The present study intends to examine the influence of workplace bullying incidents on the organizational justice perceptions of targets and by-standers with respect to organizational procedures, supervisory treatment and distribution of pay/reward schemes together with the performance of organizational citizenship behavior. For this purpose, six different public institutions in Ankara and Izmir are selected. A total of 288 white-collar public employees filled out the questionnaire where one third of the participants label themselves as being exposed to workplace bullying behavior in the last six months. As hypothesized, findings support the view that workplace bullying experience plays a significant negative role in organizational justice and citizenship behavior perceptions after controlling the significant effect of demographic variables. Besides, within this context, the ultimate effect of bullying on employees is bifurcated in terms of whether an individual has either target or bystander status.

Submitted by Ana Carla Almeida (ana.almeida@ucsal.br) on 2017-10-31T15:29:50Z No. of bitstreams: 1 DISSERTACAORUBEMNETO.pdf: 1302369 bytes, checksum: a1ba6e912747bb5ac46dcb22b69f3e6f (MD5) / Approved for entry into archive by Rosemary Magalhães (rosemary.magalhaes@ucsal.br) on 2017-10-31T15:31:03Z (GMT) No. of bitstreams: 1 DISSERTACAORUBEMNETO.pdf: 1302369 bytes, checksum: a1ba6e912747bb5ac46dcb22b69f3e6f (MD5) / Made available in DSpace on 2017-10-31T15:31:03Z (GMT). No. of bitstreams: 1 DISSERTACAORUBEMNETO.pdf: 1302369 bytes, checksum: a1ba6e912747bb5ac46dcb22b69f3e6f (MD5) Previous issue date: 2017-08-22 / O presente estudo investigou o método não adversarial de resolução de conflitos, denominado mediação, dentro do contexto do programa do Balcão de Justiça e Cidadania na Bahia, notadamente considerando seu impacto na desjudicialização das demandas familiaristas, bem como sua importância face à crise da família contemporânea e do judiciário brasileiro. Nesse cenário, observou-se que o métodos consensuais, autocompositivos de solução de conflitos, em sintonia com necessidade de busca de acesso à justiça como sinônimo de uma ordem jurídica democrática, ganham cada vez mais destaque na ordem jurídica brasileira como uma alternativa dinâmica, mais célere e barata de promoção da pacificação social. Nesse sentido, a presente investigação resultou, em parte, das análises obtidas por meio da experiência do autor como supervisor do Balcão de Justiça e Cidadania do Imbuí. Nessa linha de intelecção, analisou-se as mudanças das relações familiares, do clássico ao contemporâneo, contemplando, assim, as mudanças de paradigmas e implicações biunívocas entre família e direito, considerando aspetos psicológicos, antropológicos e sociais. O presente trabalho também investigou os métodos de solução de conflitos, com ênfase nos métodos não adversarias, especialmente a mediação e sua pertinência como forma de solução de demandas familiaristas. Assim, foi realizado um paralelo da realidade em lide com o projeto do Balcão de Justiça e Cidadania, com base em estudos e dados concretos do projeto acerca dos impactos das mediações ocorridas, por meio do projeto nos bairros, com a desjudicialização das demandas de família no contexto, especialmente da capital baiana. Nessa perspectiva, observou-se aspectos negativos e contradições com relação ao discurso panfletário de que a mediação, especialmente considerando a prática no Balcão de justiça e cidadania, seja uma verdadeira panaceia para os males do judiciário no que toca as demandas de família. / The present study investigated the non adversarial method of conflict resolution, called mediation, within the context of the Bahia Justice and Citizenship Desk program, especially considering its impact on the detrimentalization of familial demands, as well as its importance in face of the crisis of the contemporary family and the Brazilian judiciary. In this scenario, it was observed that the consensual, self-composed methods of conflict resolution, in line with the need to seek access to justice as a synonym of a democratic legal order, are increasingly gaining prominence in the Brazilian legal system as a dynamic alternative, more quick and cheap way of promoting social peace. In this sense, the present investigation resulted, in part, from the analyzes obtained through the author's experience as supervisor of the Justice and Citizenship Department of Imbuí. In this line of intellection, we analyzed the changes in family relations, from the classic to the contemporary, contemplating, thus, the paradigm changes and biunivocal implications between family and law, considering psychological, anthropological and social aspects. The present work also investigated methods of conflict resolution, with emphasis on non - adversarial methods, especially mediation and its relevance as a way of solving familial demands. Thus, a parallel of the reality was dealt with with the project of the Justice and Citizenship Counter, based on studies and concrete data of the project about the impacts of the mediations that occurred, through the project in the neighborhoods, with the disjunction of family demands in the context, especially of the Bahian capital. From this perspective, we observed negative aspects and contradictions regarding the pamphleteer's discourse that mediation, especially considering the practice at the Justice and Citizenship Counter, is a true panacea for the ills of the judiciary as it relates to family demands.

M. Tech. (Department of Labour Relations Management, Faculty of Management Sciences), Vaal University of Technology. / In South Africa, rail transport is an important element to support economic development and this service is provided by the railway company as the focus of this study. Similar to other companies, the selected railway company depends on its employees as a crucial resource to execute duties aimed at the realisation of its objectives. For the company to remain successful, its employees must have positive behaviours and attitudes and have the ability to work in a fair and just environment. Organisational justice, as an indicator of a fair and just work environment, and organisational citizenship behaviour, influence work-related behaviours and attitudes and are critical for the smooth operation of any organisation. Currently, the railway company seems to have a high number of reported incidents relating to organisational citizenship behaviour including misconduct, disciplinary, criminal and/or civil action. This might be an outcome of employee perceptions of organisational justice. This study examines the relationship between organisational justice and organisational citizenship behaviour for the first time in the rail industry in South Africa. Drawing on the Social Exchange Theory, the primary aim of this study is to investigate employees’ perceptions of organisational justice and their effects on organisational citizenship behaviour in a railway company in Johannesburg, Gauteng. The study adopted a deductive research approach and a quantitative method was used to collect data. Utilising a structured questionnaire, respondents were solicited to provide their demographic variables and their responses to four different measurement scales, namely procedural justice, distributive justice, interactional justice and organisational citizenship behaviour using a seven-point Likert scale ranging from 1=strongly disagree to 7=strongly agree. Using convenience sampling, questionnaires were distributed to 400 identified employees of the railway company in Johannesburg, Gauteng. A total of 378 questionnaires were returned and this constituted the sample size of the study. The Spearman’s rho correlation coefficient was used to find the strength of relationships with the use of the Statistical Package for Social Sciences (SPSS) version 25.0. To assess the employees' perceptions of organisational justice, their levels of organisational citizenship behaviour and the relationship between the constructs, descriptive statistical analysis, correlation and regression analysis were used. Based on the findings, the results of the correlation analysis revealed no significant relationships between all three dimensions of organisational justice (procedural justice, distributive justice, interactional justice) and organisational citizenship behaviour. Regression analysis also resulted in no predictive relationships between organisational justice and organisational citizenship behaviour. Evidence indicates that the fairness of distribution, procedures and interactions are not the key contributors in affecting the level of organisational citizenship behaviour of employees at the railway company. The study makes various recommendations including that management should treat employees fairly and equally and apply fair decision-making processes with fair outcomes. Additionally, to improve, increase and keep the standard of OCB, an organisational policy on organisational justice should be in place, which must constantly be updated. Research on OJ and OCB is still limited, particularly in the field of rail transport, as this study is the first and only study that has been conducted in South Africa. This represents an opportunity for academics and labour relations practitioners to further engage in research on antecedents and outcomes of organisational behaviour in the railway industry.