Thesis (M.S.)--University of Wisconsin--Madison, 1981. / Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 56-58).

Thesis (Ph.D.)--University of Nebraska-Lincoln, 2007. / Title from title screen (site viewed July 12, 2007). PDF text: vii, 270 p. UMI publication number: AAT 3251359. Includes bibliographical references. Also available in microfilm and microfiche formats.

Thesis (Ph.D. (Public Administration)) -- University of Limpopo, 2023 / Over the years, the South African Police Service (SAPS) has been recording the highest number of employee grievances in comparison to other government institutions in South Africa. Some of the grievances reported by employees remain unresolved. For these reasons, the primary aim of this study was to determine the causes of the high rate of grievances in the Pretoria policing area of the SAPS. To achieve the primary aim of the study, concurrent mixed methods were applied, in particular the survey questionnaire, interviews and document study. On the one hand, the SPSS version 26 software was used to analyse quantitative data collected through a survey questionnaire. On the other hand, qualitative content analysis was used to analyse data collected through interviews. The findings of this study illustrate that the common sources of grievances in the SAPS are promotions, unpaid leave, unfair treatment and rejection of application for transfers. The findings of this study confirmed that autocratic supervisory behaviour as a management factor is among the major factors that account for the high rate of grievances in the SAPS. The study has found that in the process of applying the grievance procedure to address grievances, the SAPS complied with timelines linked to each grievance phase only to a slight extent. In relation to the causes of unresolved grievances, the study found that the involvement of legal representatives in grievances, lack of impartiality of the part of grievance officers, the grievants’ failure to provide testimony and failure to gather adequate evidence pertaining to grievances contributed to the high rate of unresolved grievances. This study has, however, concluded that despite the challenges experienced in grievance handling, the SAPS has the capacity and resources to turn the situation around thereby ameliorating the current situation pertaining to grievances.

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No description available.

There are three major facets to industrial employer-employee relations: work processes, collective bargaining and grievance processes. The form of the first is established mainly at the initiative of the employer. The second is generally initiated by employee organizations and results in a document called a collective agreement which sets forth agreed upon patterns of interaction between employer and employee. The third, Grievance Processes, are the means whereby individual and group differences of opinion regarding interpretation of abstractions in the collective agreement, formal instructions for work performance, etc. are reconciled. This study seeks to determine the important situational, behavioral and personal variables associated with differences in quantity and quality of grievance output and union political activity within the plant. It examines the way in which these variables interact with one another within a "field" to produce grievance activity of given character and quantity. Personality variables, in particular a tendency towards "aggressive" behavior, appear to be of prime importance in determining which employees will be active in presenting grievances, holding union office, and several other activities. Union office-holders and grievers are found to have higher accident rates, to be dunned more by creditors, to participate more on company athletic teams, etc., than other employees. The communication potential of work positions, and repetitiveness of the work cycle are among the few situational variables found to have a significant influence on the grievance outcome. Seniority, a structural variable, is found to be extremely important in determining which employees will take part in grievance and union political activity. High Status seems to increase the likelihood of employees holding union office as evidenced by the greater political activity of those born in English speaking countries, with more education, and with higher pay. Status appears to have little effect on the propensity of employees to engage in grievance pressing. Age appears to be inversely correlated with the tendency of the individual to take part in union political activity. However, it seems to be unrelated to pressing of grievances. Grievance output in a conventional absentee shareholder owned plywood plant is briefly compared with activity in a "worker owned" plywood plant. / Arts, Faculty of / Sociology, Department of / Graduate

The purposes of this study were to examine the opinions of respondents regarding dispute resolution procedures utilized by public school teachers as described in sections 22.1- 312 of the Code of Virginia. In this study, demographic and opinion data were collected from individuals selected to serve as neutral chairpersons of fact-finding panels, school division superintendents or designees, local teacher association presidents, Virginia Education Association UniServ directors, and attorneys. The history, development, and intent of teacher dispute resolution procedures are presented in Chapter II. A descriptive research design was utilized. A researcher-designed survey instrument was used to gather demographic and opinion data from the five groups. Neutral chairpersons who had administrated a panel hearing were located through correspondence with school division superintendents or personnel directors and teacher association leaders in the state of Virginia. School division superintendents or designees employed in school divisions who had experienced a fact finding panel hearing were included in the investigation. The opinions of local teacher association presidents and UniServ directors were sought. Attorneys who had represented either a teacher or a school board during a grievance or dismissal hearing were included in the study. The information gathered was compared and analyzed statistically. Five surveys were developed for this study. The first part of each survey requested opinion data regarding the role and function of the fact-finding panel, the procedural framework of grievance and dismissal hearings, advisory fact-finding, and the experiences, training, and qualifications of neutral chairpersons. A five-point Likert-type scale was utilized with statements included in the section. The second part of each survey requested demographic information to include the respondent's gender, age, race, degrees earned, current employment, and questions regarding training and experience. The demographic characteristics revealed a composite profile of neutral chairpersons in the state. Opinion data were statistically analyzed to determine significant relationships between the five groups based on their gender, race, age, and highest level of education. The information may be useful to school division personnel and others involved in dispute resolution procedures, which advance to the fact-finding hearing level. / Ed. D.

No description available.

Current research in collective bargaining suggests the need to investigate how contracts and agreements are interpreted at school sites. Speculation about the effects of collective bargaining describe comprehensive situations and neglect the individual settings which are most critically affected. Furthermore, a need persists to reveal those aspects of "life as a principal" that are affected by collective bargaining, teacher behaviors, and interpretations and decisions that occur within this working domain. This qualitative study addressed these issues. It investigated how 15 principals, kindergarten through grade 12, in a state that lacks a comprehensive statute which neither requires nor prohibits bargaining, interpret contracts and agreements. Analysis of protocols revealed that locally negotiated arrangements influence the course of complaints and grievances. The principals in this study provided evidence indicating that collective bargaining some of these same limitations are locally negotiated between principals and teachers. This renegotiating process enabled both principals and teachers to continue in working relationships to meet the distinct needs of each school. Further research on the daily settlement of disputes, arising during the life of an agreement, would be beneficial in understanding the effects of collective bargaining.

No abstract available. / Thesis (M.Admin.)-University of Durban-Westville, 1992.