There have been good arguments made for the development of aggressive affirmative action policies with the end goal of quickly moving black South Africans into corporate and high ranks within management of organisations. One of the central arguments in favour of aggressive AA policies is the risk of racial polarization post-apartheid should a quick fix not be initiated. It makes good business and economic sense for AA policies to be implemented as black consumers coupled with black managers will have the eventual end point of lower unemployment and crime, through job creation and security of the representative majority.

Research has found support for the effectiveness of procedural justice, specifically perceived fairness, in gaining compliance from people with respect to the police and the courts (Sunshine & Tyler, 2003; Tyler, 1984; Tyler, 2001). Further, research has examined the effectiveness in jail-based residential substance abuse treatment (RSAT) programs in reducing recidivism for offenders with substance abuse problems (Bahr, Harris, Strobell, & Taylor, 2012; Eisenberg & Fabelo, 1996; Hiller, Knight, & Simpson, 1999). However, research has yet to test whether procedural justice can impact recidivism for offenders with substance abuse problems and multiple incarcerations. The major focus of this Master’s thesis was to examine whether 78 participants in the 90-day jail-based RSAT program known as Starting Treatment and Recovery Today (START) were less likely to be rearrested after release from jail if they felt they were treated fairly by the jail staff. Bivariate analyses were conducted on survey data and official criminal records. The findings suggest that perceived fairness of the jail staff was not related to post-program recidivism. Moreover, the results indicate that offenders with more extensive criminal histories were more likely to recidivate. Recommendations for future research and the implications of the findings are discussed.

This study investigated the Big Five as predictors of procedural justice perceptions. Perceptions of a personality test, an assessment interview, a cognitive test, and the process as a whole were measured immediately after testing and again after the selection process outcome was known. The strongest pattern of relationships emerged between extraversion and procedural justice perceptions of the personality test and the individual assessment interview. No other personality factors were consistently predictive of procedural justice perceptions. Selection process outcome was not predictive of procedural justice perceptions. Comparisons across measures revealed that applicants perceived the assessment interview more positively than the personality test or the cognitive test and that applicants perceived the process as a whole more positively than the individual measures.

Impartial Cognizance of Employee to the Organizational Performance Appraisal & the Influence to Employees Working Attitude--The object is the medical Center in Taichung. Abstract Till today, the history of performance appraisal has developed over 70 years, and also many experts and scholars put forward appraisal theories and standards, but no any enterprise will say that their own appraisal institution is perfect, because both the subjective factor, e.g.: employee themselves, organization, and society, etc., and external situation can influence performance appraisal. Due to the difference of educational background and the specific characteristics in the hospitals, this let the work of performance appraisal to be more complicated; the scholar shows that over 61% employee are discontented with the appraisal results. To the organization, the justice of appraisal is an index very important to judge the effect of performance appraisal. Moreover, we can find from more researches, employee¡¦s cognizance to the justice of performance appraisal will influence personal results and the results of organization, includes satisfaction of work, participation of work, promise to organization, and the confidence in the directors, etc. Therefore, the object in this research is the medical center in Taichung. We investigate the justice cognizance of performance appraisal institution, and the influence possible to working attitude. We use people¡¦s personal property to be control variable, the justice of performance appraisal institution (includes justice of procedure and distribution) to be independent variable, working attitude (includes job satisfaction, organization commitment, and job involvement) to be according-variable, and explore the relationship and influence of personal property variable, justice of performance appraisal, and working attitude with the items mentioned above. We hope to give the performance appraisal standard to the case hospital to evaluation, start the development of manpower, and the reference of raising employee results. This research total gives 2065 questionnaires, and effective questionnaire is 1452. Through Pearson Correlation Analysis, Hierarchical Regression Analysis, Canonical Correlation Analysis, Independent-Samples T test and Reliability Analysis, we have the finding important as follows: The correlation and the influence between the procedural justice, distributive justice and the working attitude are showed the positive obviously; further more, to explore the relationship degree between the justice of performance appraisal and working attitude with typical correlations analysis. The principle variable (construction of procedure, objective principle, expression of opinion, actual results, self-estimation, and policy opinion) influences mainly the internal and external satisfaction, effort promise, value promise, job promise, etc. 5 forecast variable; besides, objective principle influences the forecast variable of value promise and job promise. Among procedure justice of performance appraisal, distributive justice, and working attitude, it shows positive correlation and influence noticeable. Moreover, to explanation comparison between independent variable and dependent variable: explanation of procedure justice to organization commitment (value promise and job promise) is powerful than distributive justice, to the others; the explanation of distributive justice to job satisfaction and job involvement is powerful. Therefore, we can find distributive justice has its importance in the explanation to job satisfaction and job involvement. Procedure justice can forecast organization commitment. To the personal properties of employee, except sex, age, service years, marriage, education degree, and position, the difference is obvious to procedure justice, distributive justice, job satisfaction, organization commitment, job involvement, etc. of performance appraisal. In accordance with research conclusion of example with the reference of the case hospital¡¦s organization construction, we would like to give the suggestion in the process of performance appraisal, results, working attitude, and administrator as follows: Consider mark standard of public appraisal, distribution of reward, and conclude clearly the system of promotion of employee. Develop performance appraisal index according to character of position, build the two ¡V way communication performance appraisal system, reduce dispersion of organization space to enhance the technician¡¦s information interaction, the judge should be trained, and establish different performance appraisal index according to the character of position. Key words: Performance appraisal, Procedural justice, Distributive justice, Job satisfaction, Organization commitment, and Job involvement.

The Research of Organizational Citizenship Behavior for Contracted Employees and Formal Employees in the Legislative Yuan¡ÐThe Moderating Effect of Organizational Justice Abstract The organizational citizenship behavior (OCB) is altruistic behavior beyond formal norms performed by members of an organization. Empirically, it has been established that OCB serves to lubricate within-organizational interactions, enhance organizational performance, improve service quality as well as customer satisfaction, and helps to prevent members from leaving the organization. Given these facts, OCB is especially important to the service-oriented public sector. Up to this stage, however, we have seen relatively few local discussions on how OCB can be affected by employment status, and even less on the moderating variables that influence the relationship between OCB and employment status. The purpose of this research is to study differences in organizational citizenship behavior between contracted and formal employees in the Legislative Yuan. Furhtermore, the study tries to explore how organizational justice moderates the impact employment status has on organizational citizenship behavior. The major findings of this study are as following: (1) Relative to formal employees, contracted employees are less conscientious,but not significantly different in the ¡§en-teamed¡¨, ¡§loyalty¡¨ and ¡§enthusiasm¡¨ variables. (2) The moderating effect of organizational justice is obvious. There are significant differences between contracted and formal employees in their ¡§en-team¡¨, ¡§conscientiousness¡¨, ¡§loyalty¡¨ and ¡§enthusiasm¡¨. Contracted employees scored lower than formal employees in these variables. Key words : Organizational Citizenship Behavior, Employment Status, Organizational Justice, Distributive justice, Formal procedural justice, Interactional justice

In the past few years, the people require the government became more representative, reactive and responsible due to the change of society, the development of technology and the increase of the people¡¦s requirements. Therefore, the establishment of the efficient civil service system is the need for the current situation. The government has to maintain the civil service system, which is based on justice, rightfulness and merits system, before it becomes a democracy, which should represent the will of the people and owns by the people, from an authoritarian government. Most researches show that the employees¡¦ cognition of the performance appraisal¡¦s justice will affect their individual results and organizational results, and the cognition includes job satisfaction, job involvement, a commitment to organization, trust in the management and etc¡K Therefore, three different attributes of civil servants, who are respectively from the authority of Kaohsiung City Government, including police station, municipal hospital and tax authority, are subjects for the research. Individual attributes and the performance appraisal¡¦s justice (including procedural justice and distributive justice) are the self-variable item, and the working attitude (including job satisfaction, organizational commitment and job involvement) is the variable item. To take the discussion of the correlation and the influence between the self-variable item of individual attributes, the performance appraisal¡¦s justice and the working attitude as the reference to improve the performance appraisal¡¦s system and the development of the civil service¡¦s manpower, and then increase the service achievements of civil servants. There are 740 questionnaires in total of the research, and effective questionnaires are 631 copies. After Independent test, One-way ANOVA, Person Correlation Analysis, Regression Analysis, Hierarchical Multiple Regression, Canonical Correlation Analysis, and etc¡K the important discoveries are as follows: 1.The correlation and the influence between the procedural justice, distributive justice and the working attitude of performance appraisal are very obviously. The explanation of distributive justice for job satisfaction, organizational commitment and job involvement is greater than the procedural justice. That proves distributive justice is very important for the explanation of the working attitude. 2.In the aspect of civil servant¡¦s attribute, age, length of service and different authority will cause obviously difference to the procedural justice, distributive justice, job satisfaction, organizational commitment and job involvement of performance appraisal. 3.Thus it can be known by a typical correlation analysis, the degree of correlation between two variable items (performance appraisal¡¦s justice and the working attitude) and five principles variable items (including procedural structure, objective principle, opinion expression, actual achievements and self-evaluation) will mainly affect five anticipating variable items (including internal satisfaction, external satisfaction, endeavored to commit, valuable commitment and commitment of remaining in position). And the influence of results will mainly affect two anticipating variable items, including endeavored to commit and job involvement. According to the conclusion of actual demonstration, the following suggestion is provided for the process, result, working attitude and the management of the performance appraisal: Establish a different appraising standard and item in accordance with the character of position. The appraising standard and item should be made by both the management and the subordinates. The management and the subordinates should keep good interaction. The point of view of the basic level personnel should be taken seriously. The appraiser should be training. Strengthen the propagation of the function of the civil servants¡¦ protection system. Promote the status and representative of appraising committee. Strengthen the function of performance appraisal to the development of employees properly. Exercise the result of appraisal efficiently. Establish various and encouraging recompense or reward system. Increase the external satisfaction of the civil servants. The organization should pay attention to the knowledge management and the sharing system.

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There have been good arguments made for the development of aggressive affirmative action policies with the end goal of quickly moving black South Africans into corporate and high ranks within management of organisations. One of the central arguments in favour of aggressive AA policies is the risk of racial polarization post-apartheid should a quick fix not be initiated. It makes good business and economic sense for AA policies to be implemented as black consumers coupled with black managers will have the eventual end point of lower unemployment and crime, through job creation and security of the representative majority.

The Scottish government’s aim of deriving 100 per cent of the nation’s electricity from renewable sources is dependent on the utilisation of wind energy. Social barriers, however, have continued to threaten these targets. Community benefit funds have often been paraded as the most common way of improving public attitudes towards wind farms in the United Kingdom, although little empirical evidence exists to support this notion. Using the proposed Ourack wind farm, approximately three and a half miles north of Grantown-on-Spey in the Scottish Highlands, this case study, consisting of a sequential explanatory research design comprised of an initial close-ended survey followed by in-depth semi-structured interviews, sought to explore the community’s perceptions of community benefits, identify the type of fund that the community wanted, and investigate the role of such benefit provisions in altering perceptions of wind farms. The key findings indicated that the majority of participants were in favour of benefits being provided, they preferred funding to be directed towards community organisations, and approximately one third of research participants (31.6 per cent) perceived the proposed wind farm in a more positive light after considering the possible benefits the region would accrue. Furthermore, the research indicated the need for community benefits to become a standardised part of the planning process, thus reducing the likelihood of financial benefits being perceived as bribes, and allowing developers to provide greater information about any proposed benefits scheme prior to applying for planning permission. There are implications of this study for academics researching the role of community benefits in wind farm planning, and policymakers and developers for understanding the wants and needs of community members.

Body-worn cameras are a promising new development in policing. They have been linked to positive outcomes such as decreases in use of force and complaints against officers. However, this new technology has produced a number of issues that could thwart a successful body-worn camera program implementation. One issue is the extent in which officers possess positive attitudes toward using body-worn cameras. If officers do not view body-worn cameras positively, cameras may not be used to their full potential. A promising factor that has emerged from past research in explaining attitudes toward body-worn cameras is organizational justice. Broadly, organizational justice is defined as the extent in which members of an organization are treated fairly and believe this to be the case. Organizational justice has been linked to positive organizational outcomes such as increased compliance with organizational directives and positive evaluation of organizational leadership. The purpose of this study was to examine the relationship between organizational justice and attitudes toward body-worn cameras in police officers across three agencies. Findings indicated that there was no observable relationship between perceptions of organizational justice and attitudes toward body-worn cameras. There were a number of competing explanations for the findings, including potential measurement issues, possible intervening variables, and the possibility that there is no relationship between organizational justice and attitudes toward body-worn cameras.