In order to understand if and how employer branding influences employees’ work behaviours and enhances employees’ ability to contribute to organizational productivity, effectiveness, and competitiveness, one needs to examine its functionality and capacities beyond that of employee attraction and retention to that of employee development, engagement, and performance. This research aims to do that by answering the following questions:1. What are the factors present in the content and delivery of employer brand promises and how might they influence employee performance?2. What influence does employees’ perceived level of employer brand promise fulfilment by their organization have on their level of organizational citizenship and task performances? A mix method case study was conducted on one of Canada’s best-of-the-best employers. In total, 19 managers were interviewed and 316 employees were surveyed. Five themes emerged to reflect the employer brand promise content factors that could influence performance. They are the factors of personal sustainability, personal connectedness and belonging, opportunities and growth, personal stake and influence, as well as significance and esteem. Three themes emerged to reflect the employment benefit materialization factors. They are brand championship, branding control, and stakeholder selection and interaction. Quantitative results suggest that as a whole, statistically significant, positive, and generally weak to moderate influence exists between employees’ perceived level of employer brand promise fulfillment and their organizational citizenship performance. The influence on task performance is much weaker. However, there is stronger indication that employees’ perceived fulfillment of employer brand promises positively influences their perception of 1) their employment experience as being desirable and distinctive, 2) their organization as being a great place to work, 3) their happiness to spend the rest of their career at the organization, and 4) their lack of frequency in thinking of leaving the organization, and these positive perceptions, in turn, further influence employees’ organizational citizenship and task performances.

- 1 - Flexible forms of employment Abstract This diploma thesis deals with flexible forms of employment, as already mentioned in its title. The diploma thesis focuses mainly on the Czech legislation of these forms. However, the text also contains chapters dealing with flexible forms of employment that are used at the level of the European Union and the United States of America. The aim of this thesis is to map the current situation in the field of atypical forms of employment applied in the legislative framework of the Czech labor market, finding out whether and how these forms are used in practice, description limiting factors preventing their further development and proposing possible changes to the legislation for more effective application. The thesis itself consists of the following five basic sections: General issues of flexible forms of employment Definition of flexible forms of employment Types of flexible forms of employment Development and future of flexible forms of employment Flexible forms of employment in practice Of course, these sections are further developed. The main parts of the thesis are sections number 3 and 5. Section Three includes defining and describing individual flexible forms of employment. The forms that the Czech legal system knows are discussed in more detail. The...

Resumé Die Beendigung des Arbeitsverhältnisses in der Tschechischen Republik Das Thema dieser Diplomarbeit ist die Beendigung des Arbeitsverhältnisses in der Tschechischen Republik, also mit dem Ziel die Verfahren der Arbeitsverhältnisbeendigung und auch die Rechtsregelung im Zusammenhang mit der Arbeitnehmerschutz und der Vertragsfreiheit, die das Arbeitsgesetzbuch gewährleistet, zu erklären. Die Diplomarbeit gliedert sich in 4 Themenkapitel. Am Anfang gibt es den historischen Exkurs ins Arbeitsrecht, von Beginn seiner Entwicklung bis zur Gegenwart. Im Hinblick auf die internationale Zusammenarbeit und Verpflichtungen der Tschechischen Republik enthält diese Diplomarbeit auch das Kapitel betreffend das Arbeitsrecht im internationalen Kontext, also im Rahmen der internationalen Organisationen und von ihnen abgeschlossenen Vereinbarungen. Weiter kommt das Kapitel über die Arbeitsverhältnisse, hier beschäftige ich mich mit ihren allgemeinen Eigenschaften und ihren einzelnen Merkmalen (das Subjekt, das Objekt und der Inhalt des Arbeitsverhätnisses). Mit diesem Thema steht im engen Zusammenhang auch der Bereich der Arbeitsverhältnisentstehung und seiner Änderung. Das Hauptkapitel der Diplomarbeit ist das letzte Kapitel enthaltende die Erklärung zu den einzelnen Verfahren der Beendigung von Arbeitsverhältnissen....

This diploma thesis deals with the perception of AutoCont company in the Czech labor market. The aim is to identify strengths and weaknesses from the perspective of job applicants and current employees and help attract more potential workers, ensuring greater satisfaction of existing ones and thereby achieve greater efficiency in the process of filling vacancies in the company. Reaching this goal will bring the necessary knowledge and information for HR department and top management of the company as well.

Syftet med föreliggande studie var att fördjupa sig i begreppet psykologiska kontrakt. Vilka är de outtalade och underförstådda förväntningarna och löftena som finns mellan arbetstagare och arbetsgivare på en arbetsplats? Hur ser arbetet ut för att åskådliggöra skyldigheter och förväntningar och vad sker när dessa inte uppfylls? Sex deltagare från sex olika organisationer intervjuades. För att få olika perspektiv på det psykologiska kontraktet intervjuades både arbetsgivare och arbtestagare. Resultaten visade att arbetsgivare och -tagare hade en samstämmig uppfattning av vad som förväntas av dem och vad de förväntar sig att få i utbyte. Dessa förväntningar och skyldigheter diskuteras framförallt på utvecklings- eller medarbetarsamtal. Resultaten visade även att reaktionerna på kontraktsbrott beror på situationen vilket styrker Conway och Briner (2002) som menar att kontraktsbrott och även handlingar som går utöver det psykologiska kontraktet sker på en daglig basis och är en del av organisationens liv. / The purpose of this study was to get a deeper understanding of the concept of psychological contracts. Which are the unspoken and implicit expectations and promises that exists between employees and employers in the workplace? How do organisations illustrate these obligations and expectations and what happens when they are not met? Six participants from different organizations were interviewed. To get different perspectives on the psychological contract both employers and employees were interviewed. The results showed that employers and employees have congruent perceptions of what is expected of them and what they expect to get in return. These expectations and obligations are discussed mainly on individual development or performance meetings. Results also showed that the reactions to contract breach depends on the situation, which proves Conway and Briner (2002) who argue that the breach of contract and also acts that go beyond the psychological contract is done on a daily basis and is a part of an organization's life.

This thesis investigates employee attitudes to corporate citizenship (CC) and the impact on employer brands. It addresses the practice of CC in the German FMCG industry, considers employee understanding of CC, and examines which CC initiatives influence perceptions of employer brands. The research is driven by the dual challenges of sustainable development and the ‘war for talent’ in attracting, motivating and retaining employees. It is underpinned by the extant literature on CC dimensions, stakeholder theory and employer brands. The research approach is based on two case studies, comprising three phases: analysis of corporate documentation followed by two phases of semi-structured interviews exploring employees’ perceptions of CC and the link to employer brands. Key findings: An understanding of the positioning of CC in the corporate sustainability strategy and differing foci of CC, including environment, sustainable supply chain and people/culture. The study highlights employee understanding of eight CC dimensions, revealing economic responsibility toward employees as a new dimension. With respect to employer brands, CC initiatives focused on discretionary responsibility towards the natural environment and economic responsibility towards customers are seen as essential; legal, ethical and discretionary responsibility towards community are limited; and discretionary and economic responsibilities towards employees have a strong relationship. A focus on economic responsibilities towards owners has a strong but negative relationship. The theoretical contribution is a conceptual framework of all identified CC dimensions in practice and their relationship to employer brands. Contributions to practice include the importance of benefit packages, work-life balance support, employee development and work environment.

This thesis investigates employee attitudes to corporate citizenship (CC) and the impact on employer brands. It addresses the practice of CC in the German FMCG industry, considers employee understanding of CC, and examines which CC initiatives influence perceptions of employer brands. The research is driven by the dual challenges of sustainable development and the ‘war for talent’ in attracting, motivating and retaining employees. It is underpinned by the extant literature on CC dimensions, stakeholder theory and employer brands. The research approach is based on two case studies, comprising three phases: analysis of corporate documentation followed by two phases of semi-structured interviews exploring employees’ perceptions of CC and the link to employer brands. Key findings: An understanding of the positioning of CC in the corporate sustainability strategy and differing foci of CC, including environment, sustainable supply chain and people/culture. The study highlights employee understanding of eight CC dimensions, revealing economic responsibility toward employees as a new dimension. With respect to employer brands, CC initiatives focused on discretionary responsibility towards the natural environment and economic responsibility towards customers are seen as essential; legal, ethical and discretionary responsibility towards community are limited; and discretionary and economic responsibilities towards employees have a strong relationship. A focus on economic responsibilities towards owners has a strong but negative relationship. The theoretical contribution is a conceptual framework of all identified CC dimensions in practice and their relationship to employer brands. Contributions to practice include the importance of benefit packages, work-life balance support, employee development and work environment.

Made available in DSpace on 2016-04-26T20:22:37Z (GMT). No. of bitstreams: 1 Rosana Boscariol Bataini Polizel.pdf: 824615 bytes, checksum: 0481b05d1eb1ca43995b9d6711e7ec91 (MD5) Previous issue date: 2014-03-12 / The present study aims to analyze accidents in relations between employee and employer, i.e. studying workplace accidents in latu sensu sense. Thus, the purpose is to demonstrate through the chapters the central idea of the issue, starting from the research of all aspects that involve it. The first chapter discusses the concept of occupational accidents, since its historical, the typicality of the accident, the occupational illness to the joint cause, the indirect causation and the accident path. The second chapter highlights the liability in a broad sense, encompassing contractual liability, extra-contractual, subjective and objective. The third chapter goes deeply to the civil liability of employers in workplace accidents in its various aspects, including equipment damages, moral and their respective compensation. The fourth chapter brings the exclusive fault of the employee, which is necessary to be very accurate, so that it can be exclusive responsibility of the employer. The fifth and final chapter refers to the infamous prescription in labor accidents that still generates a lot of discussion regarding the subject matter described herein / O presente estudo tem por finalidade analisar os acidentes nas relações entre empregado e empregador, isto é, estudar os acidentes do trabalho em sentido latu sensu. Desta forma, busca-se demonstrar ao longo dos capítulos a idéia central do tema, a partir da pesquisa de todos os aspectos que a envolvem. No primeiro capítulo aborda-se o conceito dos acidentes do trabalho, desde o seu histórico, a tipicidade do acidente, a doença ocupacional até a concausa, a causalidade indireta e o acidente de trajeto. O segundo capítulo destaca-se a responsabilidade civil em sentido amplo, abrangendo a responsabilidade contratual, extracontratual, subjetiva e objetiva. No terceiro capítulo aprofunda-se sobre a responsabilidade civil do empregador nos acidentes do trabalho em seus variados aspectos, incluindo os danos material, moral e suas respectivas indenizações. No quarto capítulo trata-se da culpa exclusiva do empregado, da qual há necessidade de ser muito bem apurada, para que esta possa ser excludente da responsabilidade patronal. O quinto e último capítulo refere-se à famigerada prescrição nos acidentes do trabalho que ainda gera inúmeras discussões em relação ao assunto aqui descrito

Four students portray Pomona College housekeeping staff that cannot speak for themselves, taking their words from letters written to Pomona College President David Oxtoby about problems in the work environment. Problems includede are sex discrimination, failure of managment to respond, gossip being reported to managers and used in evaluations, employees being kept as 'on-call' for years without health benefits, a sense of hopelessness, that no one is listening, and if they talk to students they are labeled troublemakers. The film ends with a series of still photographs of 17 Pomona staff members taken on the Pomona College campus in various locations with their names and number of years employed by Pomona College.

Les partenaires sociaux gestionnaires de l’assurance chômage en faisant appel à des opérateurs privés de placement ont une double ambition : accélérer le reclassement des chômeurs et étendre leurs prérogatives en matière d’aide au retour à l’emploi. L’introduction expérimentale de l’externalisation cristallise alors les conflits de régulation du service public de l’emploi entre régime paritaire, opérateur public et services du ministère. Les enjeux du service public de l’emploi se concentrent sur les évaluations dans la mesure où les acteurs ont la conviction que les résultats pourraient influer sur l’avenir de l’externalisation. L’absence de démonstration de l’efficacité supérieure des opérateurs privés n’entrave toutefois pas leur institutionnalisation. La nouvelle configuration institutionnelle issue de la fusion de l’ANPE et des Assédic en 2008 est marquée par une reprise en main par l’Etat. Toutefois, l’externalisation du placement et son institutionnalisation se poursuivent avec de nouveaux objectifs. L’opérateur public se réapproprie l’externalisation pour la mobiliser comme variable d’ajustement, signe de sa position de domination qui confine à un nouveau monopole. Cette recherche se situe au croisement de la sociologie de l’action publique, de la sociologie des relations professionnelles et de la sociologie économique. Elle montre l’introduction de formes de concurrence au cœur du service public de l’emploi. La régulation concurrentielle pour réaliser la mission de placement, loin de constituer un projet politique en soi correspond à un outil pour mettre en œuvre des conceptions différentes du service public de l’emploi. / Social partners in charge of unemployment benefits follow two ambitions when outsourcing to private providers: to shorten the unemployment period for unemployed persons and to expand their prerogatives on return to employment activities. Introducing outsourcing experiments crystallises conflicts of public employment service regulation between the institution jointly managed by employee and employer representatives, the public operator and the State services.The main stakes of public employment service regulations revolve around evaluations as the stakeholders are convinced that evaluation results could have a decisive impact on the future of outsourcing.However, institutionalisation is not hampered despite the fact the claimed greater effectiveness of private providers is not demonstrated.The merge of ANPE and Unédic give birth to a new institution where the State has more power than before. Despite these changes, institutionalisation of outsourcing carries on with new objectives. The public operator reclaims outsourcing to mobilise private providers as an adjustment variable reflecting its dominant position verging on a new monopoly. This research leans on public policy analysis, industrial relations theory and economic sociology. It demonstrates the introduction of competition within public employment service. Far from being a political plan in itself, competitive regulation to achieve placement is a tool to implement different visions of public employment service.