Telecommuting is a significant workplace innovation that allows an increasing portion of the work force to work from home or work at a location remote from the central workplace at least one-day a week. Previous studies (Bélanger, 1999; Pinsonneault & Boisvert, 2001; Potter, 2003) have outlined that the reasons for the growth of this phenomenon are found in its perceived benefits for both the telecommuter and their employer: improved productivity, organizational loyalty and belonging, job satisfaction, savings of office space, increased flexibility, improved employee morale and employee retention and attraction. Telecommuting literature has provided models and theories about telecommuting concentrating mainly on the telecommuter's experiences and perspective. However, the ramifications of this practice have a broad range of potential impacts not only on the telecommuter, but also other parties in the work unit. Despite the tremendous growth in telecommuting, relatively few empirical studies (Duxbury & Neufield, 1999; Golden, 2007; Watson-Fritz, Narasimhan, and Rhee, 1998) have directly examined the creeping affect and effect of the telecommuting challenges on others in the work unit. Few studies (Bailey & Kurland, 2002; Cooper & Kurland, 2002; Golden, 2007; McCloskey & Igbaria, 2003) have investigated it from the non-telecommuters' perspective and how it affects their work outcomes and their attitudes More importantly, no earlier studies were found that had ever investigated the effects of the telecommuting arrangement on the non-telecommuter from the organizational justice perspective, and how this affects the non-telecommuter's job satisfaction. This study empirically examined the affects and effects of telecommuting on non-telecommuters, and within that context, examined the extent to which organizational justice perspectives affected job satisfaction. Major findings of the study revealed that : (a) the accessibility of the telecommuter is key, even if they are working offsite, (b) job type/position plays an important role in the selection process or in some non-telecommuters' decision to opt out of telecommuting, (c) there was lack of awareness of a formal telecommuting policy or understanding of how the policy was applied, (d) selection procedures can be biased and unfair, and (e) some non-telecommuters experienced envy and jealousy, frustration, resentment, anxiety, unfairness and anger towards telecommuting colleagues. The results of the study also revealed that interpersonal/interactional, and distributive justice both explained the statistically significant variance in non-telecommuters' job satisfaction. However, interpersonal/interactional justice (which focuses on the quality of interpersonal treatment individuals receive) explained a stronger statistically significant variance in the job satisfaction of non-telecommuters. / Ph. D.

The purpose of this study was to examine whether organizational practices' fairness (also known as organizational justice) and trustâ contribute to the enhancement of role breadth self-efficacy (RBSE), a form of proactive behavior. The sample consisted of 226 white-collar professionals in large and small organizations. Approximately 70% held a college degree. An a priori path model based on theoretical literature was generated to represent causal relationships among the variables. Two paths were explored: a) the relationship among procedural justice, trust in organization, and RBSE; and b) the relationship among interactional justice, trust in supervisor, and RBSE. Findings indicated a statistically significant relationship between procedural justice and trust in organization. The relationships between procedural justice and RBSE and trust in organization and RBSE were not significant. Interactional justice had a statistically significant relationship with trust in supervisor, but not with RBSE. The relationship between trust in supervisor and RBSE was not significant. Respondents expressed a strong trust in their organization, and a stronger trust in their immediate supervisor. The most important discovery in this study was the statistically significant relationship between education and RBSE. Individuals with graduate degrees reported the highest level of RBSE, followed by people with Bachelor's degrees. Globalization and technology are fueling demands for ever-increasing employee skills and higher levels of education. Organizations need highly educated, proactive individuals in order to be successful. Future research should continue to investigate variables and constructs that may enhance RBSE in the workplace. / Ph. D.

Research questions, results and Empirical Data This book studies the allocation of scarce resources among competing needs and wants. Chapter 1 – Luck, effort and Redistribution on procedural justice provides one possible explanation for the vast differences between US and Western European tax an redistribution levels. Chapter 2- Participation and Peers in Social Dilemmas on social norms investigates two potential reasons why solutions to social dilemmas in for instance insurance systems can persist without being destroyed by the negative forces of free-riding. Chapter 3 - Commitment and Impasses in Negotiation on conflict shifts focus to bilateral bargaining and the reasons for conflict and impasses. Whether they manifest as strikes, job resignations, or trade embargoes, failures of the negotiation process create tremendous loss of social welfare and are therefore important to further understand. Each chapter is based on observations of real human behavior in the lab. The empirical data consists of: 204 M.B.A. students and 96 M.Sc. students from Harvard university, the Stockholm School of Economics, the Royal Institute of Technology, Stockholm university and Karolinska Institutet; 5 experiments over 21 experimental sessions generated 2,520 observations.

The MNC literature treats the (parent) HQ as entirely benevolent with respect to their perceived and actual intentions when they intervene at lower levels of the MNC. However, HQ may intervene in subsidiaries in ways that demotivate subsidiary employees and managers (and therefore harm value-creation). This may happen even if such intervention is benevolent in its intentions. We argue that the movement away from more traditional hierarchical forms of the MNC and towards network MNCs placed in more dynamic environments gives rise to more occasions for potentially harmful intervention by HQ. Network MNCs should therefore be particularly careful to anticipate and take precautions against "intervention hazards". Following earlier research, we point to the role of normative integration and procedural justice, but argue that they also serve to control harmful HQ intervention (and not just subsidiary opportunism). (authors' abstract)

In networked MNCs where knowledge and power are distributed, corporate strategy processes benefit from input arising from many different levels of the organization. Recently, the regional (i.e., supra-national) level has been emphasized as an important additional source of knowledge and input, and as a bridge between local subsidiaries and global corporate headquarters. This paper builds theory on the antecedents to regional headquarters' influence on corporate decisions (i.e., organizational, behavioral, and motivational). Based on a survey of regional headquarters in Europe and their relations with MNC headquarters, we provide empirical evidence that a regional headquarters' autonomy and signaling behavior have significant effects on its influence on corporate strategy. Furthermore, we find support for our hypothesis that the regional headquarters' charter moderates such bottom-up influence. (authors' abstract)

Organisations are constantly dealing with challenges to stay on competitive and doing well, that induces organisations to consistently reassess their plans, formations, course of actions, procedure, and development to remain cost-effective and retain effective workforce. To keep employees highly motivated, content, and effective is however a focal and major issue in the domain of employee job satisfaction because of enormous human involvement. Consequently human resource managers are keen to find the strategies to keep their workforce fully motivated and dedicated to their jobs. In this study dissimilar from prior studies researcher has applied work attributes (Herzberg, 1968; Adams, 1963) and personality aspects (Judge etal, 2001) to examine the relationship of work attributes and personality disposition with job satisfaction. In current era of Information technology revolution organisations across the globe confronting several challenges on different counts including to keep workforce motivated and effective to gain maximum from their skills. Keeping workforce motivated to reduce tardiness, absenteeism, misuse of resources, and turnover are major issues of concern in the domain of employee job satisfaction and human resources management. Therefore, human resources management practitioners, managers, and policy makers are enthusiastically concerned to know about the factors that may help to make workforce effective, motivated and contend with work. The aim of this Doctoral thesis was to study the determinants of employee job satisfaction. The objectives were to explore the organisational work attribute factors and employee personality aspects in Public healthcare sector of Pakistan Where various reforms introduced after implementation of new health policy called Health for All(HFA) lately. This study was categorised in seven parts staring with introduction stating the setting of the study which covers background of this empirical study and supplies the transparent context information. In second phase systemic carefully carried literature review led to theoretical frame work and hypotheses development in third phase. Onwards Survey Questionnaires were administrated to General physicians working in public hospitals for data collection purpose. Descriptive statistics, multi analysis of variance, and exploratory factor analysis with the help of Statistical package for social science (SPSS) was applied to analyse the data, hypotheses testing and confirmatory factor analysis were done with the help of structural equation modelling(SEM). Outcome generated discovered that perception of procedural justice, on job training, working conditions, esprit de corps (team work) and personality aspects self esteem, and self efficacy belief, were significantly and affirmatively correlated and neuroticism personality aspect negatively correlated with employee job satisfaction. However, employee job clarity, task significance perception and personality aspect of locus of control orientation were not found to be related with job satisfaction. Implications and recommendation of research for employee job satisfaction are also discussed.

This three-paper dissertation tests whether General Strain Theory (GST) can be helpful in explaining the relationship between strains experienced by refugee youth and youth’s anti-social behaviors such as delinquency and radicalization to violence and what factors mediate the relationship between strain and crime. Additionally, it uses mixed methods combining community meaning-making with quantitative research methods to provide multiple lenses to the issue of youth and negative outcomes. The first chapter presents the context in which Somali refugee youth experiences should be examined as well as relevant literature. The second chapter examines if GST can help us understand the experiences of Somali youth and delinquencies. It examines if three strains (procedural injustice, teacher punishment, and family conflict) are significantly related to crimes against people among this population and if this relationship is mediated by mental health symptoms and marginalization. The results show that both procedural justice and teacher punishment were able to predict crimes against people but the relationship between procedural injustice and crimes against people was fully mediated by mental health symptoms and by marginalization while the relationship between teacher mistreatment and crime remained significant even when mental health symptoms and marginalization were added to the equation. Surprisingly, while the family conflict was highly correlated with both marginalization and mental health symptoms, it was not significantly related to crimes against people. The third chapter applies GST to radicalization to violence among Somali youth. It examines whether three strains (procedural injustice, teacher punishment, and family conflict) predict youth radicalization to violence and whether this relationship is mediated by individual-level factors such as mental health, marginalization and gang attitudes. The analysis shows that only procedural injustice is significantly related to radicalization to violence and that both marginalization and gang attitudes fully mediated the relationship while mental health partially mediated it. The final chapter uses Interpretive Phenomenological Analysis (IPA) to examine community meaning making around youth radicalization. Qualitative interview results show that community members were able to identify important structural, cultural and individual level factors that led to youth radicalization and that many of the factors that they identified such as police and teacher mistreatment and gang presence where similar to the findings in the quantitative research.

This study explored the perceptions and lived experiences of 10 transgender and gender nonconforming individuals who had interacted with the various sectors of the criminal justice system (i.e., law enforcement, the prison system, and the court system). The focus of this phenomenological qualitative study was providing insight into how sexual orientation and gender identity influenced transgender and gender nonconforming individuals' experiences and perceptions of the criminal justice system. Procedural justice theory guided this study by providing an understanding of how the behavior of the actors in the criminal justice system shaped the cooperation or resistance of transgender and gender nonconforming individuals. During semistructured telephonic interviews, participants were asked open-ended questions about their feelings, experiences, and perceptions regarding the various sectors of the criminal justice system (i.e., law enforcement, the prison system, and the court system). Using Moustakas's modified Stevick-Colaizzi-Keen approach, 3 themes were identified: (a) interactions with the criminal justice system, (b) thoughts about the criminal justice system, and (c) experiences with the criminal justice system. Findings indicated that the criminal justice system is not adequately prepared to accommodate or appropriately deal with transgender and gender nonconforming individuals and their unique needs. Implications for social change include the development of transgender-affirmative training programs and education for the criminal justice system and its personnel.

Social media (SM) permits the sharing of personal information online, which can lead to employers accessing personal, non-job-related information about applicants throughout the selection process. Limited prior research (Jeske & Shultz, in press; Stoughton et al., 2015) has found that, to varying degrees, applicants find this access of their personal information to be an invasion of their personal privacy. The aim of the present study was to replicate prior findings regarding invasion of privacy moderating the relationship between SM screening presence and procedural justice perceptions and to expand on prior research by exploring whether the stage at which this information was collected (pre- and post- conditional job offer) would mediate the relationship between SM screening and perceived invasion of privacy. A survey was administered electronically and participants (N = 210) were randomly assigned to one of four SM screening conditions: (a) SM screening absent, job offer absent, (b) SM screening absent, job offer present, (c) SM screening present, job offer absent, and (d) SM screening present, job offer present. One component of the hypothesized model was supported, that those in the SM screening groups reported higher levels of perceived invasion of privacy as compared to the no SM screening groups. No interaction effects were found between SM screening and stage in the selection process on either perceived invasion of privacy or procedural justice perceptions, indicating limited to no support for the proposed model. Thus, alternative, more robust contextual models for the examination of SM screening in the selection process were proposed for future research.

This thesis investigates managers’ use of power and its relationship to employees’ organisational commitment and job satisfaction and any other potential factors influencing the relationship in Nationalised Commercial Banks (NCBs) in Bangladesh. Earlier research focused only on employees’ perceptions of managers’ use of power in NCBs, and findings indicated a positive relationship between managers’ use of power and employees’ perceptions. The present research differs from the previous studies by linking managers' use of power with employees' organisational outcomes. The objective was to gain insights into ways in which the management of NCBs might use their power to enhance the levels of employees’ commitment and job satisfaction. Data were collected from several sources. Likert-type questionnaires were distributed to 600 employees in three NCBs and semi-structured interviews were conducted with 36 branch managers and four experts on banking. Complete questionnaires (in total 321) were included for data analysis using multivariate analysis of variance (MANOVA) and stepwise regression analysis. Both the bank managers and experts on banking interview transcripts were coded according to the interview schedule questions. The findings indicated a relationship between managers’ use of power and procedural justice, and employees’ organisational commitment and job satisfaction in NCBs. In the quantitative findings no significant relationships were found between gender, age, and education level, and power, procedural justice, commitment, and job satisfaction. The qualitative findings, however, suggested that employees’ age and education level were related to criterion variables; but the findings indicated there was no relationship between gender and criterion variables. The results of this study provide insight into how the management of NCBs can enhance the level of their employees’ commitment and job satisfaction. To improve managers’ use of power and its relationships with employees’ commitment and job satisfaction in NCBs in Bangladesh, there have to be changes at the individual and organisational levels. At the individual level improving managers’ power bases would involve basic education and specific job-related training. Managers should also be encouraged to enhance their skills through continuous self-learning. At organisational level top management should provide appropriate reinforcements for managers in learning about and improving their power bases.