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The relationship between organisational justice perceptions, organisational trust and willingness to engage in protest action for higher wages among low-income employees in South AfricaMbolela, Aura Yombo 12 February 2021 (has links)
While common in South Africa, workplace protest actions frequently lead to losses on both sides: productivity losses for organisations and loss of income for protesting employees. It is therefore important to investigate which factors may contribute to low-income workers' decision to protest for higher wages. Based on the theoretical integration of social exchange theory and fairness heuristic theory it was argued that fairer treatment (organisational justice) decreases workers' willingness to engage in protest actions through its positive influence on organisational trust. The researcher examined employees' perceptions of fairness shown by their employer, supervisor and co-workers. A descriptive, cross-sectional research design was employed to test this assumption. Data was collected from low-income employees working in South African factories and retail stores who completed a self-report survey (N = 147). The results of a regression analysis confirmed that employees' perceptions of organisational justice predicted their willingness to engage in protest actions for higher wages when gender and previous involvement in protest actions were kept constant. Perceptions of interpersonal justice as shown by the supervisor was the unique predictor of willingness to engage in protest action, indicating that the decision to protest is not primarily driven by monetary concerns (distributive justice) but rather by how low-income workers feel treated in the workplace. Mediation analysis results revealed that the relationship between organisational justice and willingness to engage in protest action is not through mutual trust. Taken together, this research demonstrated that there is a need for organisations to invest in fairness in the workplace. Most specifically, organisations could focus on training supervisors to treat employees with respect and dignity as it could contribute to employees' decision to refrain from protesting at work.
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The requirement of notice of industrial action in South African labour lawZondo, Raymond Mnyamezeli Mlungisi 30 November 2005 (has links)
This dissertation is a critical analysis of the provisions of sec
64(l)(b) and (c), 66(2)(b) and 77(l)(b) and (d) of the Labour
Relations Act 66 of 1995 which prescribe notice of industrial
action as a requirement of protected industrial action in South
Africa.
It traces the historical background of the requirement. It also
addresses issues such as the purpose(s) of the notices, their scope
of application, meaning, implications, who must give notice, to
whom must notice be given, timing, computation, their duration,
the consequences of failure to comply with them and various
potential difficulties in the practical application of the notice
requirement as well as the unintended consequences flowing from
the provisions.
Recommendations are made for the amendment of the Act in
certain respects. The dissertation concludes that there is no
justification for the inclusion in the Act of this requirement.
The law is stated as at 30 September 2005. / Jurisprudence / LL.M.
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The requirement of notice of industrial action in South African labour lawZondo, Raymond Mnyamezeli Mlungisi 30 November 2005 (has links)
This dissertation is a critical analysis of the provisions of sec
64(l)(b) and (c), 66(2)(b) and 77(l)(b) and (d) of the Labour
Relations Act 66 of 1995 which prescribe notice of industrial
action as a requirement of protected industrial action in South
Africa.
It traces the historical background of the requirement. It also
addresses issues such as the purpose(s) of the notices, their scope
of application, meaning, implications, who must give notice, to
whom must notice be given, timing, computation, their duration,
the consequences of failure to comply with them and various
potential difficulties in the practical application of the notice
requirement as well as the unintended consequences flowing from
the provisions.
Recommendations are made for the amendment of the Act in
certain respects. The dissertation concludes that there is no
justification for the inclusion in the Act of this requirement.
The law is stated as at 30 September 2005. / Jurisprudence / LL.M.
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A comparative survey of the law relating to strikes in South Africa and the NetherlandsTroskie, Herman R. W. 06 1900 (has links)
In the first section of the dissertation, strike law in the Netherlands is focused upon. The
following issues are inter alia dealt with: the historical background of the strike
phenomenon, the right to strike and restrictions on this right, the reluctance of the Dutch
legislature to legislate in the field of industrial action, and the directly applicable
provisions of the European Social Charter.
The second section of the dissertation deals with South African strike law and also starts
off with a discussion of the historical background thereof, whereafter the provisions of the
1995 Labour Relations Act are analysed and discussed.
The third and last section highlights some of the major differences and points to some
similarities between the two legal systems. It concludes that the detailed South African
labour legislation does not provide more certainty than the Dutch judge-made law in
respect of the law relating to strikes. / Law / LL.M.
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A comparative survey of the law relating to strikes in South Africa and the NetherlandsTroskie, Herman R. W. 06 1900 (has links)
In the first section of the dissertation, strike law in the Netherlands is focused upon. The
following issues are inter alia dealt with: the historical background of the strike
phenomenon, the right to strike and restrictions on this right, the reluctance of the Dutch
legislature to legislate in the field of industrial action, and the directly applicable
provisions of the European Social Charter.
The second section of the dissertation deals with South African strike law and also starts
off with a discussion of the historical background thereof, whereafter the provisions of the
1995 Labour Relations Act are analysed and discussed.
The third and last section highlights some of the major differences and points to some
similarities between the two legal systems. It concludes that the detailed South African
labour legislation does not provide more certainty than the Dutch judge-made law in
respect of the law relating to strikes. / Law / LL.M.
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