ETD Collection
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Item Justice perceptions and work-family balance in the work and home environments.(2014-07-23) Diner, YaelThe present research study investigated the relationships between perceptions of justice in the work and home environments and work-family balance. For purposes of this study, justice perceptions in the workplace were explored in terms of the work-family support policies, practices, and procedures provided by organisations to assist their employees in balancing their work and family demands. Similarly, justice perceptions in the home environments were explored in terms of the family-work support arrangements provided by individuals’ home environments in order to assist them in balancing their family and work demands. As the scales used to measure justice perceptions were modified versions of the original Organisational Justice Scale (Judge & Colquitt, 2004), a pilot study was conducted in order to assess their internal validity and reliability. The pilot study sample consisted of 44 South African working parents who fit the requirements of the sample (between the ages of 25 and 50, in a relationship, and had at least one child for whom they were responsible). Factor analyses and Cronbach Alpha estimates suggested the modified scales were suitable for use in the main study. The sample for the main study consisted of 213 working parents obtained from various organisations who met the criteria for participation (between the ages of 25 and 50, in a relationship, and had at least one child for whom they were responsible). The modified justice scales, as well as the Work-Family Conflict Scale (Carlson, Kacmar, & Williams, 2000) and Work-Family Enrichment Scale (Carlson, Kacmar, Wayne, & Grzywacz, 2006), were used to assess the variables of interest. Additional factor analyses and reliabilities conducted for both modified justice scales in the main study supported a four factor structure for both scales. Descriptive statistics established that participants experienced average amounts of perceived distributive, procedural, and informational justice and a slightly higher amount of interpersonal justice in both environments. Participants in the study also reported experiencing average amounts of work-family conflict and slightly higher amounts of work-family facilitation. With regard to the relationships between justice perceptions and work-family balance, the results indicated that participants who perceived their work-family policies, practices and procedures in their organisations and their family-work policies in their home as more just experienced less conflict and increased enrichment between the two domains. The current study also explored whether perceived organisational justice, perceived home justice, work-family conflict, and work-family enrichment differed based on the level of support provided in the work and home environments. Results indicated that differences in the amount of support provided by organisations created differences in employees’ perceptions of procedural, interpersonal, and overall organisational justice; but not in perceptions of distributive and informational organisational justice. In addition, the amount of workplace support provided by organisations did create differences in overall levels of experienced work-family balance. Support in the home environment did create differences in levels of perceived home justice but did not create differences in levels of work-family balance experienced by participants. Overall, the study was successful in modifying and validating the Perceptions of Justice Scales, in stressing the importance of these perceptions regarding support provided to working parents in both their work and home environments, and in exploring the relationships between these justice perceptions and work-family balance.Item Perceptions of organisational justice, restorative organisational justice and their relatedness to perceptions of organisational attractiveness.(2014-01-08) Pilvinyte, MildaOrganisational justice has been of great interest to researchers as it has been linked to employee attitudes and behaviours (Dailey & Kirk, 1992; Greenberg, 1990; Moorman, 1991). However in the context of South African organisations, restorative organisational justice, Ramsay (2009) argues, should occupy a similar place of interest. This is because South African organisations are governed by social correction policies such as employment equity which aims at correcting past injustices in the work place. This has resulted in the preferential selection of previously disadvantaged groups. The current research study attempted to understand the relationship between organisational justice and organisational attractiveness as well as the relationship between restorative organisational justice and organisational attractiveness. Furthermore the research attempted to explore whether or not there was a difference in degree of association between these two organisational justice frameworks and their relationship with organisational attractiveness. The research was conducted on a sample of 342 employees from a debt collection organisation. Only the call centre department within the organisation participated. The results further confirmed the strong relationship between organisational justice and organisational attractiveness. Surprisingly restorative organisational justice overall, did not prove to have as strong a relationship with organisational attractiveness as compared to the traditional organisational justice framework. Research should not end here and future research should attempt to explore restorative organisational perceptions using different samples with a more diverse representation of race.Item South African women managers' experiences and perceptions of organisational justice and leadership self-efficacy.(2013-08-05) Mupambirei, Ruth RumbidzaiAlthough more South African women are progressing into managerial positions, they are doing so at a slow pace and continue to face many challenges (Paulsen, 2009; Mckinsey & Company, 2010; Molebatsi, 2009). Therefore, this research set out to investigate South African women managers’ experiences and how they might relate to their perceptions of organisational justice and perceptions of leadership self-efficacy. Perceptions of organisational justice and perceptions of leadership self-efficacy are significant because they have been individually linked to motivation, commitment, satisfaction and performance (Baldwin, 2006; Combs, 2002; Colquitt, et al., 2001; McCormick, et al., 2002; Paglis, 2010). In addition, the research aimed to explore how these two concepts might interplay. The research took a qualitative approach and conducted in-depth interviews with eight senior women managers from different organisations. A tape recorder was used to record the interviews and thematic content analysis was used to analyse the data collected. The women in the study highlighted both negative and positive work experiences in their role as women senior managers. Further, the study revealed that senior women managers are not a homogeneous group as their experiences are also influenced by factors such as their race, marital status and number and/or age their children. The study also showed that the senior women managers’ experiences were related to their perceptions of organisational justice and leadership self-efficacy. The women in this study were vibrant and positive, and reflected high levels of leadership self-efficacy. It was also clear that these women’s experiences placed more emphasis on procedural and interactional justice than on distributive justice as they placed greater emphasis on work relationships, how they were treated and the fairness of work processes. In addition, the research also found a link between perceptions of organisational and perceptions of leadership self-efficacy