Tanzania’s natural resources are national resources for the benefit of all Tanzanian citizens (The Arusha Declaration, 1967). The liberalization of the Mining Industry in the mid-1990s sparked hope in the country that the socio-economic status of all citizens across the nation would improve as a result of the mineral resource revenues obtained by the Government of Tanzania. Contemporary literature on mining in Tanzania has mostly riveted on issues surrounding a triangular relationship between the mining girdle and its population, foreign mining companies, and the Government of Tanzania. Hardly any attention has been given to the non-mining rural districts where the poor majority reside. This qualitative study using a phenomenological approach explored the shared experiences of citizens living in non-mining rural districts and their ascribed meanings of inequitable distributive realities in mineral resource revenues in Tanzania. The study employed the theories of relative deprivation and human needs for the theoretical framework. Study findings revealed seven core essences: socio-economic insecurity, inequity and injustice, communication and trust, investment and technology, moral leadership and human capital, growth and a culture of dependency. Understanding these essences should help determine policies and practices that promote equitable distribution of not only mineral resource wealth but also in other types of natural resource wealth found in the country; allowing for a true/win-win tri-partnership relationship involving all stake-holders: Tanzanian citizens, foreign investors, and the Government of Tanzania.

What does it mean to act morally? This research is part of normative ethics, which studies the formation of moral judgments and whether such judgments are able to motivate people to act in accordance with them. The gap between the dimension of the common good and the private life of each citizen has led to questioning whether there are moral norms whose content may constitute, per se, a sufficient reason for action. More specifically, when a norm, collectively chosen and shared, succeeds in self-imposing without any intervention of external authority.The interest for this theme arises from the urgency of defining conditions under which a group of interdependent agents, can organize themselves to obtain long-term collective benefits, find in collective action, a motivation, a commitment and a responsibility that decrease the temptation of opportunistic behaviour in distribution contexts. The main goal of this inquiry is trying to propose a normative solution of a problem of distributive justice in the following terms of: how can a norm generate a motivational causal force that induces compliance with what it asserts, in contexts where selfish rather than prosocial behaviour would be expected? This problem, approached from different perspectives, economic, psychological, sociological, also requires a philosophical reflection. Within this framework, the issue of compliance might be reread as a motivational problem: thus, the aim of this thesis would be to try to clarify the relationship between an impartial ethical point of view and what kind of real motivations people have to act in accordance with some specific ethical principles – namely, what reasons people have for acting in alignment with principles of distributive justice. Thus, the dissertation provides evidence from laboratory experiments that supports John Rawls’s Kantian constructivism as a method that allows subjects to evaluate different distribution criteria in production situations, making them reach an agreement on the liberal egalitarian principle. The Rawlsian method would rationally justify the ex-ante collective choice on that principle and it gives real motivations to comply ex-post, as it provides the conditions for creating a rationally justified joint commitment.

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The issues surrounding the distribution and management of ecosystem resources in local communities in the face of climate change have never been more relevant. This qualitative study seeks to explore the understanding and implications surrounding environmental justice in local communities in the framework of environmental courses provided by organization “A” in northern Tanzania. The environmental justice indicator framework served as a conceptual framework to analyze the stakeholders' understanding and the local communities' experience surrounding different dimensions of environmental justice. Focus group discussions and semi-structured interviews were carried out with a total of 25 participants for data collection and analysis. A thematic analysis methodology provided several findings related to the contrast in substantive, distributive and procedural justices in relation to the environmental courses provided by the organization “A” and the local authorities. The study highlights the dynamics of access, power and control and the implications of intersectionality in relation to the distribution of ecosystem resources in the targeted rural communities. Concludingly, the research study highlights the need for more advocacy, coordination and efforts from the stakeholders, local authorities and local communities in achieving environmental justice for everyone.

The most recent research trend within the field of organizational justice is the study of interactional justice (Tyler & Bies, 1990; Greenberg, 1990). Most of the work conducted in this area focuses on the explanations leaders give to followers about decisions made or actions taken that frequently lead to adverse consequences or loss. These explanations are called "social accounts". While research indicates that social accounts are effective at mitigating negative reactions to adverse decisions, and improving perceptions of justice, the underlying causes remain largely unknown. This study used the Elaboration Likelihood Model (ELM) as a theoretical base to explore what factors make an account "acceptable", and the impact that an acceptable account has on a number of organizationally relevant outcomes. Specifically, this study used an experimental design in a pay-for-performance context to assess the impact of message specificity (high vs. low) and source expertise (expert vs. non-expert), under varying conditions of outcome involvement (higher vs. lower) on the acceptability of a justification for a change in a distributive criterion that resulted in a loss. Other dependent variables investigated included perceptions of justice (procedural, interactional, and distributive fairness), attitudes (satisfaction with the trainer and the task), and behaviors (commitment to the trainer and the task, and complaints). The results indicated that justifications delivered by the expert trainer were more acceptable than non-experts under conditions of lower involvement (except when a non-expert delivered a specific justification). This effect reversed itself, however, under higher involvement. There was a main effect of specificity such that specific justifications were more acceptable than vague justifications regardless of the level of involvement. Acceptability was positively related to all dependent measures with the exception of complaints, which had a negative relationship. Furthermore, acceptability fully mediated the impact of message specificity on trainer commitment, and partially on procedural fairness, distributive fairness (assessment), and task commitment. Acceptability fully mediated the negative impact of expertise under high involvement on procedural and distributive fairness (assessment), and interactional fairness. / Ph. D.

no / A distinction between the deserving and undeserving has been in some respects a distinguishing, and in many others, divisive, feature of the social work profession. The apparent distinction has traditionally been drawn on the basis of ethical and moral appraisals of virtue and vice. This tradition has a much longer pedigree dating from antiquity in which considerations of personal desert were crucial, indeed decisive, in redistributive and retributive justice (Zaitchik 1977). Over the passage of time, moral authority has yielded more and more power to knowledge (Foucault, 1973). Rationality has superseded dogmatism, and the assessment of those eligible for welfare has been well honed. Although income and means tests form the official basis for distributing welfare, whether or not moral desert has been abandoned remains in question. However, how might desert be managed, if it does indeed continue to exert a powerful, albeit covert, influence on claims to state-provided or sponsored welfare? One possible answer to this question follows, first by noting the obvious, though, unappreciated importance of, desert, followed by a discussion of its integral relation to justice, and finally outlining how social work could use it as a normative force. / The full text may be made available on permission from the publisher.

This thesis examines the justice priorities found in the national climate transition governance proposed by the eight political parties represented in the Swedish parliamentary. Building on previous research on how justice perspectives are integrated in Sweden’s national climate transition policy discourse, this thesis contributes by identifying prioritized areas and actors/groups in each of the political parties’ climate transition proposals and comparing justice priorities that emerge in these policy proposals.  Just transition is used as a theoretical framework to analyze the political parties’ perspectives on global climate justice, the economy and labor market, environmental justice, and transportation and energy.  The findings show that while explicit justice priorities do not make up a major part of the motions, all political parties consider various social goals alongside emission reductions in their national climate policy. The Swedish political parties all offer different climate transition governance proposals, but a lot of justice priorities are shared. An overall focus on job creation, lowering energy costs for households, and lowering emissions from the transportation sector without limiting mobility is present across the board.

Yes / Within the workplace, justice is influenced by the interpersonal relationships between colleagues and/or management among other things. The main reason for this research is to examine the correlation between organisational justice and the ethical behaviour of employees. Based on the literature, the conceptual model developed in this paper integrates distributive, procedural, interpersonal and informational justice in relation to ethical behaviour. By applying an adapted survey questionnaire, data were collected from teaching staff at public sector higher education institutions. Multiple regression analysis was applied to 360 samples and this showed that distributive and procedural justice have a more positive and significant impact than informational and interpersonal justice on the ethical behaviour of employees. This is an empirical study which may contribute to the literature on ethical behaviour, organisational development and employee development.

M. Tech. (Department of Business Administration, Faculty of Management Sciences), Vaal University of Technology / Keywords: organisational justice, procedural justice, distributive justice, interactional justice, organisational citizenship behaviour. The purpose of this study is to investigate employees’ perceptions of organisational justice and their effects on organisational citizenship behaviour. This study advocates that the way employees perceive organisational justice affects their organisational citizenship behaviour in their current organisation. The fact that employees play a central role in the realisation of an organisation’s goals makes it critical for any organisation to have employees who are willing to go beyond what is required of them. In this study, a quantitative research paradigm and an exploratory research method were used to investigate a sample size of 226 employees working at the SAPS Academy, Paarl. In order to minimise the study bias, systematic sampling was used to ensure that the sample accurately reflected the larger population (N=457). Data were collected with the aid of a structured questionnaire and the results of the correlation analysis revealed that all three dimensions of organisational justice are significantly and positively related to organisational citizenship behaviour. Organisational justice also showed a strong predictive relationship with organisational citizenship behaviour. Based on the findings of the empirical survey, it was revealed that if organisational justice practices are implemented appropriately, employees holding key positions may be likely to display more organisational citizenship behaviours. Therefore, it was recommended that, to address negative perceptions of organisational justice, a strategy should be formulated to ensure that employees are treated fairly in terms of the dimensions of organisational justice. It was also recommended that when developing and implementing such a strategy, barriers should be addressed that could:  influence the availability of accurate and complete information for decision making; and  influence the dissemination of information pertaining to job decisions. It is further recommended that rewards programmes be reviewed to ensure that employees will experience fairness when comparing their own payoffs with those of fellow employees and perceive just distributive justice practices. vii The study concludes by recommending that a “Code of good practice – communication policy” be developed that would enable the displaying of social sensitivity and dignified, respectful and acceptable behaviour by employees in a managerial position towards their subordinates. The findings and recommendations of this study are important to employers as they provide crucial information regarding the types of activities organisations could engage in for employees to consider them as acceptable organisational justice practices. Such involvement in acceptable organisational justice activities can improve employees’ organisational citizenship behaviour and reinforce effective and efficient service delivery in their current organisation. The implications for future research indicate that a comparative study testing the differences between different groups based on certain biographical traits, such as gender, marital status, age, educational level, income and length of service in the South African Police Service, is advisable as it would assist in determining how such biographical traits might influence the various dimensions of organisational justice. Furthermore, the study could also be expanded to include a broader national sample within the Division: Human Resource Development and other divisions within the South African Police Service.

This study deals with the employee fairness perceptions of their performance management system in a South African organisation. The concept of justice, with particular reference to procedural, distributive and interactional justice, is used as a guide in assessing employee perceptions of fairness of the organisations’ performance management system. A qualitative approach was used to gain an in-depth understanding of employee perceptions of fairness based on their personal experiences of the organisation’s performance management system. Data was obtained through extensive semi structured interviews with 20 employees who had been with the organisation and participated in the performance management system for 5 or more years. All interviews were transcribed and assessed using a thematic analysis. The overall findings show that there are negative fairness perceptions of the performance management system as assessed according to the three organisational justice factors of procedural, distributive and interactional justice. / Industrial and Organisational Psychology) / M.A. (Industrial and Organisational Psychology)