This research focuses on the employment contract of low and unskilled workers in the underground coal mining industry in South Africa and aims to link the concepts of psychological contract, blue-collar workers, race and gender diversity. Due to the recent economic crisis, mining companies are under pressure to increase productivity and reduce cost. It is therefore important for mining companies to understand and manage the employment contract of blue-collar workers in order to improve labour productivity and effectiveness. Quantitative research was conducted among 179 low and unskilled workers in a major coal mining company by means of a modified Psycones psychological contract questionnaire. The following key results were obtained: • Employer obligations in the psychological contract for blue-collar workers in the underground coal mining industry are not fully met; • Significant differences were found in the level of fulfilment of the psychological contract of Black males, Females and White males. The level of fulfilment for Black males is significantly lower than White males. Females have the highest level of employer obligation expectations. • The level of fulfilment of the psychological contract decreases with length of tenure. The results of the research confirms the importance of the fulfilling of employer obligations such as providing “opportunities to grow” and providing an environment to “work together in a pleasant way”. / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

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Orientation: Psychological contract theory is expanded by making a distinction between entitlements beliefs and obligations and expectations of prospective employees. Research purpose: To explore and substantiate themes associated with perceived entitlements and utilise this information to develop a structural model of the anticipatory psychological contract. Motivation for the study: Without taking the entitlement beliefs and reasons therefore into account when examining the psychological contract of an individual, a full view on the psychological contract and its expected consequences cannot be achieved. Research design, approach and method: A qualitative approach to research was adopted consisting of interviews with final year graduate and post-graduate students to derive themes associated with expectations and entitlement beliefs of prospective employees. These themes were utilised to develop a structural model portraying the anticipatory psychosocial contract. Main Findings: A structural model was developed that illustrates the anticipatory psychological contract of prospective employees. The model suggests that there are certain factors that determine an individual's entitlement beliefs, and in turn that individual's entitlement beliefs will influence the level of expectation of that individual regarding future employment. Practical/managerial implications: By fully comprehending the effects of the entitlement beliefs on the anticipatory psychological contract of prospective employees the organisation may minimise the occurrence of psychological breach or violation, which may decrease new employee turnover. Contribution/value-add: Although entitlement was mentioned in previous psychological contract research it has never been investigated as a separate component of the psychological contract. Psychological entitlement must be treated as a scientific construct in organisational sciences since understanding an employee‟s perception of entitlement is essential to understanding the expectations of that employee and, in particular, the nature of exchange between employees and the organisation. The purpose of this research is to determine the relationship between entitlement beliefs and expectations of students‟ future employment. A sample of 179 final year economic and management sciences students was used for this study. A questionnaire was used that measured entitlement perceptions and perceived expectations in future employment of the students. This study concluded that all graduates had a relatively high level of perceived entitlement and expectations regarding future employment. A strong correlation was measured between entitlement beliefs and expectations of the anticipatory psychological contract. This study is unique in the sense that it includes entitlement beliefs in the research of the psychological contract as a separate construct to expectations. / Thesis (MCom (Labour Relations Management))--North-West University, Potchefstroom Campus, 2013.

Orientation: Psychological contract theory is expanded by making a distinction between entitlements beliefs and obligations and expectations of prospective employees. Research purpose: To explore and substantiate themes associated with perceived entitlements and utilise this information to develop a structural model of the anticipatory psychological contract. Motivation for the study: Without taking the entitlement beliefs and reasons therefore into account when examining the psychological contract of an individual, a full view on the psychological contract and its expected consequences cannot be achieved. Research design, approach and method: A qualitative approach to research was adopted consisting of interviews with final year graduate and post-graduate students to derive themes associated with expectations and entitlement beliefs of prospective employees. These themes were utilised to develop a structural model portraying the anticipatory psychosocial contract. Main Findings: A structural model was developed that illustrates the anticipatory psychological contract of prospective employees. The model suggests that there are certain factors that determine an individual's entitlement beliefs, and in turn that individual's entitlement beliefs will influence the level of expectation of that individual regarding future employment. Practical/managerial implications: By fully comprehending the effects of the entitlement beliefs on the anticipatory psychological contract of prospective employees the organisation may minimise the occurrence of psychological breach or violation, which may decrease new employee turnover. Contribution/value-add: Although entitlement was mentioned in previous psychological contract research it has never been investigated as a separate component of the psychological contract. Psychological entitlement must be treated as a scientific construct in organisational sciences since understanding an employee‟s perception of entitlement is essential to understanding the expectations of that employee and, in particular, the nature of exchange between employees and the organisation. The purpose of this research is to determine the relationship between entitlement beliefs and expectations of students‟ future employment. A sample of 179 final year economic and management sciences students was used for this study. A questionnaire was used that measured entitlement perceptions and perceived expectations in future employment of the students. This study concluded that all graduates had a relatively high level of perceived entitlement and expectations regarding future employment. A strong correlation was measured between entitlement beliefs and expectations of the anticipatory psychological contract. This study is unique in the sense that it includes entitlement beliefs in the research of the psychological contract as a separate construct to expectations. / Thesis (MCom (Labour Relations Management))--North-West University, Potchefstroom Campus, 2013.

Orientation – Talent Management Practices and the Psychological Contract are two distinct constructs and it appears that Talent Management influences the Psychological Contract, with the result being a stronger Psychological Contract. Research Purpose – The study aims to determine the relationship between Talent Management and the Psychological Contract. Motivation for the Study – The world of work and the Psychological Contract have changed. Employees value knowledge, skills and experience more than being loyal to an organisation. Today, turnover is a lot higher than it was a few years ago. Talent Management may be a successful intervention to strengthen the Psychological Contract. Research Design, Approach and Method – Two instruments, namely Talent Practices and the Psychological Contract Inventory, were administered online and paper-based to a sample of 556 employees in Pretoria and Centurion. 102 completed questionnaires were obtained. Responses were analysed using quantitative techniques and correlation analysis. Main Findings – Results confirm that generally good Talent Management practices are associated with a positive Psychological Contract. Practical / Managerial Implications – The study provides evidence that management can use Talent Management Practices to strengthen the Psychological Contract, leading to lower turnover, improved motivation and productivity, loyalty, etc. The study therefore emphasises that it is important for management to implement Talent Management Practices. Contribution / Value Add – The findings of the study indicate a generally positive relationship between Talent Management and the Psychological Contract. The study focuses -on the importance of implementing Talent Management practices in order to strengthen the Psychological Contract. / Dissertation (MCom)--University of Pretoria, 2012. / Human Resource Management / unrestricted

The association the alignment of the psychological contract has to workplace outcomes in the South African emerging market context was investigated at a total psychological contract level but also on a psychological contract construct level. The results of 106 manager and employee dyads supported that there are correlations between psychological contract alignment and the performance of employees as rated by their manager, the commitment of the employee to the organisation and the propensity of the employee to leave the organisation. Models were developed that indicated alignment on loyalty aspects explaining the performance outcome and that a combination of alignment on fulfilment and performance support explained the commitment and propensity to leave outcome. Differences in responses between same gender dyads and different gender dyads were explored, as well as between same population group and different population group dyads with no statistically significant differences observed. The results of the study are discussed in terms of its practical use for general and human resource management. Further related research areas are suggested: the association of psychological contract alignment to propensity to leave in a positive economic climate, the degree of bias in performance ratings by managers when highly committed to the employee. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

The interest towards managing structural change successfully through downsizing activities has increased as a result of globalization and the recent economic, technological and demographic changes occurring across Europe. As a result of downsizing activities companies often break a Psychological Contract that an employee has established with the organization when starting the employment contract. This results in employees experiencing negative feelings, lack of motivation, inability to re-motivate oneself after the downsizings and uncertainty about one’s future within the organization. If an employee is unable to rebuild the psychological contract, one might decide to resign from the organization as a consequence. Since employees are companies most valuable asset for companies and the key asset to remain competitive, companies should focus on preventing the violation of the psychological contract. The purpose of this study is to understand why some downsizing survivors decide to voluntarily resign during the post-downsizing era. A collective case study was conducted in a form of interviews from two cases. The results from the primary and secondary data illustrated that employees who are unable to rebuild the psychological contract are more likely to voluntarily resign.

Este trabalho concentra-se no estudo de um dos instrumentos específicos utilizados pelas organizações para administrar suas relações com seus empregados o contrato psicológico. Por meio de uma pesquisa exploratória e descritiva, buscou-se responder se e como a violação dos contratos psicológicos exerce influência sobre os níveis de rotatividade voluntária em empresas de consultoria em atividade no Brasil. Para tanto, foi realizada uma pesquisa de campo, utilizando-se os métodos qualitativo e quantitativo, em duas empresas multinacionais do ramo de consultoria. A amostra, representada por sete consultores seniores que pediram demissão voluntária, permite concluir que a violação dos contratos psicológicos ocorre em empresas de serviços de consultoria em atividade no referido país, e que a rotatividade voluntária está associada a ela. / This research concentrates in a study about one of the specific instruments used by organizations to manage relationships with its employees the psychological contracts. Through an exploratory and descriptive research, the study addresses the question if and how psychological violation influences the level of voluntary turnover in consultant firms in operation in Brazil. To do so, and using a qualitative and quantitative method, the research was applied in two multinational consulting firms in the referred country. The sample, represented by seven senior consultants who left the organization voluntarily, tells that the psychological violation occurs in these firms, and the voluntary turnover is associated to it.

Este trabalho concentra-se no estudo de um dos instrumentos específicos utilizados pelas organizações para administrar suas relações com seus empregados o contrato psicológico. Por meio de uma pesquisa exploratória e descritiva, buscou-se responder se e como a violação dos contratos psicológicos exerce influência sobre os níveis de rotatividade voluntária em empresas de consultoria em atividade no Brasil. Para tanto, foi realizada uma pesquisa de campo, utilizando-se os métodos qualitativo e quantitativo, em duas empresas multinacionais do ramo de consultoria. A amostra, representada por sete consultores seniores que pediram demissão voluntária, permite concluir que a violação dos contratos psicológicos ocorre em empresas de serviços de consultoria em atividade no referido país, e que a rotatividade voluntária está associada a ela. / This research concentrates in a study about one of the specific instruments used by organizations to manage relationships with its employees the psychological contracts. Through an exploratory and descriptive research, the study addresses the question if and how psychological violation influences the level of voluntary turnover in consultant firms in operation in Brazil. To do so, and using a qualitative and quantitative method, the research was applied in two multinational consulting firms in the referred country. The sample, represented by seven senior consultants who left the organization voluntarily, tells that the psychological violation occurs in these firms, and the voluntary turnover is associated to it.

As demands on school-based administrators continue to increase, so do their responsibilities. Historically the roles and responsibilities of school principals have been clearly delineated in both the legislation governing in-school administrators and also in principals' job descriptions. Principals typically know the expectations of their leadership roles, however, the same cannot be said for all vice-principals (VPs). The pattern that emerges is one that shows the VP as being a jack-of-all-trades. Typically, Saskatchewan rural VPs do not have clearly delineated expectations formally or informally in either legislation or job description. Most often VPs positions are advertised as containing a teaching component and "other duties as assigned." The 2001 Saskatchewan Teachers' Federation (STF) recommendations for improving in-school administration positions have led to little change (p. 3). The conceptual framework focused on the relationship between geographical location (distance), gender and rural Saskatchewan VP perceptions of employee-made and employer-made workplace obligations. VPs are a critical yet often overlooked component of school effectiveness. This emphasized the need for advancing our understanding of VPs' employment relationship and connecting this to the "VP role restructured" blueprint found in the literature. The purpose of this study was to investigate, explore and describe the pattern of the psychological contract among Saskatchewan rural VP's and facilitate better utilization of their skills and leadership. Quantitative and qualitative methods were used in this study. The quantitative data was derived from Rousseau's (2000) Psychological Contract Inventory (PCI) survey questionnaire. This survey was used to determine the extent of employee-made and employer-made workplace obligations from the VP perception. The sample consisted of 42 VPs employed in rural Saskatchewan schools. The qualitative data were generated from participant responses to the open-ended questions attached to the end of the PCI. The responses to the survey and the open-ended questions were analyzed according to the research questions, emerging themes and recurring themes. After the data were analyzed, relationships were revealed between geographical location, gender, and rural VPs' perceptions of workplace obligations. The findings in this study revealed VPs were generally in agreement that relationships between distance, gender and perceptions of workplace obligations were slight at best. It was also revealed that VPs' perceptions of employee-made and employer-made workplace obligations were characterized as well-being items representative of loyalty and security features of a relational psychological contract. VPs indicated a willingness to commit to the organization regardless of distance or gender. Participants almost unanimously expressed their aspirations for the inclusion of professional growth, skill enhancement and increased leadership responsibilities in their assigned, expected and assumed role behaviors. Participant responses were generally consistent with the literature. Derived from participants' qualitative responses, VPs lead busy work lives. As revealed in the findings, VPs indicated they had aspirations for enhanced leadership opportunities. This study generated many implications for practice, policy and research.