant and sizeable are not correlated with other variables that may act as indirect indicators of pay differentials. Chapter 4 focuses on gender and ethnicity job satisfaction differentials. We find that women are more satisfied than men in relation to four different aspects of job satisfaction (influence over the job, amount of pay, sense of achievement and respect from supervisors). An interesting difference with respect to the female results is that ethnic minority workers although are more satisfied than white employees with the influence, achievement and respect they get from their jobs are not satisfied with pay. Chapter 5 focuses on gender and ethnicity differentials relating to the receipt of employer provided off-the-job training. Female employees have a significantly higher probability of training incidence than men. This differential disappears when we include a measure of workplace segregation. There is no significant gender differential upon training intensity. Ethnic minority employees face a significant disadvantage only with respect to the incidence of training. We also find that equal opportunities policies have a positive and significant impact only on female employees. Chapter 6 concludes by reviewing the Thesis, providing policy implications and setting up the agenda for future work.

The study investigated the impact of ethnicity and gender on sexual orientation disclosure in the workplace. A total sample of 129 African American lesbian, gay, or bisexual (LGB) workers between 20 and 61 years of age completed an online survey on PsychData. Respondents were given several measures to determine their ethnicity, gender conformity, and workplace sexual identity coping strategies. A 2x2 multivariate analysis of variance was used to examine the differences between the independent variables (gender conformity/nonconformity and ethnic identity) and dependent variables (passing, covering, implicitly out, and explicitly out). Based on the minority stress model, the research questions focused more on passing and covering coping strategies among LGB individuals who have dual minority identities (i.e., sexual orientation and African American ethnicity). No significant differences were found in terms of using passing and covering coping strategies among LGB individuals who identified with their African American ethnicity combined with gender-nonconforming behaviors. This may have been due to several factors such as a restricted sample size, change or shift in social stereotyping, or the contradicting feelings or concerns of LGB workers with regard to disclosing their sexual orientation. Although previous researchers posited that LGB individuals have a fear of being discriminated against and rejected in the workplace, there are few laws that prevent sexual orientation and gender identity discrimination, leaving the LGB individual to engage the continuum of coping strategies. Methodological implications and limitations of the study are discussed, and suggestions for future research are presented.

This research enquiry is concerned with how racial and ethnic identity is both managed and experienced by individuals within the workplace. This thesis is comprised of three separate and distinct empirical studies conducted with the purpose of uncovering the lived experiences of minority racial and ethnic individuals. Both qualitative and quantitative research methods are used in order to study individual experiences of race and ethnicity from multiple complementary perspectives. Study 1 is a quantitative empirical study that uses biculturalism as a lens to conceptualise the experience of minority racial and ethnic individuals. The key contribution of this study is the establishment of a reliable and valid instrument to measure bicultural identity integration in the workplace. Study 2 is a qualitative empirical study that investigates how minority racial and ethnic individuals experience their ethnic identity in the workplace. The key contribution of this study is the development of a typology that identifies three distinct pathways through which an individual’s heritage culture can intersect with race, class and professional identity to influence their work-based behaviours. Study 3 is a qualitative empirical study that examines how minority racial and ethnic individuals experience their racial identity through the use of employee resource groups. The key contributions of this study are the development of a theoretical framework to conceptualise employee resource groups in general and a typology that identifies five roles that employee resource groups play to enhance the careers of minority racial and ethnic individuals as part of their social identity management processes.

In general, immigrants face various problems as they adjust to their new surroundings and begin a new life. The educated, employed Arabic immigrant Muslim women, (EEAIMW), live between two worlds: a Swedish world at work and an Arabic world at home. In this East-West dichotomy, they keep trying to find who they are and where they belong. This thesis helps to understand the influence of the intersection of religion, ethnicity, and gender serving as the primary disadvantage due to cultural expectations, socio-political considerations, and unfavourable stereotypes and stigmatization. This disadvantage affects not only their employment and career advancement, but also the agency and performed identities of EEAIMW in their Swedish workplace, (SWP). The purpose is to give voice to 17 EEAIMW narrating their journey in re-evaluating and developing their religious, ethnic, and gender identities to adapt to the environment of their SWP. Furthermore, to challenge the stereotyping and the stigmatization that position them as the “Other,” impeding their sense of belonging. Comprehensive data concerning the phenomena was gathered through a qualitative research approach and from in-depth semi-structured interviews with the study participants, joined with a literature review on immigrants, Islam, and employed Muslim women, covering topics about identity theories and organizational behaviour. According to the study’s findings, EEAIMW create a place for themselves in their SWP through their diverse agency and identity performing adaptation strategies, and that relationships rather than the place, create a sense of belonging. It is also found that the different sociocultural contexts do not destroy EEAIMW’s religious beliefs but add value to their existence outside their religious aspect. And when representing Swedish society, they remain linked to their homelands.

Includes bibliographical references.
Discrimination has long been a part of recruitment and employment generally. According to Painter and Puttick, discrimination is a well-established feature of employment. Despite this, the move towards the introduction of antidiscrimination legislation to combat this menace in the workplace is almost nonexistent in Nigeria. Though Nigeria has been independent for more than four decades, there has been no significant improvement in her labour laws. Different categories of people are still being discriminated against based on sex, gender, age, physical characteristics, disability and other analogous characteristics.

Thesis (LLM)--University of Stellenbosch, 2004.
ENGLISH ABSTRACT: The monitoring of electronic communication is likely to face all employers sooner or later. The rapid advancement in technology aimed at helping to monitor electronic communication, makes it easier than ever before for employers to monitor the electronic communications of their employees. There are important questions to consider when dealing with the topic of monitoring electronic communication. Examples include "mayan employer legally monitor electronic communications?" and "how does monitoring affect the employee's right to privacy?" This thesis is an attempt to answer these and other related questions by analysing, inter alia, South African legislation, the Constitution and case law, as well as comparing the law as it applies in the United Kingdom and the United States of America. The analysis and conclusion offered in this thesis aim to provide theoretical consideration to academics and practical application for employers that are faced with the reality of monitoring electronic communications.
AFRIKAANSE OPSOMMING: Alle werkgewers sal waarskynlik die een of ander tyd met die monitering van elektroniese kommunikasie gekonfronteer word. Die snelle voortuitgang in tegnologie wat daarop gemik is om te help met die monitering van elektroniese kommunikasie, maak dit vir werkgewers makliker as ooit tevore om sodanige kommunikasies van hulle werknemers te monitor. Daar is egter belangrike vrae wat oorweeg moet word wanneer die onderwerp van monitering van elektroniese kommunikasie ter sprake kom. Voorbeelde hiervan is "mag 'n werknemer regtens elektroniese kommunikasies monitor?" en "hoe raak monitering die werknemer se reg tot privaatheid?" Hierdie tesis is 'n poging om hierdie en ander verwante vrae te beantwoord deur die ontleding van, onder andere, Suid-Afrikaanse wetgewing, die Grondwet en die reg soos deur hofuitsprake ontwikkel, sowel as vergelyking van die reg soos wat dit van toepassing is in die Verenigde Koninkryk en die Verenigde State van Amerika. Die ontleding en gevolgtrekking wat in hierdie tesis aangebied word, is gemik op die verskaffing van teoretiese oorweging aan akademici en praktiese toepassing vir werkgewers wat met die realiteit van die monitering van elektroniese kommunikasies gekonfronteer word.

This thesis examines gender and ethnic inequalities in the Nigerian civil service through the lived experience of Ijaw women and the strategies they adopt to combat perceived discrimination. A theoretical framework of structure, culture, agency, intersectionality, and social identity theory underpinned this research. Hermeneutic phenomenological methodology was adopted within which 40 in-depth semi-structures interviews were conducted. Findings indicate that for most respondents, ethnicity is a politicised identity while gender identity tends to be passive. Other emerging identities were revealed such as language, age and indigeneship (having historical ties to one’s state of residence). Civil service organisations were found to legitimise inequality regimes with respect to gender and ethnicity. These inequality regimes are definitive of Ijaw women’s workplace lived experience. While some participants identified as traditionalists, others adopted strategies such as ‘Awaiting Divine Intervention’, Masking, Exiting the organisation, Assimilating, Performing, Negotiating and Reforming the system, to combat perceived discrimination in their organisation.