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Educators have had good reason to be concerned with social justice in a context where diversity has become more pronounced in both our schools and communities, with widening divisions between the advantaged and the disadvantaged. Internationally, increasing emphasis has been placed on utilizing the role of school leadership to address issues of social justice and equality, within a scenario where comparative studies of the performance of educational systems dominate the policy imagination globally, thus leading to increased pressure on school systems. This chapter presents a problematization of the social justice concept within education as presented in the literature, while setting out to critique this concept as an educational goal, as well as the role educational leadership is expected to play in the promotion of equity and social justice discourses through the lens of Actor-Network Theory (ANT). This theoretical chapter has implications for theory, policy, and practice.

Recent scholarship calls for identifying conditions in which procedurally just treatment translate to increased police legitimacy. The present study draws on community justice and vitality and procedural justice literature to examine whether adolescent and young adults’ perceptions of legitimate work and school opportunities in their neighborhoods moderate the effects of fair treatment by police on perceptions of police legitimacy.

Longitudinal data from a justice-involved youth sample and a series of generalized linear mixed models are used to test the study’s hypotheses. We model “persons as contexts” and separate within-person and between-person effects.

Main effects models indicate that procedural justice and neighborhood opportunities both have significant within-individual, between-individual and person-contextual effects on police legitimacy. Results from interaction models indicate strong support for a person-contextual interaction effect. Net of covariates, higher average perceptions of procedurally just treatment leads to greater average police legitimacy, but this effect erodes when individuals perceive weak educational and occupational opportunities in their neighborhoods over time.

Efforts to maximize police legitimacy may be enhanced through greater investment in community opportunity structures. This study highlights the need for public officials and police to support the educational and occupational vitality of communities as a key strategy to promote police legitimacy and optimize core aspects of the procedural justice model.

Despite recent efforts to link religion with job satisfaction, the current state of research lacks the knowledge of why there may be a positive relationship between the two variables. This study tries to fill this gap by testing the notion that Christians are more likely to exhibit a higher level of distributive justice perception, which leads to a higher level of job satisfaction. The study also tries to identify Christianity as the moderator in the relationship between distributive justice and job satisfaction.

This study uses secondary data. The study analyzes 13,289 employees in 27 countries in the 2010 European Social Survey, which contains information on the levels of distributive justice perceptions and job satisfaction, as well as the religious affiliations of the respondents. The country fixed effect regression analysis was conducted.

The analyses first reveal that Protestants, compared to non-Protestants, exhibit a higher level of distributive justice perception, which leads to a higher level of job satisfaction. The analyses also demonstrate that the positive relationship between distributive justice perception and job satisfaction is weaker for Protestants than non-Protestants. These relationships, however, were not evident for people affiliated with other denominations of Christianity.

Protestant employees are likely to maintain a higher level of distributive justice perception, and distributive justice perception matters less in shaping their job satisfaction. As a result, organizations may want to focus more on the other aspects of organizational justice, such as procedural and interactional justices in managing protestant employees, if maintaining job satisfaction level is a concern. With many “Christian-based” companies operating and being supported in today’s economy, the findings in this study can be useful to these organizations that are more likely to attract and have Christians as their employees.

The current study provides evidence that employees’ religious affiliation (i.e. Protestantism in this case) can be a predictor of job satisfaction through the mediation of distributive justice perception. It also offers a basis for future studies on employee morale (e.g. job satisfaction and justice perceptions) to consider religious factors. Finally, the findings also identify Protestant affiliation as a moderator in the distributive justice–job satisfaction relationship.

While there is ample discussion in management studies and organizational behavior textbooks about the factors that impact organizational outcomes, such as employee retention, this research is focused on exploring the previously unexplored question of how procedural justice, job characteristics and meaningful work influence employees' intentions to leave their organizations. As such, this study aims to investigate the impact of procedural justice on employees' intentions to leave, both independently and in conjunction with job characteristics and meaningful work as mediators.

This study uses partial least squares structural equation modeling (PLS-SEM) to develop the research model and for hypothesis testing. The path model is assessed using critical model fit indices and measures of goodness of fit.

The results reveal a negative relationship between procedural justice and employees’ intentions to leave. This negative relationship persists and is strengthened when both job characteristics and meaningful work act as mediators. Although job characteristics only exerted a significant effect through indirect effects, meaningful work demonstrated a significant negative impact on the intentions to leave through both direct and indirect effects.

This study presents a new perspective on employee retention by proposing an original mediation-based path model. Through the testing of eleven hypotheses, the study reveals the intricate relationships between the four constructs examined. The findings provide valuable insights that can serve as a basis for future research in management studies and organizational behavior.

This essay contributes to the ongoing exposition of a project management-focused understanding of “public policy” implementation. Distinct from previous studies that take a predominantly administrative sciences perspective, the delivery and implementation of publicly funded infrastructure projects as an instrument of public policy is explored through the lens of legal frameworks.

We adopt the explanation-building review approach to provide descriptions and explanations of the relevant enablers and context necessary for the successful delivery and implementation of publicly funded infrastructure projects.

The ambiguity associated with public policy is more likely to hinder than facilitate the use of publicly funded infrastructure projects as preferred instruments of choice for implementing public policy.

Despite substantial interest among academics and practitioners in utilising projects as tools for public policy implementation, thorough discussions on the legal complexities inherent in these projects remain scarce.

Justice appears as an important strategic concept for promoting sustainability. Among the sustainable development goals established by the United Nations (UN), Goal 16 is about providing access to justice for all and building effective, accountable, and inclusive institutions. In the stakeholder theory perspective, the perception of fair treatment in the stakeholder management allows the organization to value fairness, impartiality, and morality among all stakeholders. The purpose of this chapter is to analyze the influence of justice in the organizational processes of a network of solidarity economy cooperatives. We used semi-structured interviews and desk research on documents made available by the network. The results point to a series of values and processes based on justice throughout the production and managerial chain, providing relationships understood as fair, which can be replicated in organizations that pursue the same ideals.

The purpose of this research is to empirically test the role of psychological contract breach in explaining the relationship between leadership style and procedural justice, burnout and psychological distress. This study provides important insights for police agencies who seek to positively impact, through the actions of their leaders, on both performance and psychological health of their officers. Drawing from the study findings, key recommendations for police leadership development programs are made.

The current study with a large sample of Australian police (N = 1763), explores the relationship between leader-member exchange (LMX) leadership style and two sets of outcomes. The first is procedural justice, an important job performance outcome related to police practice. The second outcome includes two measures of psychological health, specifically burnout and psychological distress. Psychological contract breach (PCB) is investigated in the current research as a potential mediator in the relationship between leadership and (a) job performance and (b) psychological health.

Using mediated regression analyses, high LMX leadership is associated with lower PCB, higher procedural justice and reduced psychological health impairment amongst staff. The relationship between LMX and procedural justice was fully mediated by PCB, meaning that PCB explains the relationship between LMX and procedural justice. Partial mediation was found for both psychological health outcomes. As such, leadership style has a direct relationship with psychological health, and is partly explained by PCB.

Very little research has considered the role of PCB in explaining how leadership style is related to job performance and psychological health outcomes in policing. To our knowledge, this is the first study that has empirically examined whether leadership style makes it more likely that a police officer will perceive PCB. And further, whether this breach is associated with reduced job performance (i.e. less procedural justice) and poorer psychological health (i.e. increased burnout and psychological distress).

The main point in this chapter is that Sustainable Development Goal (SDG) 4 targets cannot be achieved without education justice, which entails that every child, young person and adult benefit from quality education and lifelong learning. There is no justification for the injustices arising from poor-quality education and exclusion as they exist today. Accordingly, tackling the problem of social, political and economic exclusion that emerges from the education sector, and the limitations they impose on the prospects of some individuals, must be prioritised to expedite the realisation of SDG 4. That entails, among other things, ensuring inclusive and equitable quality education and promoting lifelong learning opportunities for all. Drawing on the nexus between education justice in basic and higher education, this chapter exposes the nature of the challenges that sustain the injustices of educational exclusion and poor-quality education. These include the knock-on effects that injustices in basic education have on higher education, especially for students from marginalised schools. Interventions that seek to advance education justice towards the attainment of SDG 4 are also discussed.