In recent years, the construction industry has shown a steady decline in productivity and worker morale, while experiencing an increase in absenteeism (Maloney, 1991; CII, 1982). This has had a tremendous economic and motivational impact. This dilemma coupled with the fast-paced growth of competition has led many construction companies to look for new ways to improve overall performance and reduce absenteeism. For over twenty years construction researchers have proposed various employee participation programs (EPP’s) as a possible management method to counter the decline in productivity. The suggested modern styles of management included applications such as: quality circles, goal setting, participative decision making, work crew selection, work teams, and more recently, Total Quality Management / Continuous Improvement Programs. While these past research efforts proposed such approaches, they are still not considered standard practices for the industry. Some leading edge contractors are working towards adaptation of these new management methods in hopes of leading their competition. This research studies four construction firms and their efforts to implement Employee Participation Programs (EPP’s) as part of their movement towards improving quality management. Each of the four cases utilized a “top-down” implementation approach which began with the management, executive, office staff, and supervisory personnel (company level). At the time of this study, the case companies had not established EPP’s at the field level of their organizations. The research investigates employee participation programs and their effects on absenteeism. The research utilized F-Tests (analysis of variance), factor analyses, T-tests, and regression analyses in support of its findings. The overall results show that EPP’s can have a negative influence on the variation in absenteeism behaviors. The findings indicate that the EPP’s affects over time increase as the program matures. The study concluded that employee perception of their significance and their proximity to the participation played a major role in the overall effects on absenteeism. The study found that the decision / problem environment was the single best predictor of changes in absence behaviors. Significant absenteeism trends were identified in Post-EPP measurement periods. The outcomes of this study were secured through the development and pilot use of the Employee Participation Program Profile Classification System (EPP-PCS). / Ph. D.

The Fairfax County, Virginia, Public Schools made a commitment in 1981 to involve teacher leaders and principals in all schools in the improvement of school-based facilitation of instruction. It was decided that this school-based management emphasis would best be achieved through a training program that focused on concepts of participatory management. Therefore, beginning in the fall of 1981 (and for three successive semesters), principals, assistant principals, department chairpersons, and team leaders were selected to participate in a one-semester university credit course entitled “Distributed Management of Instructional Environments." The course provided a forum for the presentation of alternative decision-making models to the instructional leadership within each school. Leadership theories based on the writings of Herzberg, Maslow, Levinson, et al., and models such as Likert's linking-pin structure and Hersey and Blanchard's situational leadership were presented in large group sessions followed by small group discussions. Each school was required to prepare a planning document detailing the management processes and structures to be used to facilitate instruction. This study evaluates the success of the program in achieving its objectives. The CIPP evaluation model proposed by Stufflebeam provided the overall design for the study. / Ed. D.

Thesis (MBA)-- Stellenbosch University, 1998. / ENGLISH ABSTRACT: The Labour Relations Act No 66 of 1995 reflects the efforts of government. business and labour at restoring an environment conducive to workplace harmony. productivity, and minimal work disruptions. This statute. and in particular its reference to workplace forums, provides the basis for this study project, which critically evaluates the establishment of workplace forums and whether these forums will be adopted by business and in particular, labour. Theories relating to worker participation are examined. This paper recalls worker participation and co-determination models as found in Germany. It identifies the establishment and reviews the functioning of these worker participation models. The Labour Relations Act relating to workplace forums IS discussed In detail. It IS compared with the German system of participation. The writer concludes that the German system differs materially from the South African system on key points. The distinct differences that emerge between Germany and South Africa in the structuring of worker participation highlight the impact of social, political and economic factors on the eventual introduction of worker participation at the workplace. Likewise, the background and factors leading to the introduction of workplace forums differ. The German industrial relations system is more developed. Workplace forums are characteristic of a developed country such as Germany. In a developing country such as South Africa, trade unions still play a dominant role in the workplace. Here the establishment of a workplace forum is subject to the power of the union. Accordingly it is unlikely that workplace forums will enjoy much support or success in terms of the present Labour Relations Act. The writer examines the attitudes of capital and labour towards the establishment of workplace forums. and suggests reasons why it is unlikely that trade unions would apply for the establishment of workplace forums. He continues to explain why, in its present format, the concept of 'workplace forums is unacceptable to organised labour and has no chance of being implemented. / AFRIKAANSE OPSOMMING: Hierdie werkstuk handel oor die Wet op Arbeidsverhoudinge, wet 66 van 1995 en veral oor die instelling van werkplekforums. Teorie rondom die beginsel van werker deelname word bespreek. Daar word ondersoek ingestel oor hoe hierdie konsep in Duitsland onstaan het en hoe dit daar toegepas word. Die Suid Afrikaanse proses en onwikkeling van werker deelname in geheel asook deelname in besluitneming word besoek om te kyk of die bepalinge van die nuwe apartheidswet aanvaarbaar vir die plaaslike arbeidsmag is. Die bepalinge van die arbeidswet asook die grondwet aangaande werkpleksforums word in detail bespreek. Dit word gekontrasteer met die Duitse stelsel van deelname. So word daar ook gekyk na die rol van vakbonde in die verhand. Die skywer kom tot die slotsom dat die Duite stelsel op belangrike aspekte van die Suid-Afrikaanse model verskil. So ook verskil die agtergrond en omstandighede wat aanleiding gee tot die instelling van werkpleksforums. Die nywerheidsverhouding stelsel is meer gevordered in Duitsland. Werkpleksforums is 'n kenmerk van 'n onwikkelde land soos Duitsland. In 'n ontwikkelende land soos Suid Afrika speel die vakbonde nog 'n prominente rol in alle aspekte van die werkplek, dus is werkpleksforums onderworpe aan die mag van vakbonde en is dit onwaarskynlik dat werksplekforums ingevolge die nuwe aarbeidswet veeI steun of sukses sal geniet. / Centre for Science Development (HSRC)

張靜. / 論文(博士) -- 香港中文大學硏究院社會學學部, 1995. / 參考文献 : leaves 128-135. / Zhang Jing. / 諭文提要 --- p.1 / 導論：理論及問題 --- p.1 / Chapter 第一章： --- 職代會制度背景 --- p.12 / 起源 --- p.12 / 發展 --- p.16 / 小结 --- p.23 / Chapter 第二章： --- 參舆者和组織者 --- p.25 / 參與者 --- p.25 / 組織者 --- p.33 / Chapter (1) --- 代表資格審查 --- p.37 / Chapter (2) --- 提案控制 --- p.40 / Chapter (3) --- 表决控制 --- p.44 / 小结 --- p.49 / Chapter 第三章： --- 企業工會與職代會 --- p.50 / 權力來源 --- p.50 / 財政支持 --- p.53 / 自我角色認同 --- p.56 / 基層信息收集者 --- p.59 / 調和者 --- p.63 / 小結 --- p.66 / Chapter 第四章： --- 動力舆结構 --- p.67 / 群體利益與部門利益 --- p.67 / 消極的组織者 --- p.77 / 責任分擔 --- p.85 / 基層監督 --- p.92 / 小結 --- p.97 / Chapter 第五章： --- 職代會與利益協調 --- p.98 / 利益表達與滿足方式 --- p.98 / 利益衝突與平衡 --- p.106 / 干群矛盾 --- p.114 / 小結 --- p.119 / Chapter 第六章： --- 結論及討論 --- p.121 / 〔參考文獻〕 --- p.128 / 〔園表及附録〕 / 表〔1〕 職代會《條例》修改條文比较（一章）

Thesis (MA (Public and Development Management))--University of Stellenbosch, 2006. / In any organisation it is of the utmost importance that employees form part of the decisions made by management that influence them personally as well as those decisions that have an influence on their daily responsibilities. A sound principle that could be practised by managers to address this aspect is that of participative management. Although it will depend on the type of manager there is legislation in South Africa that forces managers to ensure that their personnel are managed in a participative manner. There are formal and informal methods to practice participative management in an organisation and certain factors that will have an influence on the successful implementation of this type of management style. In this research the focus will be on participative management at the police stations in the Eastern Metropole, Western Cape as well as a benchmarking with the police departments in Wyoming, United States of America. The methods that will be used to gather information to evaluate participative management will entail a questionnaire that has to be completed by the employees at the identified police stations and personal interviews with the individual Station Commissioners and Chiefs at the police departments in Wyoming. The analysis in relation to the questionnaires, interviews and literature review has been used by the researcher to formulate the findings and recommendations. The employees who work at the police stations in the Eastern Metropole are satisfied with the amount of responsibility and accountability that is delegated to them by the management. The employees are therefore adequately empowered to render a professional service to their respective clients. There is a need for the management at the police stations in the Eastern Metropole to improve on the following: to make use of the ideas, talents and suggestions of employees; to obtain commitment from employees before embarking on a course of action; to utilize the ideas on how to solve problems and improve service delivery by employees; the identifying of critical outputs and goals by the employees for their work, although the Performance Enhancement Process has ensured the opportunity it seems that the negotiation of the outputs in the individual performance plans of employees still need improvement; to create a working environment where employees are treated as stakeholders and democracy is enhanced by means of participative management; and the dispute settlement between management and unions. That the management at station level: do not always consult with employees in relation to decisions that affect them; and there are not always opportunities created for employees to participate in decisionmaking. The legislation and collective agreements that relate to participative management in the SAPS are not always adhered to by the management at the police stations in the Eastern Metropole, Western Cape. Shop stewards should get more involved at station level in the representation of their respective employees. Participative management is being practised at the police stations in the Eastern Metropole, but there is a need for the improvement thereof. The police departments in Wyoming do not have legislative prescriptions to formal participative management as the Police Service of South Africa. The organisational The informal methods used in Wyoming to practice participative management are very similar to that of South Africa, despite the fact that there is no legislation or prescriptions to the adherence thereof. The researcher is of the humble opinion that a clear policy in relation to the practice of participative management in police organisations at station level should be compiled that will incorporate existing legislation and collective agreements in the SAPS as well as the methods to practice participative management. The shop stewards that represent their employees at the police stations in the Eastern Metropole, Western Cape should be sensitised on their role and responsibilities. Managers at the police stations in the Eastern Metropole, Western Cape should again be sensitised on the legislation and collective agreements that relate to participative management and that a suggestion box, quality circles and a participative management forum be implemented at station level.

This research study is concerned with the effects and dynamics of 'integrated' schemes of employee participation, where workers are involved in both work-related decision-making, and also share in the profits of their employer. Prior research and the literature on employee participation has tended to concentrate on the process and effects of either financial participation in isolation, or of decision-making participation, but seldom on situations where both are employed simultaneously. Based on a thorough literature review, this study presents a 'Model of Integrated Employee Participation (incorporating moderating effects)'. The model explicates a process through which both types of worker involvement may operate together, leading to a set of behavioural and performance outcomes. Where the formal participation schemes are operationalised such that, combined, they lead to perceptions equivalent to 'psychological ownership', a substantial goal-congruence and integration of the employee with the organisation occurs. These processes lead, in turn, to influences on individual and organisational outcomes. Antecedent and moderating variables to the operation of such 'integrated' participation schemes are identified in the model. Specifically, the effects of the schemes are postulated to be moderated by employees' biographical and personality factors, by their perceptions of managerial commitment to employee participation, and by their perceptions of aspects of the organisation's managerial system of communication and control. The relevance and implications of the model to the South African gold-mining industry are discussed. Major pillars of this 'Model of Integrated Employee Participation (incorporating moderating effects)' were tested within a detailed investigation of the participation schemes in operation at a profitable South African gold-mining company. This investigation was longitudinal in nature, with two major surveys being performed over a ten-month period. The findings suggested that while the effects of the 'integrated' schemes on employees' job satisfaction, performance and stability were as anticipated, the proposed moderating effects were generally non-existent or insignificant. In order to obtain greater clarity of the dynamics of 'integrated' schemes of employee participation, a path analytic exploration of the interrelationships between the measured variables of the study was then undertaken. A detailed path model was developed and then tested, at three levels of the organisational hierarchy as well as on the entire workforce. The path model was substantially supported for the 'entire workforce', and for the largest stratum of the mine's employees, being the 'unskilled and semi-skilled' workers. Satisfaction with participation was found to be positively and significantly associated with perceived extent of participation. This applied to both the financial and decisional elements of the schemes. Job satisfaction and employee performance were also found to be positively associated with perceived extent of participation and / or satisfaction therewith. Employees' perceptions of managerial commitment to 'integrated participation' predicted their satisfaction therewith. Aspects of the organisation's system of managerial communication and control were found to significantly affect levels of job satisfaction and employee performance in the participative environment of the mine. The model was only partially supported, however, at the more senior levels of 'management' and 'supervisors and artisans'. It thus appeared that 'integrated participation' schemes may not enhance job satisfaction and performance at the higher levels of the organisational hierarchy, and that the schemes' effects may thus be moderated by employee seniority. The empirical findings were supportive of much of the literature on participation programmes. They were particularly consistent with 'affective' and 'contingency' explanatory models of the effects of -participation. The findings did not, however, support 'cognitive' explanatory models of the effects of participation. / Thesis (Ph.D.)-University of Natal, 1995.

The primary purposes of this study were (1) to investigate the current and preferred extent of non-supervisory classified staff employees' participation in university decision-making in Nigeria, as viewed by Nigerian higher level university administrators; (2) to investigate their current level of satisfaction with participation, and (3) to investigate the future trend of their participation in university decision-making. A three-part questionnaire developed by Allen L. Christian at North Texas State University in 1980 was slightly modified and used in this study. The respondents were 19 higher level university administrators at six Nigerian universities. The data were analyzed using frequency, t-test for related samples, one-way analysis of variance and the Scheffe' procedure used to test all possible comparisons among the means of the independent variables.

M.A. / The management of human resources is becoming increasingly important for the continued existence of South African organisations. Political, economic, technological and demographic pressure is forcing organisations to change. Employee involvement through the activation of small groups is of crucial importance to organisations that have to adapt to a fast-changing environment. Organisations must establish the necessary climate, structures and processes that effect teamwork, flexibility and quality service-rendering in a supportive way. Quality circles are an improvement intervention for organisations, which is based on the principle of participative management. Quality circles are aimed at improving individuals' working conditions through participative management, which will promote self-management in support of an organisation's objectives. The successful implementation of quality circles results in motivated employees who will give the organisation the necessary competitive edge to tackle challenges in a dynamic way. At a time when matters such as transformation, affirmative action and equal opportunities play an important part in the South African Police Service, training education and development are of cardinal importance. The correct implementation of the participative management style serves as the basis of an organisation's success. The quality circles technique sets guidelines for the correct implementation of the participative management style. The participative management style has a positive impact on performance, production, morale and job satisfaction. Numerous research findings prove that participative management does indeed make a difference. Quality circles represent a technique that facilitates the process of participative management. The need for an interventionist strategy to facilitate the process of development and change within the South African Police Service has been identified. This study subscribes the said need since its objective is to make recommendations that could be of value to the South African Police Service. An exploratory study was done with regard to the implementation of the participative management style in the South African Police Service. Data was gathered by means of questionnaires that were processed quantitatively, with the purpose of establishing to what extent the SAPS is experiencing the need for quality circles and which problems should be addressed by means of quality circles. Through this study the SAPS was made aware of the advantages and the functioning of the quality circles for the effective implementation of the participative management style. The recommendations are practical an could lead to increased productivity and job satisfaction. Qualitative data was gathered by means of and extensive literary study and quantitative data was gathered by means of questionnaires. The trustworthiness of the method of gathering the qualitative data was confirmed by means of literaturecontrole The reliability and validity of the method of gathering the quantitative data was confirmed by means of a factor analysis.

M.A. / Questions regarding the possible interrelations of work-related constructs of person-environment congruence, job satisfaction and job involvement were posed in this dissertation. These constructs were defined in terms of three separate theoretical frameworks, namely Holland's (1985b) vocational choice theory, the Theory of Work Adjustment (Lofquist & Dawis, 1984), and Kanungo's (1982b) conceptualisation of job involvement, respectively. In accordance with these theories, the Self-Directed Search questionnaire, the Minnesota Satisfaction Questionnaire, and the Job Involvement Questionnaire were used to operationalise these variables for the 114 psychologists and 44 optometrists who participated in the study. The person-environment congruence scores were computed by means of the Congruence Index (Brown & Gore, 1994). A secondary aim of the study was to evaluate the accuracy of environmental codes (one of the components of person-environment congruence) as have been provided by The South African Dictionary of Occupations (1987) for samples of psychologists and optometrists in the South African context. Different research designs were used to accommodate the diversity of the research objectives and hypotheses. A factorial research design was used to determine the potentiality of influences of person-environment congruence and job involvement on overall job satisfaction, intrinsic job satisfaction and extrinsic job satisfaction. Possible differences between the samples of psychologists and optometrists, and males and females were built into the general linear models encompassed by this design. Similarly, this design was used to determine whether job involvement is a function of personenvironment congruence, overall job satisfaction, intrinsic job satisfaction, extrinsic job satisfaction, gender and occupational group. Possible divergent effects of the samples and gender were further probed by means of generalised linear models (regression). Gender and sample-specific differences in terms of the variables of the study separately were examined through inferential statistics (t-tests). The possibility of a significant effect of job involvement on the relationship between person-environment congruence and job satisfaction assumed by Holland (1985b), was investigated by means of correlational analyses to conclude the examination of the relations among these variables. For the secondary aim of this study, the Environment Assessment Technique (Holland, 1985b) was used to calculate the respective environment codes of this sample of optometrists, and samples from four categories of registration of psychologists, namely clinical, counselling, educational and industrial psychologists, and then compared to the codes for these vocations listed in The South African Dictionary of Occupations (1987). The results of this study revealed significant effects of job involvement on overall job satisfaction and intrinsic job satisfaction, but nonsignificant effects of occupational group (or sample) and gender. Of the independent variables, only person-environment congruence had moderately significant effects on extrinsic job satisfaction. When job involvement served as dependent variable, only overall job satisfaction or intrinsic job satisfaction and the occupational group had any significant influence on it. The effect of the psychologist sample on job involvement was greater than that of the optometrist sample. No gender differences were found in terms of these linear models, or in terms of the variables of the study separately. Further findings revealed that job involvement does not have any significant effect on the hypothesised congruence-job satisfaction, congruence-intrinsic job satisfaction, or congruence-extrinsic job satisfaction relationships. When the environmental codes of the various samples were compared to the proposed Holland ISE (investigative-social-enterprising) environment code, vast discrepancies were found. A predominantly social environment code was obtained for clinical, counselling and educational psychologists, but an enterprising code for industrial psychologists. Although the optometrists obtained a predominately investigative code, their environment's subtypes could not be characterised as social and enterprising, but rather as enterprising and realistic. Suggestions were made that research employing sample-specific environmental codes in studies of person-environment congruence and its possible covariates is warranted. A need for empirical examinations of environmental codes of other vocational populations in South Africa was also identified. It was further recommended that the job involvement construct should be included in theories describing the antecedents, correlates and consequences of job satisfaction. This study was then evaluated in terms of criterion validity and external validity requirements, and the conclusion was drawn that within the limitations of the study, the research questions had been answered.

M.Com. / The objective of this study was to address problems pertaining to the effectiveness of hostel representative structures within the mining industry. As part of the study, it was thought pertinent to interview hostel representatives themselves, in order to establish areas in which improvement could be made. The actual approach was to determine the roles and responsibilities of the hostel representatives and gain suggestions from hostel representatives themselves on the causes of inefficiencies of hostel representative structures. In addition, hostel accommodation preferences were determined; by identifying major functions of the hostel representatives, problems reducing their effectiveness, hostel structures which are more effective, and the reasons of their effectiveness. Views of management and representative structures were also determined; this was done by identifying the degree of trust in both mine and hostel management to look after the interests of the hostel representatives. In addition, effectiveness of various hostel representative groupings was determined. Different forms of worker representative structures on the mine were identified and discussed. The theoretical model of forms of worker participation was discussed to further assist in conceptually clarifying the wide field of worker participation. The actual results reported from this study seem to indicate that: hostel representatives' major functions are; disciplinary, communication, domestic, legal, dispute resolution and hostel management deputising functions. Problems that reduce the effectiveness of the hostel representatives were hostel intruders and undisciplined residents, lack of maintenance in the hostel, lack of protective clothing, mine management undermining of the hostel representatives, hostel committee's failure to follow constitution, a lack of promotional opportunities, power struggle union and management structures. In addition, having to consult with other representative structures caused delays in case settlement. Lack of remuneration of the hostel representatives reduced the effectiveness of the hostel representatives. Role conflict between underground work and representative role was also a hindrance to the hostel representatives. Failure of the hostel representatives to attend meetings was also a cause which reduced the effectiveness of the hostel representatives. The Tribal Prefect is considered as more effective than the Block Stewards, the Administration Assistants and the Hostel Committee Members. The Administration Assistants are perceived as most effective in looking after the interests of hostel employees than other hostel representatives.