This study explores employees’ perceptions of justice regarding internal selection in the Ministry of Education ( MOE) in the Sultanate of Oman. The study explores the perceptions of all employees in different hierarchical levels and all the interactions which might develop during the internal selection. The literature highlights the importance of employees’ perceptions of justice within selection processes both for the wellbeing of employees and for the organisation’s effectiveness. Moreover, improving the selection processes would populate the MOE with the best education specialists and therefore make the MOE better able to deliver the best education system. There is scant literature that tackles the perceptions from the standpoint of social interactions and the influence of the perception of power in these interactions. Therefore, this study explores internal selection from two perspectives: the organisational perspective and the social interactions perspective. The organisational perspective explores internal selection by examining the process of selection and the management system in the MOE and applying the model of organisational justice to examine the extent to which employees perceive justice in internal selection in the MOE. The social interactions perspective looks at the influence of culture (national & organisational), self-categorisation, group membership and the power effect in employees’ perception of justice in internal selection in the MOE. This study uses mixed methods to investigate internal selection in the MOE in the Sultanate of Oman, the research being conducted through an online survey and interviews with employees at different hierarchical levels in MOE.The findings of the study show that perception can be influenced both by social interactions and organisational practices affecting internal selection in the MOE. The organisational culture has more influence on employees’ perceptions than national culture, although the findings also show that employees’ perceptions of justice are influenced by the national policies and laws which determine the status of public organisations in the society. The existence of policies, a strategic plan, and processes, is essential in standardising the procedures and making the internal selection transparent for all employees in the MOE. Moreover, the findings show a trend away from collective identity towards self-categorisation, drawing attention to the fact that employees’ participation in the process of decision-making plays a role in their perception of justice in the MOE. Furthermore, the findings show the need for a system of feedback and two-way communication in the MOE, which would enhance the transparency of internal selection and lead to a positive perception of the MOE’s internal selection.
|Date of Award||2019|
|Supervisor||Angela Roger (Supervisor) & Richard Ingram (Supervisor)|
- internal selection
- public organisation
- organisational justice