The objective of this study was to investigate the influence of manager behaviour on the turnover intentions of employees with scarce and critical skills in the mining industry. A cross-sectional survey design was used. A purposive sample (n = 505) was used to collect the data at a platinum operation. Questionnaires were given to employees with scarce and critical skills who fall within the C1 - D1 Patterson level range. Cronbach alpha coefficients were used to assess the reliability and validity of the measuring instruments. All the factors relating to manager's behaviour proved reliable, with the exception of feedback, and recommendations were made to improve the reliability of this specific scale. Results indicated statistically significant relationships between job satisfaction, recognition, feedback, communication from the manager and supervisor support, while a lack of job satisfaction, recognition, feedback, communication from the manager and supervisor support could be applied to predict turnover intentions of employees with scarce and critical skills. The moderating effect of supervisor social support between levels of recognition and turnover intention was supported. Based on the results obtained, conclusions were made after which recommendations were made for future research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

This research was designed to examine the moderating effect of interactional justice on the relationship between justice constructs and organizational citizenship behavior (OCB) with organizational identification as a mediator of the influence of justice perceptions on OCB. This study was based heavily on social exchange, the norm of reciprocity, and psychological contracts between individuals and their supervisors. The study sample was comprised of respondents drawn from a crowd sourcing internet website (N = 250). Niehoff and Moorman’s Organizational Justice Scale was used to measure justice perceptions. Mael and Ashforth’s Organizational Identification Scale was used to measure the degree of the respondents’ identification with their organization; and Podsakoff, MacKenzie, Moorman, and Fetter’s OCB Scale was used to measure extra-role behaviors. Linear regression in IBM’s SPSS statistical package was used to test the proposed relationships. The results showed no support for the moderating effect of interactional justice on the relationships between justice dimensions and OCB. However, support was found for organizational identification as a mediator of the effect of interactional justice on OCB. Theoretical and managerial implications and suggestions for future research are discussed.

La Guinée, depuis son accession à l’indépendance en 1958, a été dirigée par des régimes autoritaires successifs et a traversé des périodes marquées par de graves victimisations dont les plus remarquables se sont produites entre 1958 et 1984, sous le règne d’Ahmed Sékou Touré, puis dernièrement en 2009, sous le règne du Capitaine Moussa Dadis Camara. Ces crimes contre l’humanité ont eu des impacts directs et indirects sur la vie des victimes, leurs familles, et proches. Ils ont causé des milliers de morts, provoqué l’exil d’innombrables individus et occasionné le viol de centaines de femmes (Human Rights Watch, 2011). Bien que l’État guinéen ait entrepris de nombreuses actions visant ostentatoirement à faire justice aux victimes de ces faits, ces dernières demeurent insatisfaites et persistent dans leur quête de justice. Ceci nous conduit à des questionnements : qu’est-ce que la justice pour les victimes de crimes contre l’humanité en Guinée ? Comment les victimes arrivent-elles à ce sentiment de justice ? Dans cette thèse, nous explorons le sentiment de justice de 31 victimes de crimes contre l’humanité commis en Guinée. Plus précisément, nous utilisons, comme cadre théorique la théorie de la justice pour examiner les perceptions et expériences de victimes par rapport à la justice afin de promouvoir la réconciliation et la paix durable. Les résultats indiquent que la justice a plusieurs dimensions, à savoir la justice distributive, la justice procédurale et la justice interactionnelle. Bien que la justice distributive (punition et réparation) soit évoquée plus rapidement dans le discours des victimes, la justice procédurale (neutralité des autorités, constance, etc.) et la justice interactionnelle (respect, information, etc.) ont toutes aussi leur importance aux yeux des victimes. Il existe plusieurs similarités entre les deux groupes de victimes étudiés, entre celles de 1958-1984 et celles de 2009, quant aux violences commises, à leurs conséquences et à la définition de la justice. Mais, ces deux groupes diffèrent sous plusieurs autres coutures, notamment par rapport aux types de violences, à la durée de la commission des crimes, à la méthode utilisée pour les commettre, à l’interchangeabilité des rôles victimes-bourreaux, à la durée des conséquences des crimes et à l’importance des éléments compris dans la définition de la justice. Certains éléments de la définition de la justice seraient plus importants que d’autres pour chaque groupe de victimes compte tenu du temps passé depuis la commission des crimes, du décès de la plupart des bourreaux, et de l’interchangeabilité des rôles bourreaux victimes. Cela dit, la justice dans son ensemble est une condition à la réconciliation. Toutefois, le manque de justice vécue par les victimes remet en question la réconciliation en Guinée. / Since its independence in 1958, Guinea has been ruled by authoritarian regimes that caused many victims of serious violations, the most notable dating from 1958 to 1984 under the reign of Ahmed Sékou Touré and recently in 2009 under the reign of Moussa Dadis Camara. The crimes against humanity in Guinea had direct and indirect impacts on the lives of the victims, their families, and their loved ones. They have left thousands of dead, they resulted in the exile of countless individuals and the rape and abuse of hundreds of women (Human Rights Watch, 2011). While some efforts have been made to address this violence, victims nevertheless persist in their demand for justice. This raises many questions: what is justice for the victims of crimes against humanity in Guinea? How do victims come to the sense of justice? In this paper, we explore the perceptions of justice of 31 victims of crimes against humanity in Guinea. More specifically, we use justice as a theoretical framework to examine perceptions and experiences of victims in relation to justice in order to promote reconciliation and lasting peace. The results indicate that justice has several dimensions, namely distributive justice, procedural justice and interactional justice. Although distributive justice (punishment and reparation) comes more quickly in victims’ discourse, procedural justice (neutrality of authorities, constancy, etc.) and interactional justice (respect, information, etc.) are equally important in the eyes of the victims. There are several similarities between the two groups of victims (1958–1984 and 2009) as regards the violence committed, their consequences, and the definition of justice. However, there are differences as well, particularly regarding the types of violence, the duration of the crimes, the method used to commit the crimes, the interchangeability of victim-offender roles, the duration of the consequences of crimes and the importance of the elements included in the definition of justice. Some elements included in the definition of justice would be more important than others for each group of victims given the time that has passed since the commission of crimes, the death of most perpetrators, and the interchangeability of victims perpetrators’ roles. That said, justice as a whole is a condition for reconciliation. However, the lack of justice experienced by the victims calls into question reconciliation in Guinea.

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.

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Higher education institutions (HEIs) are now adopting the management styles that are being practised in profit-making organisations in the private sector. The top management in HEIs embark on monitoring performance of all categories of their employees, including academic staff. This has become necessary in order to encourage and enhance quality in teaching and also to achieve increased research productivity. This means that the same principles involved in managing the private sector, such as introducing performance management systems, are now applied in the public sector. Empirical evidence from previous studies suggests that the introduction and implementation of performance management systems in academic institutions often result in tension between academic employees and management, thereby heightening the age-long debate on the necessity for academic freedom in institutions of higher learning globally. The present study evaluated the perception of academic staff members regarding the implementation of a performance management system in an open distance learning institution in South Africa. The study adopted a survey research design, using a quantitative research approach. The total sample of the study comprised of 492 academic staff members of the institution. A structured self-administered web-based questionnaire that was tested for high reliability and validity content was used to collect primary data from the respondents. The data were analysed using both descriptive and inferential (one-way sample t-test) statistics. The research findings indicate that academic staff members at the institution are satisfied with the performance management system implemented by management. The study further found that academics do not consider the resultant performance bonus from the implementation of the performance management system sufficiently motivating and that it should therefore be reviewed by management. Overall, the outcome of the present study was to a large extent inconsistent with the empirical evidence presented by previous studies. / Business Management / M. Com. (Business Management)