The aim of this thesis is to explore employment relations in young, growth-oriented, technology-driven (high-tech) start-ups. It takes a closer look at the exchange relationship between founders and their first employees in this specific context. At its core, the research is interested in employees motivation to work for a growth-oriented start-up and their understanding of the employment deal. The study uses the psychological contract as an analytical framework to gain deeper insights into individuals perceptions of this deal. The research is embedded within an interpretivist paradigm and includes eight case studies involving growth-oriented high-tech start-ups in Berlin and London. For each case, in-depth interviews with three full-time employees as well as the founder(s) were conducted. The findings of this thesis demonstrate that the employment deal in growth-oriented start-ups is a short-term, faith-driven contract, which differs substantially from the current understanding of the psychological contract. In contrast to the long-term or open-ended contract often offered by larger, more established organisations, this deal has a defined expiration date . Moreover, the findings challenge the current understandings on remuneration, relationship building and power dynamics within growth-oriented start-ups and add to the literature by offering a re-conceptualisation of the psychological contract. This thesis helps to inform prospective employees about the advantages and challenges of joining a start-up and encourages entrepreneurs to further tailor their management and compensation strategies.

Understanding the employment relationship in the chemical industry in South Africa and organisational change within it is crucial to the understanding of the changing employment and psychological contract within this industry. This study focused on the employment- and psychological contracts, as well as employees ' work-outcomes (organisational commitment, job insecurity, job performance and intention to quit). Employees from the chemical industry were targeted and a cross-sectional survey design was used to obtain the research objectives. Descriptive statistics, factor analyses, Cronbach alpha coefficients, correlations, multiple regression analyses were used to analyse the data. In Article 1 the objectives were to investigate the reliability and validity of the measuring instruments, and to study the relationships between employment- and psychological contracts and other employment relation outcomes. The Psychological Contract Questionnaire (PCQ) and demographical questionnaire were administered. Three internally consistent factors, namely Employer Obligations, Employee Obligations and Status of the Psychological Contract were extracted. Statistically significant differences were found between employee obligations and state of psychological contract. Statistically significant relationships were also found between employee obligations and violation of psychological contract. In Article 2 the objective was to determine the relationship between employer obligations, employee obligations, and the state of psychological contract, violations of psychological contract and various demographical characteristics of employees in the chemical industry. The PSYCONES were administered. Practically significant relationships with a large effect were found between employer obligations, state of psychological contract and violation of psychological contract. Gender and age were statistically significantly related to experiences of the psychological contract. In Article 3 the aim was to assess the relationship between employer obligations, employee obligations, the state of the psychological contract, violations of the psychological contract, work-outcomes and the demographic of employees. The PSYCONES were used as measuring instruments. A practically significant relationship was found between the state of psychological contract, violation thereof (a large effect), job insecurity (a medium effect) and organisational commitment (a medium effect). Regression analyses showed that psychological contract violation predicted organisational commitment. A negative relationship was found between the violation of the psychological contract, as associated with the state of the psychological contract, and intention to quit. Theoretically, it was expected that job insecurity would have a negative impact on organisational commitment, but the results showed that a statistically and practically significant positive relationship exists between job insecurity and organisational commitment. Only the type of contract and qualifications of employees resulted in a statistically increase in the prediction of variance in job insecurity. Demographical characteristics (age, gender, tenure, supervision, qualifications, and type of contract) did not contribute to oganisational commitment. / Thesis (Ph.D. (Industrial Sociology))--North-West University, Vaal Triangle Campus, 2010.

Understanding the employment relationship in the chemical industry in South Africa and organisational change within it is crucial to the understanding of the changing employment and psychological contract within this industry. This study focused on the employment- and psychological contracts, as well as employees ' work-outcomes (organisational commitment, job insecurity, job performance and intention to quit). Employees from the chemical industry were targeted and a cross-sectional survey design was used to obtain the research objectives. Descriptive statistics, factor analyses, Cronbach alpha coefficients, correlations, multiple regression analyses were used to analyse the data. In Article 1 the objectives were to investigate the reliability and validity of the measuring instruments, and to study the relationships between employment- and psychological contracts and other employment relation outcomes. The Psychological Contract Questionnaire (PCQ) and demographical questionnaire were administered. Three internally consistent factors, namely Employer Obligations, Employee Obligations and Status of the Psychological Contract were extracted. Statistically significant differences were found between employee obligations and state of psychological contract. Statistically significant relationships were also found between employee obligations and violation of psychological contract. In Article 2 the objective was to determine the relationship between employer obligations, employee obligations, and the state of psychological contract, violations of psychological contract and various demographical characteristics of employees in the chemical industry. The PSYCONES were administered. Practically significant relationships with a large effect were found between employer obligations, state of psychological contract and violation of psychological contract. Gender and age were statistically significantly related to experiences of the psychological contract. In Article 3 the aim was to assess the relationship between employer obligations, employee obligations, the state of the psychological contract, violations of the psychological contract, work-outcomes and the demographic of employees. The PSYCONES were used as measuring instruments. A practically significant relationship was found between the state of psychological contract, violation thereof (a large effect), job insecurity (a medium effect) and organisational commitment (a medium effect). Regression analyses showed that psychological contract violation predicted organisational commitment. A negative relationship was found between the violation of the psychological contract, as associated with the state of the psychological contract, and intention to quit. Theoretically, it was expected that job insecurity would have a negative impact on organisational commitment, but the results showed that a statistically and practically significant positive relationship exists between job insecurity and organisational commitment. Only the type of contract and qualifications of employees resulted in a statistically increase in the prediction of variance in job insecurity. Demographical characteristics (age, gender, tenure, supervision, qualifications, and type of contract) did not contribute to oganisational commitment. / Thesis (Ph.D. (Industrial Sociology))--North-West University, Vaal Triangle Campus, 2010.