As organizações públicas têm sentido a necessidade de melhorar a qualidade de seus serviços e processos em função da crescente demanda da sociedade. Ao mesmo tempo, o modelo de gestão pública brasileira passa atualmente por um período de transformações em direção à práticas mais democráticas. Nesse contexto, as práticas de gestão de pessoas ganham importância e apresentam-se como fator chave para aumentar a flexibilidade e modernidade às instituições públicas. Após a reforma gerencial de 1995, seguindo os princípios do management, diversas organizações públicas optaram por adotar sistemas de gestão de pessoas baseados no conceito de competência. Assim, tendo em vista o grande potencial da utilização estratégica de recursos humanos na modernização das instituições públicas, reforçando-se os princípios de empowerment e participação da Gestão Democrática, esta dissertação investiga os fatores que influenciam a percepção de ganho social dos funcionários de uma organização que adotou o modelo de gestão de pessoas por competências. É um trabalho quantitativo com metodologia de levantamento (survey). A amostra é composta de 422 funcionários de uma universidade pública brasileira que implantou o modelo por competências em 2011 e já realizou duas movimentações de carreira (com impacto salarial). O questionário disponibilizado em ambiente virtual utilizou as dimensões desenvolvidas por Sarsur (2007). Foram analisadas por meio de técnicas estatísticas não paramétricas as relações entre ações de educação corporativa, movimentação salarial, movimentação na carreira, existência de cargos de gestão, local de trabalho e tempo de serviço (variáveis independentes) com a percepção de ganho social dos funcionários (variáveis dependentes). Os resultados indicam que a percepção de ganhos sociais com o modelo por competências por parte dos funcionários possui caráter prioritariamente utilitarista, ou seja, apenas os servidores beneficiados apontaram rankings superiores de percepção em relação a nova proposta. Além das movimentações com impacto financeiro, apenas as iniciativas de Educação Corporativa de longa duração (MBA) implementadas pela universidade apresentaram evidências de estar relacionada positivamente com a percepção de ganhos sociais em algumas variáveis do estudo. Por fim, a análise dos campos de comentários demonstrou que a subjetividade no processo de avaliação característica do modelo de gestão de pessoas por competência acabou por proporcionar ampla percepção de injustiça de procedimento entre os funcionários da organização. / Public organizations have felt the need to improve the quality of its services and processes because of the growing demand of society. At the same time, the Brazilian public management model is currently undergoing a period of transformation towards more democratic practices. In this context, people management practices gain importance and are presented as a key factor to increase the flexibility and modernity to institutions. After the management reform 1995, following the principles of management, various public organizations have chosen to adopt Competency-Based Human Resources Management. Thus, in view of the great potential of strategic use of people management practices in the modernization of public institutions, strengthening the principles of empowerment and participation of the Democratic Management, this paper investigates the factors that influence the perception of social gain in an organization that has adopted the model of Competency-Based Human Resources Management. It is a quantitative research and use a survey methodology. The sample consists of 422 employees of a Brazilian public university that implemented the model of Competency Based Human Resources Management in 2011 and has held two career moves (with salary increase). The questionnaire made available in virtual environment uses the dimensions developed in Sarsur (2007). Data were analyzed using nonparametric statistical techniques looking for relations between variables: corporate education, salary movement, movement in the career, manager position, workplace and service time (independent variables) with the perception of social gains of employees (dependent variables). The results indicate that the perception of social gains by employees has a utilitarian character, i.e. only employees who get any salary increase pointed top rankings of perception of the new of skill-based management. In addition to the transactions with financial impact, just the Corporate Education initiatives of long duration (MBA) implemented by the university presented evidence to be positively related to the perception of social gains in some study variables. Finally, the analysis of the comment\'s space showed that subjectivity in the evaluation process characteristic of skill based personnel management model turned out to provide widespread perception of procedural injustice among employees.

This diploma thesis deals with the relationship between the perceived legitimacy of the courts, the obligation to obey the law and courts and the willingness to cooperate with the criminal justice system in Central Europe. Using structural equation modeling method, I analyzed the fifth wave of the European Social Survey and created and compared models for Czechia, Slovakia, Poland and Hungary. Legitimacy, according to Tankebe, is conceptualized as a confidence in procedural justice, distributive justice, effectiveness and legality. The obligation to obey the law is then a potential effect of perceived legitimacy. The first research question asks about the universal applicability of the procedural justice theory across criminal system institutions and across different countries. As in the previous research on police, procedural justice plays a pivotal role for the willingness to cooperate with the police and the courts. In Czechia and Hungary, procedural justice is out of all fo the dimensiions of legitimacy the strongest predictor of the willingness to cooperate. In Poland, procedural justice does not affect cooperation, however, it leads to obligation to obey the law and courts. In Slovakia, instrumental factors play a more important role than procedural justice, which can be explained either by...

The purpose of this study was to integrate research on Leader-Member Exchange (LMX) and organizational justice by proposing and evaluating plausible interactions between LMX and the various dimensions of organizational justice. In addition, this study contributes to the sparse literature on antecedents to LMX by including three previously unexamined antecedents, which consist of basic intra- and interpersonal motivations (i.e., attachment, identity, and regulatory focus), that are under-researched compared to personality and demographic variables. Data were collected from 150 supervisor-subordinate dyads. Results revealed several significant LMX by justice interactions and indicated that interdependent identity levels (relational and collective) and promotion regulatory focus are positively related to LMX quality. Implications and directions for future research are discussed.

政府採購法下之工程採購較他類採購規模大，契約金額高，且因履約期長，履約之不可預期性增加，常造成履約過程中，對於契約無法明確釐清之事項及責任，在機關為維護公共利益，而廠商為爭取合理利潤，雙方立場不一致情形下，無法有效解決問題，遂產生履約爭議，而須透過履約爭議處理制度來解決雙方之紛爭。而仲裁係履約爭議處理的一種快速有效解決爭議之方式，由雙方當事人各自推舉仲裁人，再共推一名主任仲裁人組成仲裁庭解決雙方之紛爭。然現行情況機關多抗拒仲裁，不信任仲裁，質疑仲裁程序之公正性，進而提出撤銷仲裁判斷之訴訟，但幾乎皆遭法院駁回，機關最終必須接受仲裁判斷結果。本研究針對公共工程採購仲裁爭議案件，以深度訪談實際參與仲裁庭審理過程之機關與廠商兩造，就整個仲裁過程是否以公平公正、符合程序正義，有效合理的解決紛爭，並探究為何機關提起撤銷仲裁判斷之訴訟之原因。研究結果發現機關質疑仲裁制度公正性的原因係對工程採購履約爭議制度不熟悉，且仲裁人在處理過程有代理人之行為，加上機關的律師不若廠商的律師積極、仲裁結果輸多贏少，導致不信任仲裁。而機關除認為仲裁結果不公正外，又為避免遭受圖利廠商質疑遂提起撤銷仲裁判斷訴訟。因此研究建議機關可選任由具工程專業背景之資深公務人員擔任仲裁人，並提供聘任律師合理費用以提升機關參與仲裁之信心與意願。 另公開工程採購爭議仲裁判斷書供社會大眾閱覽、加強仲裁人訓練、推廣仲裁、相關主計、政風及審計等監督單位應尊重採購專業人員之判斷等建議，使當事人更能接受仲裁判斷結果。 / Under Government Procurement Law, the scale and amount of public construction procurement is usually much larger. The increased unexpected factors due to longer compliance period, and different standpoint from both sides could rise the possibility of disputes, which should be solved with a more systematic way. Arbitration, which solves disputes by selecting arbitrators and forming an arbitral tribunal, is a fast and efficient way to deal with disputes from public construction procurement. However, presently, most government agencies distrust arbitration and often file out a revocation of an arbitral, which usually be dismissed by the court. At last, government agencies have to accept the outcome of the arbitration.This thesis studies the cases of public construction procurement disputes. By interviewing both sides of the actual participants, the fairness, effectiveness and justifiability of an arbitral tribunal is carefully examines. The result indicates that the major reasons why government agencies distrust arbitration include the followings: First, government agencies are often unfamiliar with the system of public construction procurement arbitration. Second, arbitrators could assign delegates. Third, attorneys of government agencies could be less aggressive than that of contractors. Forth, government agencies often lose in arbitrations. Moreover, government agencies could file out a revocation of an arbitral preventing being suspected to be in favor to contractors. It is suggested by this study that government agencies could select senior staffs from government agencies with engineering background as arbitrators and provide them with reasonable subsidy. Other suggestions includes: arbitration award be opened for public reference, enhancing arbitrator's training, promoting arbitrator, other divisions of government agencies respect public construction procurement professionalism, et cetera.

The present thesis consists of three studies on the effects of group membership in large group decisions. The overall aim was to contribute to understanding how individuals react when decisions are made in large groups. We explored consequences of procedural justice concerns within such groups. In Study I we investigated how different decision procedures and issue importance affect perceptions of others who agree and disagree with the individual on a potentially important issue.  Individuals attributed more positive reasons for attitudes of those who agree as opposed to disagree with themselves, whereas disagreers were attributed more negative reasons. The asymmetry was moderated by decision form, and issue importance. The attitudes concerned attitudes towards potential new policies. In Study II we investigated differences in participants’ perceptions of others depending on own position towards the new policy. Challengers of the status quo advocating a change in the existing policy, were more biased when judging others than were defenders of the status quo. This suggests that challengers are less tolerant of defenders’ point of view. This effect was not affected by perceptions of minority status among the challengers. In Study III we looked at individual group members’ cognitive restructuring of a preferred decision alternative, and how it differs between decision conditions when the decision-maker is affiliated to own ingroup or not. Results showed that individuals restructure the attractiveness of their preferred alternative in group decisions similarly to what has been previously found in individual decision-making. The magnitude of restructuring was greatest when ingroup members decided for the group. However, this effect was moderated by identification with the ingroup, such that those who identified themselves with the ingroup restructured their preferred alternative more when ingroup members decided as opposed to when outgroup authorities decided. / <p>At the time of doctoral defense, the following paper was unpublished and had a status as follows: Paper 2: Submitted.</p>

Disertaciniame darbe nagrinėjamas suvoktas nusikaltimo aukų teisėjo elgesio teisingumas bei bylinėjimosi proceso teisingumo vertinimų sąsajos su vidiniais (asmenybės bruožais) bei išoriniais veiksniais (teisėjo elgesio atitikimu procedūrinio teisingumo reikalavimams). Tyrimas vyko dviem etapais: pirmajame etape buvo ištirta 70 nusikalimo aukų, o antrajame ištyrėme 392 aukštųjų mokyklų studentus. Pirmajame etape, siekiant įvertinti nusikaltimo aukų suvoktą teisingumą ir kitus susidūrimo su teisėsaugos sistema aspektus, buvo sukurta speciali apklausos programa kuri leido įvertinti nusikaltimo aukų dalyvavimo teisme patirtį (buvo vertinami subjektyvūs teisėjo elgesio ir jo priimto sprendimo teisingumo vertinimai bei teisėjo elgesio atitikimas procedūrinio teisingumo reikalavimams). Apklausa buvo vykdoma taikant kognityvinio interviu metodą. Antrajame tyrimo etape buvo atliktas kvazieksperimentas (taikytas scenarijų metodas). Visi tiriamieji buvo suskirstyti į tris grupes. Kiekviena tiriamųjų grupė stebėjo vieną iš trijų specialiai parengtų 20 min. trukmės teismo posėdžių inscenizacijų, kurios skyrėsi tik teisėjo elgesio atitikimu procedūrinio teisingumo reikalavimams. Po to buvo vertinamas tiriamųjų suvoktas teisėjo elgesio ir jo priimto sprendimo teisingumas, taip pat jų asmenybės bruožai (taikėme Neo Pi-R klausimyną). Atliktas tyrimas atskleidė, kad nusikaltimo aukos dažniau vertina teisėjo elgesį ir priimtą sprendimą kaip teisingą (nei neteisingą). Kartu buvo nustatyta... [toliau žr. visą tekstą] / Dissertational research was aimed at investigation of crime victims’ perceived fairness of judge’s behavior, the relationship between litigation process fairness and internal (personality traits) and external (congruence of judge’s behavior with procedural justice requirements) factors. The study was conducted in two stages: the participants of the first stage were 70 crime victims, the participants of the second stage were 392 university students. During the first stage in order to assess perceived fairness of crime victims, special interview program (based on cognitive interview method) was developed (perceived fairness of judge’s behavior, decision and judge’s behavior congruence with procedural justice judgments were assessed). During the second stage of the study quasi-experiment based on scenario method was conducted. The participants were divided to three groups. Each group was shown one of three 20-minute movies depicting trial process. The scenarios of the movies differed only in judge‘s behavior compliance with procedural justice requirements (totally complied, formally complied and did not comply). Afterwards the participants’ perceived fairness of judge‘s behavior, decision and personality traits were measured (Neo-Pi-R was used). The findings of the study suggest that crime victims perceive judge’s behavior and decision more frequently as fair (than unfair). It was also found that judge‘s behavior congruence with procedural justice requirements has a different... [to full text]

Disertaciniame darbe nagrinėjamas suvoktas nusikaltimo aukų teisėjo elgesio teisingumas bei bylinėjimosi proceso teisingumo vertinimų sąsajos su vidiniais (asmenybės bruožais) bei išoriniais veiksniais (teisėjo elgesio atitikimu procedūrinio teisingumo reikalavimams). Tyrimas vyko dviem etapais: pirmajame etape buvo ištirta 70 nusikalimo aukų, o antrajame ištyrėme 392 aukštųjų mokyklų studentus. Pirmajame etape, siekiant įvertinti nusikaltimo aukų suvoktą teisingumą ir kitus susidūrimo su teisėsaugos sistema aspektus, buvo sukurta speciali apklausos programa kuri leido įvertinti nusikaltimo aukų dalyvavimo teisme patirtį (buvo vertinami subjektyvūs teisėjo elgesio ir jo priimto sprendimo teisingumo vertinimai bei teisėjo elgesio atitikimas procedūrinio teisingumo reikalavimams). Apklausa buvo vykdoma taikant kognityvinio interviu metodą. Antrajame tyrimo etape buvo atliktas kvazieksperimentas (taikytas scenarijų metodas). Visi tiriamieji buvo suskirstyti į tris grupes. Kiekviena tiriamųjų grupė stebėjo vieną iš trijų specialiai parengtų 20 min. trukmės teismo posėdžių inscenizacijų, kurios skyrėsi tik teisėjo elgesio atitikimu procedūrinio teisingumo reikalavimams. Po to buvo vertinamas tiriamųjų suvoktas teisėjo elgesio ir jo priimto sprendimo teisingumas, taip pat jų asmenybės bruožai (taikėme Neo Pi-R klausimyną). Atliktas tyrimas atskleidė, kad nusikaltimo aukos dažniau vertina teisėjo elgesį ir priimtą sprendimą kaip teisingą (nei neteisingą). Kartu buvo nustatyta... [toliau žr. visą tekstą] / Dissertational research was aimed at investigation of crime victims’ perceived fairness of judge’s behavior, the relationship between litigation process fairness and internal (personality traits) and external (congruence of judge’s behavior with procedural justice requirements) factors. The study was conducted in two stages: the participants of the first stage were 70 crime victims, the participants of the second stage were 392 university students. During the first stage in order to assess perceived fairness of crime victims, special interview program (based on cognitive interview method) was developed (perceived fairness of judge’s behavior, decision and judge’s behavior congruence with procedural justice judgments were assessed). During the second stage of the study quasi-experiment based on scenario method was conducted. The participants were divided to three groups. Each group was shown one of three 20-minute movies depicting trial process. The scenarios of the movies differed only in judge‘s behavior compliance with procedural justice requirements (totally complied, formally complied and did not comply). Afterwards the participants’ perceived fairness of judge‘s behavior, decision and personality traits were measured (Neo-Pi-R was used). The findings of the study suggest that crime victims perceive judge’s behavior and decision more frequently as fair (than unfair). It was also found that judge‘s behavior congruence with procedural justice requirements has a different... [to full text]

This study deals with the employee fairness perceptions of their performance management system in a South African organisation. The concept of justice, with particular reference to procedural, distributive and interactional justice, is used as a guide in assessing employee perceptions of fairness of the organisations’ performance management system. A qualitative approach was used to gain an in-depth understanding of employee perceptions of fairness based on their personal experiences of the organisation’s performance management system. Data was obtained through extensive semi structured interviews with 20 employees who had been with the organisation and participated in the performance management system for 5 or more years. All interviews were transcribed and assessed using a thematic analysis. The overall findings show that there are negative fairness perceptions of the performance management system as assessed according to the three organisational justice factors of procedural, distributive and interactional justice. / Industrial and Organisational Psychology) / M.A. (Industrial and Organisational Psychology)

abstract: In the wake of the wars in Iraq and Afghanistan, courts and social service systems across the country have begun establishing veterans treatment courts (VTC). The first VTC was created in 2004 and there are now over 300 in at least 35 states. Yet, their underlying assumptions have not been clearly articulated and their functioning and outcomes have not been well tested. These courts aim to reduce rates of incarceration and recidivism among justice-involved veterans and draw heavily on the structure and assumptions of drug and mental health courts. However, VTCs are different in important ways. Unlike other problem solving courts, VTCs actively express gratitude to criminal defendants (for past military service) and have the ability to connect participants to a socially-esteemed identity. Earlier problem solving courts have drawn on Tyler’s theory of procedural justice to predict a path from procedurally fair treatment and social bonds with court personnel through changes in social identity to increased perceptions of legal legitimacy and, ultimately, program completion and reduced recidivism. The present study tested a modified, version of Tyler’s theory that incorporates gratitude and focuses on veteran identity as the mediating construct between fair treatment and perceptions of legal legitimacy. A cross-sectional survey design was used with a convenience sample (N = 188) of participants in two Arizona VTCs. The results indicate that perceptions of procedural justice, perceived social bonds and receipt of gratitude are positively associated with both veteran identity and perceptions of legal legitimacy. Further, veteran identity was found to be a significant mediator between the first three constructs and legal legitimacy. Finally, neither recidivism risk nor race/ethnicity moderated the relationships. The study supports the importance of acknowledging past military service and enhancing the level of veteran identity among VTC participants. Implications for practice and future research are discussed. / Dissertation/Thesis / Doctoral Dissertation Social Work 2016

As organizações públicas têm sentido a necessidade de melhorar a qualidade de seus serviços e processos em função da crescente demanda da sociedade. Ao mesmo tempo, o modelo de gestão pública brasileira passa atualmente por um período de transformações em direção à práticas mais democráticas. Nesse contexto, as práticas de gestão de pessoas ganham importância e apresentam-se como fator chave para aumentar a flexibilidade e modernidade às instituições públicas. Após a reforma gerencial de 1995, seguindo os princípios do management, diversas organizações públicas optaram por adotar sistemas de gestão de pessoas baseados no conceito de competência. Assim, tendo em vista o grande potencial da utilização estratégica de recursos humanos na modernização das instituições públicas, reforçando-se os princípios de empowerment e participação da Gestão Democrática, esta dissertação investiga os fatores que influenciam a percepção de ganho social dos funcionários de uma organização que adotou o modelo de gestão de pessoas por competências. É um trabalho quantitativo com metodologia de levantamento (survey). A amostra é composta de 422 funcionários de uma universidade pública brasileira que implantou o modelo por competências em 2011 e já realizou duas movimentações de carreira (com impacto salarial). O questionário disponibilizado em ambiente virtual utilizou as dimensões desenvolvidas por Sarsur (2007). Foram analisadas por meio de técnicas estatísticas não paramétricas as relações entre ações de educação corporativa, movimentação salarial, movimentação na carreira, existência de cargos de gestão, local de trabalho e tempo de serviço (variáveis independentes) com a percepção de ganho social dos funcionários (variáveis dependentes). Os resultados indicam que a percepção de ganhos sociais com o modelo por competências por parte dos funcionários possui caráter prioritariamente utilitarista, ou seja, apenas os servidores beneficiados apontaram rankings superiores de percepção em relação a nova proposta. Além das movimentações com impacto financeiro, apenas as iniciativas de Educação Corporativa de longa duração (MBA) implementadas pela universidade apresentaram evidências de estar relacionada positivamente com a percepção de ganhos sociais em algumas variáveis do estudo. Por fim, a análise dos campos de comentários demonstrou que a subjetividade no processo de avaliação característica do modelo de gestão de pessoas por competência acabou por proporcionar ampla percepção de injustiça de procedimento entre os funcionários da organização. / Public organizations have felt the need to improve the quality of its services and processes because of the growing demand of society. At the same time, the Brazilian public management model is currently undergoing a period of transformation towards more democratic practices. In this context, people management practices gain importance and are presented as a key factor to increase the flexibility and modernity to institutions. After the management reform 1995, following the principles of management, various public organizations have chosen to adopt Competency-Based Human Resources Management. Thus, in view of the great potential of strategic use of people management practices in the modernization of public institutions, strengthening the principles of empowerment and participation of the Democratic Management, this paper investigates the factors that influence the perception of social gain in an organization that has adopted the model of Competency-Based Human Resources Management. It is a quantitative research and use a survey methodology. The sample consists of 422 employees of a Brazilian public university that implemented the model of Competency Based Human Resources Management in 2011 and has held two career moves (with salary increase). The questionnaire made available in virtual environment uses the dimensions developed in Sarsur (2007). Data were analyzed using nonparametric statistical techniques looking for relations between variables: corporate education, salary movement, movement in the career, manager position, workplace and service time (independent variables) with the perception of social gains of employees (dependent variables). The results indicate that the perception of social gains by employees has a utilitarian character, i.e. only employees who get any salary increase pointed top rankings of perception of the new of skill-based management. In addition to the transactions with financial impact, just the Corporate Education initiatives of long duration (MBA) implemented by the university presented evidence to be positively related to the perception of social gains in some study variables. Finally, the analysis of the comment\'s space showed that subjectivity in the evaluation process characteristic of skill based personnel management model turned out to provide widespread perception of procedural injustice among employees.