Zugl.: München, Univ., Diss., 2008 / Includes bibliographical references (p. [390]-414).

Zugl.: Passau, Universiẗat, Diss., 2008. / Includes bibliographical references (p. [185]-201) and index.

Originally presented as the author's dissertation--Universität Hannover, Wintersemester 2004/2005. / Includes bibliographical references (p. [376]-409) and index.

Text in Afrikaans / In enige arbeidsverhouding bly dit wenslik dat partye hulle onderlinge verpligtinge vrywilliglik sal nakom. Soms is dit nie moontlik vanwee die onderlinge wantroue tussen partye nie en daarom is di t belangrik om te let op wyses van afdwinging van nywerheidsraadooreenkomste, versoeningsraadooreenkomste en vasstellings en bevele van die Nywerheidshof. Nywerheidsrade en versoeningsrade is die instrumente wat daar gestel is sodat partye onderling kan beding om geskille te voorkom en ooreenkomste van onderlinge belang te beding. Daar is sekere regsgevolge verbonde aan die publikasie van sodanige ooreenkomste en as sodanig word dit as h vorm van ondergeskikte wetgewing beskou. Wat die afdwinging van sodanige ooreenkomste betref speel die strafsanksie h belangrike rol. Ooreenkomste word egter nie noodwendig gepubliseer nie en soms is die strafsanksie ook nie altyd die aangewese een nie. In sodanige gevalle sal daar na siviele sanksies gekyk moet word vir die afdwinging van sodanige ooreenkomste. Daarbenewens maak die Wet ook voorsiening dat sodanige ooreenkomste as h onbillike arbeidspraktyk ~n die Nywerheidshof afgedwing kan word. Die strafsanksie en die siviele sanksie het egter hulle tekortkominge en dus moet dear gekyk word na alternatiewe wyses vir die afdwinging van ooreenkomste. / Constitutional, International and Indigenous Law / LL.M

Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2016. / This study assessed the role of the Public Service Commission (PSC) in the public service grievance investigations in South Africa, with the intention of finding a feasible approach for constructing and attending to fair and just grievance procedure. This study also sought to investigate the effectiveness of the methods used by the PSC employee grievances with the intention of recommending an appropriate approach in dealing with grievances. The PSC, as a Constitutional oversight body, may be charged with responsibilities to assess if the public service deals with grievances of employees, but fail to assess itself. It is studies like this that mirror how the PSC assesses employee grievances in the public service and whether it succeeds in advancing effectively and effective on that.

The study will investigate how the workers of Ekurhuleni Metropolitan Municipality in the Department of Roads and Stormwater (Eastern region) feel about their jobs in terms of job satisfaction. Furthermore, the study will investigate how they feel about commitment to the union, commitment to the organisation, and management satisfaction during and after the implementation of job task levels, which was the result of the wage curve agreement that was signed in 2010 and implemented in 2011.The first objective of the study is to describe the collective agreements that were signed in 2010 as a result of a need to categorise municipalities and evaluate jobs, and the consequences of the collective agreements on employees through the study of documents supplemented by interviews and questionnaires. The second objective is to investigate if there has been a change in attitudes of the employees in the Roads and Stormwater Department of the Ekurhuleni Metropolitan Municipality after the implementation of the wage curve agreement. There are six research questions; two relate to the first objective, and these are (a) what was the nature of the wage curve and job evaluation collective agreement? and(b) what were the consequences of the implementation of the wage curve and job evaluation collective agreement of the employees of the Ekurhuleni Metropolitan Municipality? The other four questions related to the second objective, which led to the following research questions related to the attitudes of the employees and the change in these attitudes after the implementation of the collective agreement. These four questions were (a) what was the change in employee attitudes post the introduction of the wage curve? in particular, the attitudes of organisational commitment, job satisfaction, management satisfaction and union commitment, (b) what is the relationship between the sub-groups and employee attitudes pre the wage curve agreement implementation?(c) what is the relationship between sub-groups and employee attitudes post the wage curve agreement implementation? (d) what is the relationship between the sub-groups and the change in employee attitudes pre and post the wage curve agreement implementation? Quantitative and qualitative research methods were used in the study to analyse the strike process and to understand and describe the attitudes of all the participants in relation to the four constructs provided by Chaulk and Brown (2008). Self-administered questionnaires will be given to participants, and there will be face-to-face interviews with the union officials and management. The findings relating to the first objective indicate that the employees were unhappy with the implementation of the wage curve collective agreement. The second objective showed that the changes in the attitudes of employees after the implementation of the job evaluation and wage curve collective agreement were negative and that there was a significant decrease in the level of organisational commitment, job satisfaction, union commitment and management satisfaction after the implementation.

M.Phil. (Industrial Psychology) / The primary purpose of this exploratory research study was to qualitatively explore industrial psychological perspectives regarding labour unrest within the South African mining sector from the period 2008 - 2011. This was done owing to the lack of literature pertaining to the field of industrial psychology in this regard. In order to achieve the above objective, semi structured interviews were conducted with industrial psychologists working in practice and associated directly with the mining sector. Additionally, semi structured interviews were conducted with industrial psychologists working in academia, which served as a peer review, hence making the outcome of the study more credible. The interviews were recorded and transcribed and thereafter, thematic content analysis was conducted in order to identify prominent, recurring themes associated with industrial psychological perspectives regarding the subject matter ...

Magister Legum - LLM / This paper focused on how competing interests of employers and employees are accomodated in the South African Labour Relations arena. An analysis of the legislative framework was undertaken to establish how the legislation provides for changes in workplace practices as well as the protection that it affords employees against unwanted or unilateral changes. The main focus of the research was on how the South African Courts have interpreted the legislation and how it has applied the law in cases involving the changing of terms and conditions of employment, that has come before it. / South Africa

The following is an examination of the effects of multi-tier pay structures upon worker perceptions of pay equity. This study represents a synthesis and replication of two earlier studies that achieved substantially different results. The core elements of the two primary studies (Martin and Peterson, 1987 and Cappelli and Sherer, 1990) were replicated in a unionized retail food operation. It was hypothesized that top tier workers would have more positive perceptions of pay equity, pay satisfaction, company commitment, and union commitment than would lower tier workers. Further, it was hypothesized that positive perceptions of job mobility would be inversely related to the above measures. Support was found for between-tier differences in both pay satisfaction and pay equity. Support was also found for the inverse relationship between job mobility and all of the above dependent measures. / Master of Science

This paper focused on how competing interests of employers and employees are accomodated in the South African Labour Relations arena. An analysis of the legislative framework was undertaken to establish how the legislation provides for changes in workplace practices as well as the protection that it affords employees against unwanted or unilateral changes. The main focus of the research was on how the South African Courts have interpreted the legislation and how it has applied the law in cases involving the changing of terms and conditions of employment, that has come before it.