The benefit of introducing audit software into curricula for computer auditing students: a student perspective from the University of Pretoria

Coetzee, G.P.; Bruyn, Rudrik Du

doi:10.4314/sajhe.v17i2.25294

Cited by 5 publications

(5 citation statements)

References 24 publications

(32 reference statements)

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“…Keadilan organisasi mengacu pada keputusan yang dibuat organisasi, prosedur dalam membuat keputusan dan perlakuan interpersonal yang diterima karyawan (Coetzee, 2005). Keadilan bersifat subjektif dan konsep deskriptif yang menangkap apa yang individu percaya untuk menjadi benar, daripada sebuah realitas objektif atau kode moral yang menentukan.…”

Section: Issn : 2809-9508unclassified

“…Keadilan organisasi berfokus pada deskripsi dan penjelasan tentang keadilan di tempat kerja (Colquitt, 2001;Greenberg, 2001). Keadilan organisasi mengacu pada keputusan yang dibuat organisasi, prosedur dalam membuat keputusan dan perlakuan interpersonal yang diterima karyawan (Coetzee, 2005). Keadilan adalah kepentingan utama untuk chief executive officer dan manajer dalam organisasi perusahaan dengan pandangan untuk memberikan kesempatan yang sama, mempromosikan praktik sumber daya manusia yang tidak bias dan keputusan dalam perekrutan, penilaian kinerja dan sistem penghargaan (Baldwin, 2006;Bowen et al, 1999).…”

Section: Tinjauan Teori Keadilan Organisasiunclassified

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Pengaruh Keadilan Organisasi Terhadap Perilaku Inovatif Dengan Kepercayaan Organisasi Sebagai Mediasi

Handayani,

Prasetya,

Burhan

2023

JPPISB

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The purpose of this research is to see the effect of organizational justice on innovative work behavior, as well as to prove the role of organizational trust in mediating the effect of organizational justice on innovative work behavior. The method used in this research is quantitative research which explains that the research paradigm emphasizes understanding of problems in social life based on the conditions of reality or natural settings that are holistic, complex and detailed. This research is descriptive and verificative in nature. The population of this research is members of Battalion Arhanud 13/PYB, totaling 525 people. Using the N population table developed by Krejcie and Morgan, the sample size is 217. The sample determination method used in this study is simple random sampling method. Data collection was carried out by means of field research, by submitting a structured questionnaire. Perceptions of organizational justice are measured by OJS (Moliner, 2004), organized by 12 items. Organizational trust is measured using Gabarro and Athos (1976) in Interpersonal Relations and Communications; which consists of 7 items as follows (Alshaabani, et al., 2022). Innovative behavior is measured by assessing how far each individual contributes to work based on Janssen (2000), totaling 9 items. The analysis technique used is the structural equation modeling (Structural Equation Modeling-SEM) based on variance or partial least squares (PLS). The results of the study found that organizational justice had a significant positive effect on innovative work behavior and organizational trust mediated the effect of organizational justice on innovative work behavior.

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Section: Issn : 2809-9508unclassified

Section: Tinjauan Teori Keadilan Organisasiunclassified

Pengaruh Keadilan Organisasi Terhadap Perilaku Inovatif Dengan Kepercayaan Organisasi Sebagai Mediasi

Handayani,

Prasetya,

Burhan

2023

JPPISB

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“…Reactive content theories are conceptual approaches that focus on how individuals respond to unfair treatment (Greenberg, 1987). These theories state that people will respond to unfair relationships by displaying certain negative emotions such as resentment, anger, dissatisfaction, disappointment and unhappiness (Coetzee, 2005). In an attempt to redress the experienced inequity, employees will seek restitution, engage in retaliatory behaviour or restore psychological equity by justifying the injustice or leaving the organization (Baldwin, 2006).…”

Section: Proactivementioning

confidence: 99%

“…The proactive theories focus on allocation procedures and seek to determine what procedures people will use to achieve justice. According to the proactive theories, procedures should meet the following requirements for them to be regarded as just: allow opportunities to select the decision maker, follow consistent rules, make use of accurate information, identify the structure of decision-making power, employ safeguards against bias, allow for appeals to be heard, provide opportunities for correcting procedures, meet moral and ethical standards (Coetzee, 2005).…”

Section: Proactivementioning

confidence: 99%

“…Eight procedures are identified that may help promote the attainment of justice. These include procedures that: (a) allow opportunities to select the decision making agent, (b) follow consistent rules, (c) are based on accurate information, (d) identify the structure of decision-making power, (e) employ safeguards against bias, (f) allow for appeals to be heard, (g) provide opportunities for changes to be made in procedures and, (h) are based on prevailing moral and ethical standards (Coetzee, 2005).…”

Section: Allocation Preference Theorymentioning

confidence: 99%

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Relationship Between Perceptions of Interpersonal Justice and Employee Commitment in Health Sector Non-Governmental Organizations in Kenya

Gichira,

Were,

Orwa

2017

EJH

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Purpose: The purpose of the study was to assess the extent of the relationship between perceptions of interpersonal justice and employee commitment in health sector non-governmental organizations in Kenya.Methodology: The study adopted descriptive and correlational research designs with a statistical sample of 195 employees responsible for key result areas in 17 health sector Non-Governmental Organizations. Justice perceptions were measured using Colquitt’s four construct model comprising of distributive, procedural, interpersonal and informational justice while organizational commitment was measured through Meyer’s three component model comprising of affective, continuance and normative commitment. Inferential statistics comprising of correlation, multiple linear regression models and ANOVA analysis were applied `to establish the relationship between the independent and dependent variables. Qualitative data was analyzed through the use of questionnaires.Results: Based on the findings, the study concluded that interpersonal justice perceptions have a positive and significant relationship with affective, continuance and normative commitment in health sector non-governmental organizations in Kenya.Unique contribution to theory, practice and policy: Interpersonal justice should be promoted through treatment of employees with politeness, respect and dignity by their supervisors and other organizational leaders. This way, organizations will not only benefit from a committed workforce, but also improve employee relations and thereby minimize the consequences of retributive justice emanating from employee workplace deviance actions.

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Use of information technology on statutory auditors' work: New profiles beyond Spreadsheets' users

Pedrosa

Costa

Laureano

2015

2015 10th Iberian Conference on Information Systems and Technologies (CISTI)

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The benefit of introducing audit software into curricula for computer auditing students: a student perspective from the University of Pretoria

Cited by 5 publications

References 24 publications

Pengaruh Keadilan Organisasi Terhadap Perilaku Inovatif Dengan Kepercayaan Organisasi Sebagai Mediasi

Pengaruh Keadilan Organisasi Terhadap Perilaku Inovatif Dengan Kepercayaan Organisasi Sebagai Mediasi

Relationship Between Perceptions of Interpersonal Justice and Employee Commitment in Health Sector Non-Governmental Organizations in Kenya

Use of information technology on statutory auditors' work: New profiles beyond Spreadsheets' users

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