The role of interpersonal justice perceptions of employees during major organisational change due to a merger and acquisition

dc.contributor.authorWalters, Chrizelda
dc.contributor.authorVos, H. D.
dc.contributor.otherUniversity of Stellenbosch. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.en_ZA
dc.date.accessioned2011-05-30T13:19:17Z
dc.date.available2011-05-30T13:19:17Z
dc.date.issued2005-03
dc.descriptionThesis (MA)--University of Stellenbosch, 2005.en_ZA
dc.description103 Leaves printed on single pages, preliminary pages i- viii and numbered pages 1-132. Includes bibliography, list of tables and figures. Digitized at 600 dpi grayscale to pdf format (OCR), using a Bizhub 250 Konica Minolta Scanner.en_ZA
dc.description.abstractENGLISH ABSTRACT: The research explored the role of interpersonal justice perceptions in an organisation undergoing change. Interpersonal justice was operationalised by dividing it into two components namely, social sensitivity and informational justice. The study falls within the qualitative and quantitative paradigm. The research was conducted at a South African financial institution undergoing change due to a merger and acquisition, and comprised of in-depth interviews as well as an exploratory survey. The sample consisted of 159 employees. The results confirm those of previous research studies regarding the relationship between interpersonal justice and job satisfaction. The results also showed that a difference in the interpersonal justice perceptions of employees at different job grades exists. Interpersonal justice perceptions are likely when employees believe that they personally are treated fairly and are being adequately informed of the changes in their organisation. This is of utmost importance if one is to create a just and efficient workforce during organisational change processes.en_ZA
dc.description.abstractAFRIKAANSE OPSOMMING: Die navorsing het die rol van interpersoonlike geregtigheid persepsies in 'n organisasie wat verandering ondergaan ondersoek. Interpersoonlike geregtigheid was geoperasioneel deur dit te verdeel in twee komponente naamlik, sosiale sensitiwiteit en inligtings geregtigheid. Die studie val onder die kwalitatiewe en kwantitatiewe paradigma. Die navorsing was onderneem by 'n Suid-Afrikaanse finansiele instelling wat deur organisatoriese verandering gegaan het as gevolg van 'n samesmelting. Die navorsing het bestaan uit in diepte onderhoude asook 'n ondersoek opmeetinstrument. Die steekproef het bestaan uit 159 werknemers. Die resultate van die studie ondersteun die van vorige navorsing wat betref die verhouding tussen interpersoonlike geregtigheid en werkstevredenheid. Die resultate het ook getoon dat 'n verskil in die interpersoonlike geregtigheid persepsies van werknemers op verskillende posvlakke bestaan. Interpersoonlike geregtigheid persepsies is moontlik wanneer werknemers glo dat hulle met respek en regverdigheid behandel word. Werknemers moet ook genoegsaam ingelig word van die veranderinge in die organisasie om persepsies van interpersoonlike geregtigheid te ondervind. Dit is van uiterste belang gedurende organisatoriese veranderinge om 'n doeltreffende mannekrag waar geregtigheid geld te skep.en_ZA
dc.format.extent132 p.
dc.identifier.urihttp://hdl.handle.net/10019.1/14781
dc.language.isoen_ZAen_ZA
dc.publisherStellenbosch : University of Stellenboschen_ZA
dc.rights.holderUniversity of Stellenboschen_ZA
dc.subjectConsolidation and merger of corporations -- Psychological aspectsen_ZA
dc.subjectOrganizational justiceen_ZA
dc.subjectEmployees -- Attitudesen_ZA
dc.subjectCommunication in managementen_ZA
dc.subjectOrganizational change -- Psychological aspectsen_ZA
dc.subjectDissertations -- Industrial psychologyen_ZA
dc.subjectTheses -- Industrial psychologyen_ZA
dc.subjectAssignments -- Industrial psychologyen_ZA
dc.titleThe role of interpersonal justice perceptions of employees during major organisational change due to a merger and acquisitionen_ZA
dc.typeThesisen_ZA
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