published_or_final_version / abstract / Psychology / Doctoral / Doctor of Philosophy

The aim of this study was to investigate the impact of Human Resource Management (HRM) practices on the psychological contracts of employees who have been negatively impacted by the widespread psychological recession. The psychological contract that exists between employees and organisations is brittle due to the psychological recession, which is defined as an emotional state in which employees feel extremely vulnerable to economic hardship. This contributes to a negative and cynical view of the present and an even bleaker view of the future. Breach of the psychological contract has severe negative consequences for employees and organisations. These include reduced employee well-being, trust levels, various organisational citizenship behaviours, increased cynical attitudes toward the organisation, and stronger intention to quit. The target population for the present study consisted of all permanent support staff working at an organisation that has recently went through a large-scale retrenchment exercise (n=52). A self-administered questionnaire was distributed amongst employees. The findings suggest that when the harsh effects of the psychological recession increase, employees are more likely to engage in various destructive behaviours at work due to breach and violation of their psychological contracts. Furthermore, the results indicated that an increase in the number of progressive HRM practices correlated with a decrease in breach and violation of the psychological contract. It was further revealed that the widespread psychological recession may make the employment relationship brittle and prone to breach and violation. The findings suggest that through the effective development and application of many explicit HRM practices, employees’ psychological contracts may become less fragile to breach and violation during a psychological recession.

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In order to help develop a coherent PCT model for this dissertation, the focus was set mainly on three major tasks. The first one is identifying the basic psychological contract components, including the perceived psychological contract obligations of employees and employers alike. The second involves the identification of necessary assumptions which can deduce the mechanism concerning the effects of psychological contract components on employee outcomes. In this dissertation, the norm of reciprocity and indebtedness have been identified as the two necessary human nature assumptions in PCT building. Lastly, the third task is to deduce the relationship between employer and employee obligations in predicting employee outcomes. After the shortcomings of two existing approaches that investigate the joint effects of employer and employee obligations were reviewed in the literature and two assumptions identified in the second task, an interactive approach was proposed to examine the combined effects of the aforementioned obligations. / Since the nature of employment relationships are changing worldwide, research on psychological contract concerning reciprocal obligations between employer and employees has gained increased attention. However, extant literature falls short in establishing a coherent psychological contract theory. For instance, although its core contents include employer and employee obligations, the latter is relatively neglected in most studies. In addition, there is relatively little discussion about the basic elements of the psychological contract. Some of these elements are the relationship between/among components of psychological contract and the possible combined effects of these components on both employer and employee outcomes. Hence, these hinder the development of a coherent psychological contract theory (PCT). / This dissertation contributes to the psychological contract literature in five ways. Initially, the proposed PCT model provides a coherent framework for psychological contract research. Second, the interactive approach shapes future research direction by examining the joint effects of employer and employee obligations. Third, it contributes to the literature regarding reciprocity by investigating the interplay between these obligations. Fourth, the notion of personalization of employer by the employee is verified using two human nature assumptions (i.e., norm of reciprocity and indebtedness). Finally, the current study may have implications in conceptualizing the relational social contract in different social relationships in addition to the employer-employee relationship. In short, this dissertation develops a more comprehensive PCT. Moreover, some managerial implications are derived for practitioners according to the theoretical development. / Peng, Zhengmin. / Adviser: Chi-sum Wong. / Source: Dissertation Abstracts International, Volume: 70-06, Section: A, page: 2137. / Thesis (Ph.D.)--Chinese University of Hong Kong, 2008. / Includes bibliographical references (leaves 121-130). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. [Ann Arbor, MI] : ProQuest Information and Learning, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. Ann Arbor, MI : ProQuest dissertations and theses, [201-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstracts in English and Chinese. / School code: 1307.

The "psychological contract" is one of today's hottest buzzwords. In this ever­ continuing competitive and changing environment rapid organisational and managerial change is required to enable business and organisations to survive. The objective of this research was to investigate the extent to which opinions of employees about the various psychological contract dimensions can influence the overall employment relationship. A literature survey concerning the psychological contract construct, its dimensions and the variables affecting the psychological contract was done. A sample of 394 employees within an Auditing firm was obtained, from which three departments (Management Consulting, Auditing and Information Systems) employees opinions on the psychological contract dimensions were compared. The results of the empirical study indicated that there are comparable differences in employee's perceptions of the various dimensions of the psychological contract. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)

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 descritiva, buscou-se responder se os traços de personalidade influenciam na formação dos tipos de contratos psicológicos, bem como na percepção de ruptura e violação dos mesmos. A base teórica escolhida pra o desenvolvimento desta tese é a psicologia analítica de Carl Gustav Jung. Para tanto, foi realizada uma pesquisa, utilizando-se o método quantitativo, com 528 alunos e ex-alunos de um curso de pós-graduação lato sensu. A taxa de resposta da pesquisa aplicada foi de 34,84% da amostra inicial. Os resultados apresentaram associação entre as funções psíquicas racionais (pensamento e sentimento) e a formação da tipologia do contrato psicológico (relacional e transacional), contribuindo para o preenchimento de uma das maiores lacunas ainda presente nos estudos sobre o tema: a influência que a personalidade exerce na formação dos contratos psicológicos. / This work focuses on a study of the specific tools used by organizations to manage their relationships with their employees - the psychological contract. Through a descriptive study, we sought to answer whether personality traits influence the formation of psychological contracts types, as well as the perception of breach and violation of them. The theoretical basis chosen to develop this thesis is the analytical psychology of Carl Gustav Jung. Therefore, a survey was conducted, using the quantitative method, with 528 students and former students of a post-graduate course. The response rate of applied research was 34.84% of the initial sample. The results showed an association between the rational psychic functions (thinking and felling) and the formation of the type of psychological contract (relational and transactional), helping to fill one of the biggest gaps still present in the studies on the subject: the influence that personality plays in the formation of psychological contracts.

Hau Wing-sze. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2003. / Includes bibliographical references (leaves 82-90). / Abstracts in English and Chinese ; questionnaire also in Chinese. / Abstract --- p.i / 摘要 --- p.iii / Acknowledgement --- p.iv / Table of Content --- p.v / List of Tables --- p.vii / List of Figures --- p.viii / List of Appendices --- p.1 / Chapter Chapter One: --- Introduction --- p.2 / Psychological contract violations (PCV) --- p.4 / Psychological contract violations after organizational changes --- p.5 / Employees' reactions of psychology contract violations --- p.6 / Managerial explanations of organizational changes --- p.9 / Perceived legitimacy of explanations --- p.12 / Impression Positivity --- p.14 / Perceived sincerity --- p.17 / Mediation analyses --- p.18 / Overview --- p.19 / Chapter Chapter Two: --- Method --- p.22 / Overview --- p.22 / Study 1 --- p.22 / Study 2 --- p.25 / Chapter Chapter Three: --- Results --- p.32 / Descriptive Analyses --- p.32 / Correlations between predictors and criteria --- p.42 / Regression Analysis --- p.45 / Mediating effects of job satisfaction --- p.56 / Mediating effects of PCV --- p.61 / Chapter Chapter Four: --- Discussion --- p.62 / Psychological contract violations and employees' reactions --- p.62 / Ameliorative effects of explanations --- p.63 / Ineffective sides of explanations --- p.65 / "Three-way interactions between PCV, perceived legitimacy and impression positivity" --- p.68 / Mediating effects of job satisfaction --- p.69 / Multiple explanations --- p.70 / Explanations --- p.71 / Limitations of the Study --- p.73 / Implications for Intervention --- p.74 / Conclusions --- p.80 / References --- p.82

The "psychological contract" is one of today's hottest buzzwords. In this ever­ continuing competitive and changing environment rapid organisational and managerial change is required to enable business and organisations to survive. The objective of this research was to investigate the extent to which opinions of employees about the various psychological contract dimensions can influence the overall employment relationship. A literature survey concerning the psychological contract construct, its dimensions and the variables affecting the psychological contract was done. A sample of 394 employees within an Auditing firm was obtained, from which three departments (Management Consulting, Auditing and Information Systems) employees opinions on the psychological contract dimensions were compared. The results of the empirical study indicated that there are comparable differences in employee's perceptions of the various dimensions of the psychological contract. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)

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 descritiva, buscou-se responder se os traços de personalidade influenciam na formação dos tipos de contratos psicológicos, bem como na percepção de ruptura e violação dos mesmos. A base teórica escolhida pra o desenvolvimento desta tese é a psicologia analítica de Carl Gustav Jung. Para tanto, foi realizada uma pesquisa, utilizando-se o método quantitativo, com 528 alunos e ex-alunos de um curso de pós-graduação lato sensu. A taxa de resposta da pesquisa aplicada foi de 34,84% da amostra inicial. Os resultados apresentaram associação entre as funções psíquicas racionais (pensamento e sentimento) e a formação da tipologia do contrato psicológico (relacional e transacional), contribuindo para o preenchimento de uma das maiores lacunas ainda presente nos estudos sobre o tema: a influência que a personalidade exerce na formação dos contratos psicológicos. / This work focuses on a study of the specific tools used by organizations to manage their relationships with their employees - the psychological contract. Through a descriptive study, we sought to answer whether personality traits influence the formation of psychological contracts types, as well as the perception of breach and violation of them. The theoretical basis chosen to develop this thesis is the analytical psychology of Carl Gustav Jung. Therefore, a survey was conducted, using the quantitative method, with 528 students and former students of a post-graduate course. The response rate of applied research was 34.84% of the initial sample. The results showed an association between the rational psychic functions (thinking and felling) and the formation of the type of psychological contract (relational and transactional), helping to fill one of the biggest gaps still present in the studies on the subject: the influence that personality plays in the formation of psychological contracts.

Esta pesquisa investiga a relação entre os sistemas de controle gerencial e os contratos psicológicos, como forma de discutir as relações contratuais nas organizações. Os sistemas de controle gerencial foram definidos como processos administrativos de proposição de parâmetros comportamentais idealmente construídos para criar convergência de objetivos entre servidores e organizações, cuja dinâmica de controle implica no diagnóstico de resultados e nos processos de interação acerca do desempenho alcançado. Os contratos psicológicos foram definidos como as crenças dos indivíduos nas relações recíprocas de trocas entre si e as organizações. Focou-se, assim, no modo como os indivíduos se compromissam com os parâmetros comportamentais que são propostos para suas posições individuais. A pesquisa empírica foi realizada na Agência Nacional de Telecomunicações, Anatel, sendo sujeitos da pesquisa os Agentes de Fiscalização. Tendo como fontes a legislação e as normas que regulam a atuação desses servidores, foram identificadas as frases que determinam padrões de comportamento idealizados, as quais foram analisadas em função de sua relação com os sistemas de avaliação de desempenho. Com base na análise do sistema de controle gerencial da entidade, foi elaborado um questionário de pesquisa que investigou o comprometimento dos Agentes de Fiscalização em relação a uma amostra dos parâmetros comportamentais, sua percepção dos processos de diagnóstico e interação, e sua percepção do contrato psicológico existente entre si e a Anatel. Os resultados da pesquisa indicaram que existe uma forte relação entre sistemas de controle gerencial e contratos psicológicos, especialmente pelo alto nível de compromisso dos Agentes de Fiscalização para com os termos formalmente propostos como parâmetros comportamentais ao seu cargo. Os resultados da pesquisa trazem evidências de que compromissos se relacionam positivamente com percepção de interação e com percepção do contrato psicológico, sugerindo que a dinâmica de controle gerencial que estabelece a medida com que sistemas de controle gerencial e contratos psicológicos se relacionam. / This research aims to investigate the relation amongst management control systems and psychological contracts as a way to discuss the contractual relations in organizations. The management control systems were defined as proposition\'s administrative processes of behavioral parameters, ideally constructed to align objectives between employees and organizations, whose dynamic of control involves the diagnosis of outcomes and processes of interaction on the achieved performance. The psychological contracts were defined as individuals\' beliefs in mutual relations among themselves and organizations. Thus, the investigation focused on how subjects compromise themselves to the behavioral parameters proposed for their own position. The empirical research was conducted at the National Telecommunications Agency (Anatel), and the research subjects were oversight agents. Phrases that determine the ideal patterns of behavior were identified in laws and regulations that rule the acts of these individuals, which then were analyzed in the context of their relations to the performance evaluation systems. A questionnaire was developed based on the analysis of the organization\'s management control system. Its purpose was to study the oversight agent\'s commitment to a sample of behavioral parameters, their perception of the processes of diagnosis and interaction and their perception of the psychological contract among themselves and Anatel. The survey results indicate an existence of strong relation amongst management control systems and psychological contracts, especially by the high levels of commitment of the oversight agents to the terms formally proposed as behavioral parameters to their positions. Besides, the empirical results provide evidence that commitment is positively related to perceptions of interaction and perception of the existence of an exchange relation, suggesting that the dynamics of managerial control is establishing the extent to which management control systems and psychological contracts interact.