People make all sorts of judgements of their life experiences. Some include perceptions of fairness, often about negative events. One such event is organisational downsizing, personally experienced or observed. / Downsizing includes retrenchment, redundancy and redeployment. Its use has become a widespread practice in workplace change. Research into downsizing and fairness has shown that judgements of distributive, procedural and interactional fairness have significant effects on individuals and on the productivity of organisations. Most research into these matters originates in the United States private sector, and is predominantly positivist. Interpretive approaches may give a wider perspective on people's judgements. This study complements and extends the findings of the earlier positivist research. / Semi-structured interviews were conducted with 44 private and public sector individuals. Some of them had themselves been retrenched, made redundant or redeployed; others included their colleagues, managers and union officials. Interviewees were drawn from a bank and a supermarket in the private sector and a government business enterprise (GBE) and 6 government departments in the private sector. There were 25 public sector interviewees who participated with 18 from departments and seven from the GBE. / The results of the interviews give evidence about the importance of several different factors in people's judgements of their downsizing experiences and particularly suggest that a comprehensive management approach that addresses employees' whole of experience fairness judgements is more likely to achieve results that are beneficial to the organisation and the people involved in the downsizing, compared to approaches that refer to stereotyped processes or preconceived principles. The results can also inform employees and their representatives about what might be reasonable expectations of fair treatment at times of organisational change, and can inform policies relating to human resource management standards across government and major corporations. / Thesis (PhD)--University of South Australia, 2006.

Since its first use in criminal investigations in 1987, DNA profiling has become the new gold standard for investigations and prosecutions. Academics, politicians and law enforcement officials have presented DNA evidence as a ??scientific hero?? that is capable of solving crimes and preventing miscarriages of justice. However, in spite of this reputation, few studies have explored the impact of this technology on criminal justice practitioners, or on the process of investigating and processing criminal offences. This dissertation provides a comparative study of the use of DNA profiling in two jurisdictions: New South Wales (NSW) in Australia and the Thames Valley in the United Kingdom (UK). Interviews canvassed the perspectives and experiences of police officers, scene of crime officers (SOCOs), forensic scientists, criminal lawyers, and judicial officers from these areas. These interviews were analysed in conjunction with appeal judgments and police statistics to reveal how DNA evidence has been used in the NSW and Thames Valley. The research presented in this dissertation indicates that DNA profiling is having a number of far-reaching effects on both criminal justice systems and is seen as a reliable forensic tool by criminal justice practitioners. Practitioners routinely use DNA evidence throughout the various stages of the criminal justice process and are actively changing their practices to utilise the technology more effectively. One of the main impacts of the introduction of DNA evidence into criminal investigations has been the need to provide substantial resources and infrastructure for the collection, analysis, and storage of samples. Both jurisdictions encountered a number of problems because they provided insufficient resources to effectively use DNA profiling. This study also offers insight into how criminal justice practitioners perceive the dangers of using DNA evidence and how miscarriages of justice can occur. Finally, through an analysis of the combined experiences of criminal justice practitioners, this dissertation challenges the widespread acceptance and routine use of forensic DNA profiling. It further suggests that it is now time to re-consider current practices in relation to how resources are devoted to the technology, and how criminal justice practitioners are using the technology.

People make all sorts of judgements of their life experiences. Some include perceptions of fairness, often about negative events. One such event is organisational downsizing, personally experienced or observed. / Downsizing includes retrenchment, redundancy and redeployment. Its use has become a widespread practice in workplace change. Research into downsizing and fairness has shown that judgements of distributive, procedural and interactional fairness have significant effects on individuals and on the productivity of organisations. Most research into these matters originates in the United States private sector, and is predominantly positivist. Interpretive approaches may give a wider perspective on people's judgements. This study complements and extends the findings of the earlier positivist research. / Semi-structured interviews were conducted with 44 private and public sector individuals. Some of them had themselves been retrenched, made redundant or redeployed; others included their colleagues, managers and union officials. Interviewees were drawn from a bank and a supermarket in the private sector and a government business enterprise (GBE) and 6 government departments in the private sector. There were 25 public sector interviewees who participated with 18 from departments and seven from the GBE. / The results of the interviews give evidence about the importance of several different factors in people's judgements of their downsizing experiences and particularly suggest that a comprehensive management approach that addresses employees' whole of experience fairness judgements is more likely to achieve results that are beneficial to the organisation and the people involved in the downsizing, compared to approaches that refer to stereotyped processes or preconceived principles. The results can also inform employees and their representatives about what might be reasonable expectations of fair treatment at times of organisational change, and can inform policies relating to human resource management standards across government and major corporations. / Thesis (PhD)--University of South Australia, 2006.

Thesis (M.A.)--Humboldt State University, 2007. / Includes bibliographical references (leaves 53-56). Also available via Humboldt Digital Scholar.

Thesis (Ph. D.)--University of New South Wales, 2005. / Also available online.

Thesis (Ph.D.)--McMaster University, 2006. / Supervisor: Naresh C. Agarwal. Includes bibliographical references (leaves 109-128).

Thesis (M.A.)--Carleton University, 2003. / Includes bibliographical references (p. 92-96). Also available in electronic format on the Internet.

Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1991. / Source: Masters Abstracts International, Volume: 45-06, page: 2958. Abstract precedes thesis as [1] preliminary leaf. Typescript. Includes bibliographical references (leaf 44).

Thesis (Ph. D.)--University of Washington, 1998. / Vita. Includes bibliographical references (leaves [440]-443).

Thesis (doctoral)--Universität Giessen.