Changing workplace conditions have resulted in psychological contracts becoming more transactionally oriented. The current study addresses the question of how the `new' psychological contract affects organisational commitment. In particular, it seeks to analyse the relationship between the form of the psychological contract (relational/transactional) and type of organisational commitment (affective, continuance, normative).Data were collected from 210 randomly selected participants using the Psychological Contract Scale (PCS), and the Measure of Affective, Continuance and Normative Commitment Scale (MACNCS). The Career Commitment Scale (CCS) and the Positive and Negative Affect Schedule (PANAS) were administered and information gathered regarding overall job satisfaction, age, gender, contract type, position held, industry sector and length of employment.The major findings from this study is that there are positive relationships between relational psychological contracts and affective commitment (â = .653, p < .05), continuance commitment (â = .222, p < .05) and normative commitment (â = .476, p <.001), and a negative relationship between transactional psychological contracts and affective commitment (â =148, p < .05), after controlling for various background and employment characteristics. This research increases the understanding of how employees commit to an organisation during times of unstable and changing employment conditions.

This study examines the employment of non-citizens within the framework of appropriate regulatory statues and constitutional dispensations, as contained in the domestic legislation of the individual countries, Botswana, Namibia, South Africa and Lesotho as part of the Southern African Development Community (SADC). Focusing on labour law development regarding the legislative position of the employment of non-citizens, such as; immigration requirements, basic minimum employment conditions and protection of employment rights have consequently been part of Africa-China economic relations with SADC host countries. The People's Republic of China (PRC), or China, assistance and its Foreign Direct Investment (FDI) impacts SADC globalised market economies. China State and Chinese companies, increasing engagements in Botswana, Namibia, and South Africa and to a lesser extent in Lesotho, through extended foreign diplomatic and bilateral trade relationships, are characterised by dominant employment of Chinese non-citizens within these host countries. Botswana and the other host countries’ labour market regulative legislation, faces the challenge of developing labour law regulating the protection of decent work, within the international ILO framework for fair and stable globalisation. Assessment of the current labour laws, and economic influences of the individual countries, would bridge the legal cultural gap and enhance sustainable economic growth. Valuable lessons learned from within the region have the potential of ensuring a more mutually beneficial outcome to the "win-win" scenario, from an African perspective, regarding China-Africa relationships. / LLM, North-West University, Potchefstroom Campus, 2015

This study examines the employment of non-citizens within the framework of appropriate regulatory statues and constitutional dispensations, as contained in the domestic legislation of the individual countries, Botswana, Namibia, South Africa and Lesotho as part of the Southern African Development Community (SADC). Focusing on labour law development regarding the legislative position of the employment of non-citizens, such as; immigration requirements, basic minimum employment conditions and protection of employment rights have consequently been part of Africa-China economic relations with SADC host countries. The People's Republic of China (PRC), or China, assistance and its Foreign Direct Investment (FDI) impacts SADC globalised market economies. China State and Chinese companies, increasing engagements in Botswana, Namibia, and South Africa and to a lesser extent in Lesotho, through extended foreign diplomatic and bilateral trade relationships, are characterised by dominant employment of Chinese non-citizens within these host countries. Botswana and the other host countries’ labour market regulative legislation, faces the challenge of developing labour law regulating the protection of decent work, within the international ILO framework for fair and stable globalisation. Assessment of the current labour laws, and economic influences of the individual countries, would bridge the legal cultural gap and enhance sustainable economic growth. Valuable lessons learned from within the region have the potential of ensuring a more mutually beneficial outcome to the "win-win" scenario, from an African perspective, regarding China-Africa relationships. / LLM, North-West University, Potchefstroom Campus, 2015

This study is concerned with the satisfactions and dissatisfactions that primary teachers in the Australian Capital Territory experience in their working lives. Its aim is to identify those aspects of satisfaction and/or dissatisfaction by considering relationships between the independent variables. A modified form of Holdaway's Satisfaction with Teaching and Employment Conditions Questionnaire was administered to three hundred and seventy-five teachers. The Likert-type scale and open responses produced data which was analysed in relation to personal variables. Factor analysis was used to determine clustering of items and to investigate relationships between the variables. A number of hypotheses were tested to ascertain the areas of satisfaction and dissatisfaction. The findings indicate that teacher satisfaction is linked with intrinsic aspects of their work such as relationships with students, advancement and personal growth. Teachers are most dissatisfied with those aspects of their lives over which they have little control and see the present attitudes of society towards their function and role as an area of serious concern. Statistically significant differences in satisfaction were found between open-space and traditional schools, large and smaller schools, men and women teachers, VII and between teachers working in upper and lower primary classes. The relative distribution of resources between primary and secondary schools is a source of dissatisfaction and the lack of parity in working conditions highlights this inequity. Teacher stress is discussed as an area of growing concern in the ACT and some links with the system's degree of autonomy and community involvement are suggested.

Thesis (LLM. (Labour Law)) -- University of Limpopo, 2022 / This study examines the relationship between automatic unfair dismissal under Section 187(1)(c) of the Labour Relations Act,1 and dismissal for operational reasons under Section 189 of the LRA. Dismissal is automatically unfair if the reason for dismissal is a refusal by employees to accept a demand in respect of any matter of mutual interest between them and their employer and this is according to Section 187(1)(c) of the LRA Employees have the right to refuse the new terms and conditions of employment, and they cannot be dismissed for doing so. However, if the employer’s business is in decline and thus causes financially loss to the employer, the employer may change the operation of the employment in order to sustain the employment. The employer must initiate consultation process (collective bargaining) with the employees' representatives in order to reach an agreement that protects both the employer's and the employees' interests. To avoid retrenchment, the employer and the employees’ representatives through collective bargaining have to agree to new conditions of the employment and should the parties agree on the new conditions of the employment this will automatically set aside the terms and conditions of the employment contract. In K Ngubane v NTE Limited, 2 “the court observed and noted that the requirement is that the old contract of employment must be terminated with the purpose of inducing acceptance of a demand or proposal, or the employer can simultaneously terminate the contract of employment and give the employee his/her final offer”. Before resorting to dismissal, the employer must exhaust all the alternatives available to him and this could include, inter alia, change of job descriptions since this will not have adverse financial consequences for the workers. If the employees refuse to accept the demands of the employer that were aimed to avoid retrenchments for operational reasons, the employer may dismiss them in accordance with the provisions of section

Cette thèse propose une analyse empirique et comparative des conditions d’emploi des descendants d’immigrés en France et aux États-Unis. L’objectif est de mieux caractériser l’intégration sur le marché du travail des descendants d’immigrés, en adoptant une approche multidimensionnelle. La comparaison entre la France et les États-Unis permet de mettre en lumière les dimensions sur lesquelles portent les inégalités en termes de conditions d’emploi entre les descendants d’immigrés et de natifs dans chacun des pays, afin de mieux spécifier ces inégalités. Notre analyse explore dans un premier chapitre, le déclassement professionnel, dans un deuxième chapitre, trois aspects de la sécurité socio-économique de la qualité de l’emploi et enfin, dans un dernier chapitre, la distribution des écarts de salaire. Bien que des écarts en termes de conditions d’emploi existent dans les deux pays en défaveur des descendants d’immigrés, ces écarts ne semblent pas être le résultat d’inégalités mais plutôt d’effets de structure, telles que les différences d’âge ou de niveau d’éducation entre les deux groupes. Les professions et secteurs d’activité dans lesquels les descendants d’immigrés travaillent expliquent aussi ces écarts. Les résultats montrent des similarités entre les deux pays : une fois le biais de sélection à l’accès à l’emploi pris en compte, le fait d’avoir des parents immigrés n’a pas d’effet significatif sur le déclassement professionnel (chapitre 1) mais un effet positif et significatif sur le salaire (chapitre 2). En revanche, les deux pays se distinguent sur plusieurs points. En France, être descendant d’immigrés contribue à significativement freiner l’accès à l’emploi et à diminuer la sécurité de l’emploi. En revanche, aux États-Unis cela a un effet négatif uniquement sur le temps de travail (chapitre 2). Cette thèse défend la prise en compte de l’hétérogénéité qui existe au sein de la population des descendants d’immigrés en termes de pays d’origine de leurs parents. En effet, des effets contradictoires selon le pays d’origine des parents peuvent conduire à des effets non significatifs au niveau agrégé, comme c’est le cas pour le déclassement par exemple. Le dernier chapitre montre un écart salarial plus marqué pour les bas salaires dans les deux pays, avec toutefois comme différence majeure que ce qui reste inobservable contribue à diminuer l’écart salarial entre descendants de natifs et d’immigrés aux États-Unis mais à l’augmenter en France. / The comparison between France and the United States shows how the inequalities in terms of employment conditions between descendants of immigrants and of native-born persons differ.This thesis proposes an empirical and comparative analysis of the employment conditions of immigrants’ offspring in France and in the United States. The goal is to better characterise the labour market integration of immigrants’ offspring, taking a multidimensional approach. The comparison between France and the United States highlight the dimensions of inequalities in terms of employment conditions between the descendants of immigrants and of native-born in each of country, henceforth improving the characterisation of these inequalities. Our analysis explores overeducation in a first chapter, in a second chapter, three aspects of the socio-economic security of job quality and in a final chapter, the distribution of wage differentials. Although differences in terms of employment conditions exist in both countries to the detriment of immigrants’ offspring, these differences do not appear to be the result of inequalities but rather of structural effects such as differences in age or education level between the two groups. The occupations and sectors of activity in which descendants of immigrants work also explain these differences. The results show similarities between the two countries. Once the selection bias to access employment is taken into account, having immigrant parents has no significant effect on overeducation (chapter 1) but a positive and significant effect on wages (chapter 2). On the other hand, the two countries differ on several points. In France, having immigrant parents significantly restricts the access to employment and lowers job security. However, in the United States, there is a negative effect only on working time (chapter 2). This thesis advocates for the consideration of the heterogeneity that exists within the population immigrants’ offspring, according to their parents’country of origin. Indeed, contradictory effects according to the parents’ country of origin may lead to non-significant effects at the aggregate level, as is the case for overeducation, for example. The final chapter shows a wider wage gap for low-wage workers in the two countries. Nevertheless, the major difference between the two countries is that the unobservable component contributes to narrowing the wage gap between natives and of immigrants but to increasing it in France.

Thesis (M. Tech. (Labour Relations Management)--Vaal University of Technology / Sectoral Determination 7: Domestic Worker Sector was proclaimed by the Minister of Labour, Membathisi Mdladlana, and has stipulated the minimum employment conditions for the domestic worker sector since 1 September 2002. The purpose of this study evolved from the problem statement which clearly indicated the need for the assessment of awareness and compliance within the domestic worker sector. A detailed literature review enabled the researcher's orientation to the historical context of the sector as well as the need for transformation. Ultimately, the Determination's stipulations guided the assessment of both awareness (knowledge) and compliance (actions that correspond with legislative obligations) during an empirical review. A survey design was used to obtain responses from both domestic workers and employers of domestic workers, who were not necessarily in a direct employment relationship, within the Emfuleni Local Municipal District. Collected data was statistically captured and analysed. Desc1iptive statistics indicated that both employers and domestic workers have limited awareness with regard to the stipulations of Sectoral Determination 7. Results further indicated the difficulty in making a general pronouncement regarding compliance levels. It is suggested that compliance should be considered per individual stipulation of the Determination. The study concludes with the researcher's recommendation that more must be done to raise awareness within the sector amongst both employers of domestic workers and domestic workers. It was also recommended that more labour inspectors be made available not only to ensure the enforcement of Sectoral Dete1mination 7 (compliance) but also to facilitate the creation of continuous awareness.

Syftet med denna studie var att undersöka hur det psykologiska kontraktet relaterar till arbetsengagemang hos anställda med flexibla anställningsvillkor. En kvantitativ studie genomfördes varav en digital enkät skickades ut på sociala medier. Enkäten baserades på mätverktygen The Psychological Contract Inventory (PCI) och Utrecht Work Engagement Scale (UWES-9). Datainsamlingen genererade 101 enkätsvar som analyserades genom en hierarkisk multipel regressionsanalys samt genom Person’s korrelationsanalys. Resultatet visade att tre av kontraktsformerna i det psykologiska kontraktet (det relationella kontraktet, det balanserade kontraktet och övergångskontraktet) och även ålder förklarade en signifikant del av variansen av arbetsengagemang. Analysen visade även att det relationella kontraktet predicerade arbetsengagemang i högst grad. / The purpose of this study was to examine how the psychological contract relates to work engagement among employees with flexible employment conditions. A quantitative study was conducted, and a digital survey was distributed on social media. The survey was based on the measurement tools The Psychological Contract Inventory (PCI) and the Utrecht Work Engagement Scale (UWES-9). The data collection generated 101 questionnaire responses, which were analyzed through hierarchical multiple regression analysis and Person's correlation analysis. The results showed that three of the contract forms in the psychological contract (the relational contract, the balanced contract, and the transitional contract), as well as age, explained a larger part of the variance in work engagement. The analysis also showed that the relational contract predicted work engagement to the highest degree.

Магистерская диссертация состоит из введения, двух глав, заключения, библиографического списка, приложений. В теоретической части представлены основные понятия, изучен современный опыт формирования системы управления персоналом в условиях удаленной занятости в IT-компаниях. В практической части описывается общая характеристика исследуемой организации, проведено исследование системы управление персоналом в условиях удаленной занятости на предприятии. На основе полученных данных разработаны рекомендации по совершенствованию системы управления персоналом в условиях удаленной занятости в компании. В заключении подведены итоги в соответствии с поставленными задачами. / The master's thesis consists of an introduction, two chapters, a conclusion, a bibliography, and appendices. The theoretical part presents basic concepts and studies the modern experience of forming a personnel management system in conditions of remote employment in IT companies. The practical part describes the general characteristics of the organization under study; a study of the personnel management system in conditions of remote employment at the enterprise was conducted. Based on the data obtained, recommendations were developed for improving the personnel management system in conditions of remote employment in the company. In conclusion, the results are summed up in accordance with the objectives.

Le réseau des transports urbains lyonnais est exploité par la Compagnie des omnibus et tramways de Lyon (OTL), société anonyme fondée en 1879. Comme toutes les entreprises de service public, l’OTL octroie à certains de ses salariés, les « titulaires », des garanties d’emploi et des avantages sociaux en avance sur la législation. Grâce à des normes dans l’organisation du travail, la plupart des titulaires ont un emploi du temps et des affectations préétablis. Toutes ces dispositions sont définies dans des contrats collectifs de travail résultant de négociations avec le puissant syndicat cégétiste, au cours desquelles interviennent fréquemment les collectivités locales, ville de Lyon et département du Rhône.Mais l’OTL doit adapter ses effectifs aux variations de la charge de travail et cherche à réduire les dépenses de personnel. Elle définit dès le début du XXe siècle des formes de flexibilité qui s’articulent autour des rythmes, des temps et des postes de travail. Jusqu'en 1949, tous les salariés sont embauchés avec des contrats où se combinent durées déterminées ou indéterminées de l’emploi avec le travail à temps partiel ou à temps plein, avant d'obtenir éventuellement une place plus stable : les « auxiliaires » travaillent uniquement le dimanche, ou bien les jours de semaine mais uniquement selon les besoins du service et peuvent être licenciés sans indemnité. La flexibilité affecte aussi les titulaires, essentiellement au début de leur carrière.Des tendances fortes se dégagent. Premièrement, la conceptualisation et la sophistication des formes de flexibilité sont concomitantes de la construction du statut des titulaires. Deuxièmement, les normes temporelles du travail sont de plus en plus complexes. Troisièmement, la main-d’œuvre se partage entre des titulaires qui restent trente ans dans l’entreprise et de très nombreux auxiliaires ou titulaires présents quelques semaines seulement, démissionnaires à cause des salaires médiocres et des conditions de travail mauvaises. / The public transportation system of Lyons – France’s second most populous city, is operated by the Compagnie des omnibus et tramways de Lyon (OTL). This private corporation was founded in 1879. In common with all French public service companies, OTL pre-empted employment legislation by providing employment guarantees and social benefits for certain grades employees, the “incumbents”. Thanks to working rules, most of incumbents, employees with set schedule and assignement, were able to forecast forthcoming hours or working places. All these measures were defined in the collective agreements which OTL entered into with the strong union and the local authorities – the city of Lyons and the département du Rhône.But OTL also had to adapt its workforce to the numbers of passengers conveyed and kilometers covered against a background of wild workload fluctuations and sought to reduce costs. So as early as the dawn of the 20th century the OTL company defined flexible working practices built around working paces, times and occupations. Until 1949, all staff was hired with employment contracts that combined open or fixed-term contracts with part-time or full-time work, before they possibly were offered a more stable post: the “casuals” were hired to work only on Sundays or weekdays on an as needs basis and could be fired without compensation. Internal flexibility also affected the “incumbents”, primarily at the start of their careers.Three strong trends emerge from analyzing the history of OTL personnel management. First, the conceptualization and sophistication of flexible practices were concomitant with the advent of guarantees achieved by the incumbents. Second, the temporal working rules became more and more complex. Third, the workforce was divided between incumbents who stayed in the firm thirty years and lots of casuals or incumbents who resigned because of low wages and flexibility, who worked a few weeks.