Telecommuting is a significant workplace innovation that allows an increasing portion of the work force to work from home or work at a location remote from the central workplace at least one-day a week. Previous studies (Bélanger, 1999; Pinsonneault & Boisvert, 2001; Potter, 2003) have outlined that the reasons for the growth of this phenomenon are found in its perceived benefits for both the telecommuter and their employer: improved productivity, organizational loyalty and belonging, job satisfaction, savings of office space, increased flexibility, improved employee morale and employee retention and attraction. Telecommuting literature has provided models and theories about telecommuting concentrating mainly on the telecommuter's experiences and perspective. However, the ramifications of this practice have a broad range of potential impacts not only on the telecommuter, but also other parties in the work unit. Despite the tremendous growth in telecommuting, relatively few empirical studies (Duxbury & Neufield, 1999; Golden, 2007; Watson-Fritz, Narasimhan, and Rhee, 1998) have directly examined the creeping affect and effect of the telecommuting challenges on others in the work unit. Few studies (Bailey & Kurland, 2002; Cooper & Kurland, 2002; Golden, 2007; McCloskey & Igbaria, 2003) have investigated it from the non-telecommuters' perspective and how it affects their work outcomes and their attitudes More importantly, no earlier studies were found that had ever investigated the effects of the telecommuting arrangement on the non-telecommuter from the organizational justice perspective, and how this affects the non-telecommuter's job satisfaction. This study empirically examined the affects and effects of telecommuting on non-telecommuters, and within that context, examined the extent to which organizational justice perspectives affected job satisfaction. Major findings of the study revealed that : (a) the accessibility of the telecommuter is key, even if they are working offsite, (b) job type/position plays an important role in the selection process or in some non-telecommuters' decision to opt out of telecommuting, (c) there was lack of awareness of a formal telecommuting policy or understanding of how the policy was applied, (d) selection procedures can be biased and unfair, and (e) some non-telecommuters experienced envy and jealousy, frustration, resentment, anxiety, unfairness and anger towards telecommuting colleagues. The results of the study also revealed that interpersonal/interactional, and distributive justice both explained the statistically significant variance in non-telecommuters' job satisfaction. However, interpersonal/interactional justice (which focuses on the quality of interpersonal treatment individuals receive) explained a stronger statistically significant variance in the job satisfaction of non-telecommuters. / Ph. D.

The purpose of this study was to examine whether organizational practices' fairness (also known as organizational justice) and trustâ contribute to the enhancement of role breadth self-efficacy (RBSE), a form of proactive behavior. The sample consisted of 226 white-collar professionals in large and small organizations. Approximately 70% held a college degree. An a priori path model based on theoretical literature was generated to represent causal relationships among the variables. Two paths were explored: a) the relationship among procedural justice, trust in organization, and RBSE; and b) the relationship among interactional justice, trust in supervisor, and RBSE. Findings indicated a statistically significant relationship between procedural justice and trust in organization. The relationships between procedural justice and RBSE and trust in organization and RBSE were not significant. Interactional justice had a statistically significant relationship with trust in supervisor, but not with RBSE. The relationship between trust in supervisor and RBSE was not significant. Respondents expressed a strong trust in their organization, and a stronger trust in their immediate supervisor. The most important discovery in this study was the statistically significant relationship between education and RBSE. Individuals with graduate degrees reported the highest level of RBSE, followed by people with Bachelor's degrees. Globalization and technology are fueling demands for ever-increasing employee skills and higher levels of education. Organizations need highly educated, proactive individuals in order to be successful. Future research should continue to investigate variables and constructs that may enhance RBSE in the workplace. / Ph. D.

Published Article / This paper seeks to problematise the discourse of social justice in education and engage educational practitioners in tensions that exist in understanding the theory of social justice. I argue that social justice in education is constructed in a way that seeks to disturb not only the tensions of conceptualisation but the traditional power relations present in educational practice as well. This paper is influenced by an eclectic mix of theoretical sources; I have adopted, as a critical lens, poststructuralist, postmodernist, feminist as well as postcolonial theories to interrogate the social justice discourse. While the paper argues that the concept social justice is dynamic and fluid, it attempts to draw the discomforting truths or tensions of conceptualizing social justice. The debates around the conceptualisation of social justice will enable us to better understand the theoretical position which would take us closer to understand social justice in education.

L’Union européenne connaît un nombre croissant de litiges commerciaux transfrontières (conflits entre professionnels ou entre un professionnel et un consommateur). Ces différends doivent pouvoir être résolus par la partie qui le demande afin qu’elle puisse voir ses droits substantiels se réaliser. Il est donc essentiel de garantir l’accès à la justice, étatique ou privée, au sein de l’Espace européen de justice. À cette fin, l’Union européenne dispose d’une compétence partagée afin d’adopter des mesures facilitant l’accès à la justice (art. 67 §4 Traité FUE). Considéré comme un objectif et un droit fondamental, l’accès à la justice est concrétisé à travers le droit de la coopération judiciaire de l’Union. Son analyse révèle aussi bien la richesse de la notion que les lacunes de sa réalisation. Dans cette perspective, il convient de se demander comment l’Espace européen de justice peut véritablement atteindre l’objectif d’accès à la justice pour permettre la résolution des litiges commerciaux transfrontières. / The European Union experiences a growing number of cross-border commercial disputes (between professionals or between a professional and a consumer). These litigations shall be resolved at the demand of the claimant, so s/he can enjoy his/her substantial rights. Hence, it is essential to guarantee access to justice, whether public or private, within this European area of justice. To this end, the EU has a shared competence to adopt rules facilitating access to justice (art. 67 §4 Treaty FEU). Considered as an objective and a fundamental right, access to justice shall be realized through judicial cooperation law of the Union. This analysis shall reveal its richness as well as its lacuna. Therefore, one must determine how the European area of justice shall reach this objective of access to justice to allow the settlement of cross-boarder commercial disputes.

Conferencing is a Restorative Justice practice operating in juvenile justice systems in Australia. Some conferences are convened by police, despite research demonstrating that ethnic minority youth often view police as biased or untrustworthy. Justice research in evaluative legal procedures indicates that perceived third party bias and outcomes delivered by a third party affect fairness judgments. Many disputants regard conferences as more fair than court. However, psychological mechanisms underlying fairness judgments in conferences, where offenders participate in outcome decisions, have not been directly investigated. This research program examined the effects of outcome and perceived convenor bias on procedural and distributive justice ratings in conferencing. Past research indicates that people high and low on Hofstede??s power-distance dimension differ in their emphases on outcome and third party bias when forming fairness judgments. This thesis investigated whether power-distance moderated the interactive effect of trust and outcome on fairness judgments in conferences. Study 1 established power-distance variation in a university sample, and similarity with a community sample on perceived police bias. Study 2 confirmed that high power-distance people who consider police biased against them may nonetheless choose to participate in police-convened conferences. Studies 3 and 4 extended previous research examining interactive effects of trust and outcome on justice judgments in evaluative procedures, investigating whether power-distance moderated this effect. No significant effects of power-distance and trust emerged, but the findings demonstrated the importance of outcome fairness (correspondence between outcomes and beliefs) in determining procedural justice. Studies 5, 6 and 7 extended this investigation to conferencing procedures. Studies 6 and 7 employed a computer-simulation, allowing participants to interact with a conference transcript and select outcomes, thereby investigating the effects of trust and power-distance on outcome choice, as well as the effects of trust, power-distance, and outcome on justice evaluations. Studies 5 and 6 were unsuccessful in manipulating bias by varying convenor identity (police versus civilian). Study 7 successfully manipulated bias according to convenor behaviour and revealed that third party bias in conferencing affected outcome choices but not fairness judgments. Results are discussed in terms of implications for culturally-relevant police practices, procedural justice theory and conferencing policy.

Thesis (M.A.)--Trinity Evangelical Divinity School, 2006. / Abstract. Includes bibliographical references (leaves 180-185).

The primary value of the government lies in responding to different requests of people, and the government reform must be in increasing the execution.The execution of organization has been one of the focuses of government and public affair management. Therefore, the execution is bound to the result of effort and job performance the staff invest, and how to optimize the result is still need to rely on the work environment of justice, mutual confidence, and voluntary involvement that the organization created. This paper aimed to explore the relationship between the awareness of organizational justice and the execution by questionnaire survey., and the samples for the quantitative research were the staff of the land administration in Tainan City. The conclusions were that the execution was predicted by the awareness of organizational justice, the awareness of organizational justice had some significant difference in different individual variables of the staff, and the execution had some significant difference in different individual variables of the staff. Finally, based on the results from this paper, the suggestions are made for administration and the following related researches.

Tesis doct.--Departamento de historia moderna--Madrid--Universidad autónoma, 2000. / La page de titre porte en plus : "Facultad de filosofía y letras, Historia moderna" Bibliogr. p. 643-674. Résumés en espagnol et en anglais.

Doktorsafhandling--Historia--Københavns Universitet, 1999. / Bibliogr. p. 263-271.

Dissertation--Rechtswissenschaftliche Fakultät--Kiel--Christian-Albrechts-Universität, 2006. / Bibliogr. p. 365-385.