Equity is an American ideal, one that is considered the cornerstone to good governance (Gooden, 2011). Achieving equity requires the eradication of racial disparities in opportunities and outcomes, particularly in education. Creating equitable educational experiences at community colleges is the focus of this research. The purpose of study is to examine the issue of social equity within community colleges in an effort to understand: (1) their efforts to promote student success through equity; (2) their commitment to social equity; and (3) the institutional change that is necessary to create an institutional culture that values social equity and is accountable for equitable student outcomes. Social equity is intrinsic for the promotion of student success within community colleges. The primary findings of this study are the: Leadership at the president and senior administrator level is necessary for the conceptualization and communication of an institutional vision of equity. Once leadership direction and commitment has been established, broad engagement across the institution is necessary for implementation of institutional changes needed to achieve equity. Improving student success was defined as the means for achieving equity by Round 1 Achieving the Dream colleges. It is vitally important to have the institutional research capacity that allows for analysis of student progression data, examination of achievement gaps through the disaggregation of student outcome data, evaluation of efforts implemented to improve equitable student outcomes and the overall culture of data informed decision making. Round 1 Achieving the Dream colleges are more comfortable with the “lift all boats” approach to student success versus a targeted approach based on data disaggregation and achievement gaps. To implement equity, it is important for community colleges to respond to outcome disparities on an institutional level by committing to the goal of equity. This study shows that recognizing inequity is the first step toward achieving equity. The pursuit of social equity within our public institutions and those that they serve is imperative to a nation that values democratic ideal of equality.

Les recherches sur la justice organisationnelle ont prouvé que l’équité était un concept majeur pour appréhender l’expérience de travail des salariés. Pourtant, les chercheurs en ce domaine ont focalisé leur attention sur la relation verticale entre salariés et managers ou entre les salariés et les organisations auxquelles ils appartiennent, au détriment des rapports entre individus de même niveau hiérarchique. Cette thèse a pour but de présenter le concept de justice dans les équipes de travail en analysant la perception des salariés quant au traitement qui leur ait réservé, à titre individuel, sur leur lieu de travail. Afin de démontrer la pertinence théorique et pratique de la perception individuelle de l’équité dans les équipes de travail, le thème de la justice organisationnelle sera confronté au thème du conflit, au concept de diversité et aux valeurs socio-culturelles des salariés. Les problématiques de recherche se concentrent sur les conséquences de la perception de l´équité entre collègues, sur les relations entre les concepts d'injustice et de conflit, de dissemblance et de satisfaction et sur le rôle modérateur des valeurs socio-culturelles sur la perception de l'équité et du comportement de citoyenneté organisationnelle. Ces questions de recherche sont testées d´une part à travers une étude longitudinale portant sur 256 salariés de firmes allemandes et, d´autre part, à travers deux questionnaires portant sur 448 salariés répartis dans des équipes de travail multinationales en France. Ces données sont analysées grâce à une modélisation en équation structurelle sur Mplus et par la méthode de modération et médiation sur le logiciel macro SPSS de Hayes. Le résultat de la première enquête met en évidence un phénomène de réciprocité entre les différents types d'injustices et les catégories diverses de conflits sur le lieu de travail, cette corrélation se renforçant à mesure que le temps passe. La dissemblance des valeurs entre salariés d'une même équipe a un impact négatif sur la satisfaction globale du groupe. L'injustice distributive et procédurale est un vecteur de ce phénomène. Dans le même temps, la différence de classe d'âge entre salariés d'une même équipe a un effet positif sur la satisfaction du groupe. Dans ce cas, c'est la communication entre les membres du groupe qui sert de conducteur. Enfin, la seconde étude démontre que les effets du concept d'équité sur le comportement de citoyenneté organisationnelle ont plus d'impact sur les sujets à tendance individualiste, soumis à une forte hiérarchie et réceptif à l'incertitude. / Organizational justice research has shown that fairness is a key part of the employee’s work experience. However, justice scholars focused their considerations on the vertical relationship between employees and managers or organizations, neglecting horizontal relationships between peers. This dissertation advances justice research in teams by discussing and testing the individual peer justice perspective, which deals with the individuals’ perceptions of how fairly they are treated by teammates. To demonstrate the theoretical and practical relevance of the individual peer justice perspective, the organizational justice literature is integrated with the literatures of workplace conflict, workplace dissimilarity, and national cultural values. The research questions center around the predictors and outcomes of individual peer justice, the injustice-conflict interrelationship, the mechanisms of the dissimilarity-team satisfaction relationship, and the moderating role of cultural values on the relationship between justice perceptions and organizational citizenship behavior. The related hypotheses are tested through a longitudinal survey study with 256 employees from a variety of organizations in Germany and through a two-wave survey study with 448 multinational self-managed team members in France. The data is analyzed through structural equation modelling using Mplus and through moderation and mediation analyses using the SPSS macro of Hayes. The results of the first study indicate a reciprocal relationship between injustice dimensions and conflict types in the workplace, whereby this relationship becomes stronger over time. Distributive and procedural injustice further mediate the negative impact of perceived value dissimilarity (relative to teammates) on team satisfaction. The positive effects of perceived age dissimilarity (relative to teammates) on team satisfaction are mediated by information elaboration. Finally, the second study demonstrates that peer justice effects on organizational citizenship behavior are stronger for team members who score high in individualism, high in power distance, and low in uncertainty avoidance.

This dissertation examines how different United States Department of the Interior (USDOI) employees’ perceive fairness and support for diversity. The USDOI is an agency with numerous STEM (science, technology, engineering, and math) employees who have the opportunity to influence future generations through their STEM internship. Specifically, this dissertation examines the relationship between: (1) the perceived fairness of performance appraisals and the empowerment index, demographic characteristics, satisfaction, accountability and recognition; and (2) the perceived support (or lack thereof) of departmental programs and supervisors to foster diversity in the workforce and the empowerment index and demographic characteristics. This dissertation accomplishes several things. First, it provides a review of literature relating to gender diversity. Second, it provides a brief history of organizations that were created and acts/executive orders that were passed in order to support women in their fight against gender discrimination. Fourth, it provides a review of the USDOI’s recruitment, promotion, and employment policies. Finally, it presents an analysis of how USDOI employees’ perceptions of diversity differ by gender. This inquiry utilizes a theoretical framework based on Thomas and Ely’s (1996) and Selden and Selden’s (2001) four diversity paradigms; “discrimination and fairness,” “access and legitimacy,” “learning and effectiveness,” and “valuing and integrating.” These paradigms suggest that the true benefits of diversity can only be realized in the valuing and integrating paradigm where employees’ individual differences are used for the betterment of the organization. It is found that women tend not to perceive that their organization supports diversity. It is also found that the empowerment index, federal tenure, pay category, satisfaction, accountability and recognition are important in explaining employees’ perceptions of fairness and that the empowerment index, federal tenure, supervisory status, gender, and minority status are important in explaining employees’ perceptions of support for diversity. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2016. / FAU Electronic Theses and Dissertations Collection

Made available in DSpace on 2016-07-27T14:21:15Z (GMT). No. of bitstreams: 1 Ivone Felix de Sousa.pdf: 1724848 bytes, checksum: c5fe6263df059a0a31174e3939ca93b4 (MD5) Previous issue date: 2006-12-15 / This study aimed to analyze the mediational power of the affective organizational commitment in the relationship between justice perception (distributive, processual, and interactional) and burnout (in the dimensions: exhaustion, cynicism, and inefficacy). In this research there was the participation of 233 professors of a university located in the Midwestern Region of Brazil. The following instruments were used: Maslach burnout inventory, organizational justice perception scale, and a questionnaire for demographic variables. All data collected were analyzed in three distinct phases. In the first one, analysis of variance (Student's t-test and ANOVA with scheffé) was carried out between the demographic variables and the variables of the model. In the second one, multiple linear regressions (stepwise) were performed in order to verify the predictive power of the demographic variables justice perception and affective commitment on burnout. Finally, hierarchical regression analysis (stepwise) was done to evaluate the mediational power (Sobel test) of the affective organizational commitment in the relationship between justice perception and burnout. The results of the analysis of variance showed that: gender precedes interactional justice perception and affective organizational commitment; spheres of action and professor titles precede affective commitment. The results of the multiple regressions evidenced that: distributive justice perception and affective organizational commitment predict exhaustion; cynicism and inefficacy are predicted only by affective commitment directed to the organization. As to the mediational model it was observed that the mediational power of the affective organizational commitment is confirmed only in the relationship between distributive justice perception and exhaustion. Based on the results obtained in the present study, it can be concluded that the perception of injustice in the form of resource distribution may lead the professor to emotional exhaustion, and if mediated by affective commitment with the organization, the likelihood of the professor to develop exhaustion is enhanced. Therefore, if the university uses justice for resource distribution, it can count on healthier professors who have affective commitment with the institution. / Este estudo teve como objetivo analisar o poder mediacional do comprometimento organizacional afetivo na relação entre percepção de justiça (distributiva, processual e interacional) e burnout (nas dimensões: exaustão, cinismo e ineficácia). A realização desta pesquisa contou com a participação de 233 professores de uma universidade situada no Centro-Oeste do Brasil. Os instrumentos utilizados foram: Maslach burnout inventory, escala de percepção de justiça organizacional, questionário de avaliação do comprometimento afetivo e um questionário para as variáveis sociodemográficas. Os dados recolhidos foram analisados em três etapas distintas. Na primeira, foi feita a análise de variância (teste t e ANOVA com scheffé) entre as variáveis sociodemográficas e as do modelo. Na segunda, foram realizadas regressões lineares múltiplas (stepwise), para verificar o poder preditivo das variáveis sociodemográficas percepção de justiça e comprometimento afetivo sobre o burnout. Por fim, foi feita a análise de regressão hierárquica (stepwise) para avaliar o poder mediacional (teste Sobel) do comprometimento organizacional afetivo na relação entre a percepção de justiça e o burnout. Os resultados das análises de variância demonstraram que: o gênero constitui um fator de diferenciação para a percepção de justiça interacional e o comprometimento organizacional afetivo; as áreas de atuação e a titulação do professor antecedem o comprometimento afetivo. Os resultados das regressões múltiplas evidenciaram que: a percepção de justiça distributiva e o comprometimento organizacional afetivo predizem a exaustão; o cinismo e a ineficácia são preditos apenas pelo comprometimento afetivo dirigido à organização. No tocante ao modelo mediacional, constatou-se que o poder mediacional do comprometimento organizacional afetivo só se confirma na relação entre percepção de justiça distributiva e exaustão. Com base nos resultados obtidos, concluiu-se que a percepção de injustiça na forma de distribuição de recursos pode levar o professor à exaustão emocional e, se mediado pelo comprometimento afetivo com a organização, aumenta a probabilidade de o docente desenvolver a exaustão. Portanto, se a universidade empregar formas justas na distribuição de recursos, ela pode contar com professores mais saudáveis e comprometidos afetivamente com ela.

Made available in DSpace on 2016-07-27T14:21:18Z (GMT). No. of bitstreams: 1 Izabela Alves de Castro Meireles.pdf: 414977 bytes, checksum: 5e0077fd5fea15c79442eb5c8a9dee1b (MD5) Previous issue date: 2006-06-30 / The following study`s purpouse (intent) is to analyse the relations between the perceptions of distributive justice and the experience of pleasure (joy/delight) and suffering (pain/anguish/sorrow) interposed (interfered) by the perceptions of processual and interational justice. It suggests the testo f a modelo f interposed analysis (interfered analysis) between the independent (autonomous) variants perception of distributive justice; the dependent variants experience of pleasure (joy/delight) and suffering (pain/anguish/sorrow) at work; and the interposed (interfered) variants - perceptions of processual and interational justice. 201 civil service employees of the penitentiary segment (section/division) took part in the research (study). The information was collected (gathered) using a self applicable instrument, containing scales of the index-fingers measured of pleasure and suffering at work ando f the perceptions of organizational justice. The results show (prove) that the interposed (interfered) model was adjusted (fit/adapted) to test the relations between the variants: processual justice mediator of distributive justice and the experience of pleasure; and interational and processual justices mediators of the relation between distributive justice and the experience oj suffering. / O presente estudo tem como objetivo analisar as relações entre as percepções de justiça distributiva e as vivências de prazer e de sofrimento mediadas pelas percepções de justiça processual e interacional. Propõe testar um modelo de análise mediacional entre a variável independente percepção de justiça distributiva; as variáveis dependentes vivências de prazer e de sofrimento no trabalho; e, as variáveis mediadoras percepção de justiça processual e interacional. Participaram do estudo 201 trabalhadores de uma organização pública do segmento penitenciário. Os dados foram coletados por meio de um instrumento auto-aplicável, contendo escalas de medida dos indicadores de prazer e sofrimento no trabalho e das percepções de justiça organizacional. Os resultados apontam que o modelo mediacional foi adequado para testar as relações entre as variáveis, sendo a justiça processual mediadora entre a justiça distributiva e a vivência de prazer; e as justiças interacional e processual, mediadoras da relação entre justiça distributiva e a vivência de sofrimento.

Les organisations ont un besoin croissant de compétences de communication écrite et plébiscitent donc les compétences orthographiques de leurs salariés, composante essentielle de l’écrit professionnel. Pourtant, l’étude de la littérature confirme une baisse significative des performances des élèves en compétences orthographiques. Ce problème initialement circonscrit au domaine scolaire devient donc aujourd’hui une préoccupation pour les organisations, tant les déficiences orthographiques sont sources de conséquences négatives. Lors du recrutement, c’est au cours de la phase de présélection que les recruteurs se trouvent confrontés à ces déficiences. Peu d’études académiques ont analysé l’impact des fautes contenues dans le dossier que ce soit sur les perceptions ou les décisions des recruteurs. Notre travail souhaite donc rendre compte de la façon dont les compétences orthographiques sont jugées en contexte francophone par les recruteurs au cours de cette phase. Nous souhaitons également mettre en exergue les perceptions de justice des candidats à l’embauche quand la décision de présélection est fondée sur le critère de la qualité orthographique du dossier de candidature. Nous avons mené une quasi-expérimentation afin de collecter des données auprès de candidats à l’embauche et de recruteurs. Elles ont fait l’objet de deux études : une étude des données qualitatives à partir de restitutions verbales obtenues grâce à la méthode des protocoles verbaux auprès de 20 recruteurs ; une analyse mixte, combinant un traitement des données quantitatif puis lexical après de 422 candidats et 536 recruteurs. Les résultats obtenus ont permis de mettre en lumière l’impact des fautes sur l’appréciation des dossiers de candidature et sur la décision de présélection des recruteurs (un dossier présentant une expérience professionnelle importante et des fautes d’orthographe a, par exemple, 3.1fois plus de chances d’être rejeté qu’un dossier sans fautes, à expérience égale). Nous avons également identifié des variables modératrices de la relation entre les fautes et l’évaluation des dossiers de candidature (le niveau en orthographe du sujet, sa génération d’appartenance, son statut de recruteur ou de candidat). Nous avons par ailleurs adapté l’échelle de Steiner & Gilliland (1996) dédiée initialement à l’évaluation de techniques de sélection ; nous l’avons transposée de façon à évaluer deux critères de présélection. Nos résultats indiquent que les candidats considèrent plus juste l’usage du critère de l’orthographe pour présélectionner une candidature, que celui de l’expérience. / Organizations have a growing need for written communication skills and they demand therefore from their employees spelling skills, which are an essential component of professional writing. However, literature confirms a significant decrease in students’ spelling performance. This problem, first limited to education, is becoming today an organizational concern because spelling deficiencies have such negative consequences for them. Very few academic studies have analyzed the impact of spelling errors on application forms’ evaluation and on recruiters’ decisions. Our goal is to show the way recruiters assess spelling skills in France when they make a decision (select or reject application forms). We also want to highlight the applicants’ perceptions of fairness when the selection decision is based on the spelling criterion. To answer these questions, we have lead an experiment to collect data among applicants and recruiters. Data were analyzed in two different studies : a qualitative study –lexical and thematic- of 20 recruiters’ verbal reports thanks to the verbal protocol method ; then a mixed analysis combining quantitative and lexical analysis was conducted with 536 recruiters and 422 applicants. Results indicate that spelling errors affect both recruiters’ evaluation and decisions concerning applicants. We have also identified moderating variables between the factor «errors »and the application forms’ evaluation. Our results allow us to conclude that applicants perceive more positively the use of the spelling criterion to make a decision than the professional experience criterion.

Although more South African women are progressing into managerial positions, they are doing so at a slow pace and continue to face many challenges (Paulsen, 2009; Mckinsey & Company, 2010; Molebatsi, 2009). Therefore, this research set out to investigate South African women managers’ experiences and how they might relate to their perceptions of organisational justice and perceptions of leadership self-efficacy. Perceptions of organisational justice and perceptions of leadership self-efficacy are significant because they have been individually linked to motivation, commitment, satisfaction and performance (Baldwin, 2006; Combs, 2002; Colquitt, et al., 2001; McCormick, et al., 2002; Paglis, 2010). In addition, the research aimed to explore how these two concepts might interplay. The research took a qualitative approach and conducted in-depth interviews with eight senior women managers from different organisations. A tape recorder was used to record the interviews and thematic content analysis was used to analyse the data collected. The women in the study highlighted both negative and positive work experiences in their role as women senior managers. Further, the study revealed that senior women managers are not a homogeneous group as their experiences are also influenced by factors such as their race, marital status and number and/or age their children. The study also showed that the senior women managers’ experiences were related to their perceptions of organisational justice and leadership self-efficacy. The women in this study were vibrant and positive, and reflected high levels of leadership self-efficacy. It was also clear that these women’s experiences placed more emphasis on procedural and interactional justice than on distributive justice as they placed greater emphasis on work relationships, how they were treated and the fairness of work processes. In addition, the research also found a link between perceptions of organisational and perceptions of leadership self-efficacy

The purpose of this research was to develop a taxonomy of workplace diversity and examine its implications for understanding and predicting diversity at work. A 7-dimension taxonomy was originally developed by reviewing contemporary literature on diversity in the workplace. The taxonomy is grounded in Social Identity Theory. Preliminary research found that each of the seven dimensions of the taxonomy were present in 78 critical incidents describing work-relevant diversity dynamics. The current study reports the development and administration of an instrument, the Workplace Diversity Inventory (WDI), which was used to empirically examine the 7-factor model of the taxonomy in over 20 different industries. Exploratory factor analysis using data from 209 respondents supported a six-dimension taxonomy, with one factor from the proposed taxonomy (Leadership) collapsed into two of the included WDI dimensions (Diversity Climate and Organizational Justice). Subsequent confirmatory factor analysis indicated an adequate to good fit for the six-factor model, with the WDI reduced from 47 to 24 items. Results and implications for theory and practice are discussed.

This research sought to understand the potential association between officer perceptions of organizational justiceand officer perceptions of body-worn cameras (BWCs). A questionnaire was administered to a convenience sample of 362 officersfrom the 750 sworn personnel from the Richmond Police Department in Richmond, VA, yielding a response rate of 91% and representing 44% of the Richmond Police Department’s sworn employees. This study extends prior work by partially replicating a previous BWC survey conducted by leading body-worn camera scholars, utilizing a large sample from an urban mid-Atlantic police department. This study also extends prior work on officer perceptions of organizational justice by examining officer perceptions of personal behavior modifications motivated by BWCs. Findings indicate that officers had positive general perceptions of BWCs but did not perceive that their own behavior would change due to wearing a BWC. Officers reported high perceptions of self-legitimacy and mixed perceptions of organizational justice; for example, although three quarters of respondents (74.6%) felt that command staff generally treats employees with respect, less than a third felt command staff explained the reasons for their decisions (29.1%) and that employees had a voice in agency decisions (29.7%), indicating areas for improvement in agency communication. Exploratory factor analysis yielded three separate organizational justice factors: procedural justice, distributive justice, and interactional justice. Regression analyses indicated that only procedural justice had a significant association with officers’ general perceptions of BWCs after controlling for officer demographics and perceptions of self-legitimacy (β = .20, p < .001), and there were no significant correlations between officer perceptions of organizational justice constructs and their perceptions of personal behavior modification motivated by BWCs. Policy recommendations include quarterly command staff attendance at precinct roll calls to improve internal department communication and an evaluation of the promotion process to improve officer perceptions of organizational justice. Practitioner/researcher partnerships are recommended to realize the full potential of BWC video data in improving department training and policies.

This study tested a model that uses job stressors, equity sensitivity, perceived organizational justice, and job satisfaction to explain turnover intention and organizational citizenship behavior (OCB). An online survey was distributed to emergency communication specialists from 14 emergency communication centers in Florida. The supervisors in these emergency communication centers were asked to rate their employees on OCB. Responses to the survey and the OCB ratings were analyzed using structural equation modeling to evaluate the fit of a theoretical model to those data. Results showed that the model fit the data reasonably well and nearly all the hypotheses were supported. Specifically, job satisfaction completely mediated the relationships between job stressors, equity sensitivity, perceived organizational justice, and turnover intention. Job satisfaction partially mediated the relationships between job stressors, equity sensitivity, perceived organizational justice, and OCB, and equity sensitivity also had a unique, direct impact on OCB. Turnover intention alone did not reduce OCB. The implications of these finding are discussed.