Dissertation (Ph. D.)--University of Akron, Dept. of Psychology, 2009. / "August, 2009." Title from electronic dissertation title page (viewed 9/2/2009) Advisor, Rosalie J. Hall; Committee members, Steven R. Ash, James M. Diefendorff, Paul E. Levy, Robert G. Lord; Department Chair, Paul E. Levy; Dean of the College, Chand Midha; Dean of the Graduate School, George R. Newkome. Includes bibliographical references.

Thesis (M.A.)--Bowling Green State University, 2009. / Document formatted into pages; contains vi, 48 p. Includes bibliographical references.

Thesis (M.A.)--Carleton University, 1998. / Also available in electronic format on the Internet.

Thesis (Ph. D.)--Ohio State University, 1997. / Includes bibliographical references.

Diss.--Heidelberg. / Bibliography: p. [149]-150.

Thesis (Ph. D.)--Drexel University, 2006. / Includes abstract and vita. Includes bibliographical references (leaves 139-172).

The theoretical underpinning of Human Resource Management assumes the existence of individual motivation, which can be manipulated or managed in a way that enables organisational objectives to be achieved with the compliance and commitment of the individual worker. However, the increasing incidence of mergers, takeovers and reengineering has imposed on the individuals caught up in it change and challenge, which leaves even those retaining their employment doubtful of the benefits of HRM proclaimed by employers. Job insecurity has been well researched by those who wish to examine how enforced change affects the survivors both within the organisation and those who move on to alternative employment elsewhere. Charting the change undergone by individuals suffering such enforced change at work has traditionally involved attempts to measure the antecedents of change and correlating it to the consequences of the change. In this way the effects of imposed change on individuals can be linked to organisational consequences like intention to leave or job satisfaction. The present research allows individuals to reflect on their own confirmed and disconfirmed expectancies following the experience of enforced change at work. It allows them to examine what assumptions they had about their employer's behaviour during enforced change and how far they have accepted or rejected the legitimacy of that behaviour. For each of them this has involved interpreting events occurring during enforced change. Such interpretation may reinforce the meaning of work and its inherent value or threaten continued belief in the value of employers' promises of employment and career development. Identifying expectancies enables the researcher to examine the different responses to questions of attribution, self-sufficiency and the traditional elements of loyalty and trust together with the individual's assessment of how he or she would respond to a repeat of such enforced change. The conclusions of the present research indicate that individuals who maintain traditional beliefs of loyalty and trust are more likely to experience alienation than those who evince an independence who seek to use working experience to gain more knowledge and skill and so increase their own employability. The future dependence of employers on traditional promises of career development and life long learning would seem to have been circumscribed by the many individuals whose experience of enforced change has convinced them they need to take ownership of their own destiny in which different employers will play but a fleeting part.

M.Comm. (Business Management) / Labour relations address all the factors influencing the worker in the workplace. A great number of factors can be identified. It is not feasible to discuss all the influences in this essay. The historic facts which lead to the foundation of Roodepoort are important to the workers and management as the chain of events sets the tone which is necessary for all parties to appreciate the culture and mission of Roodepoort. After examining the existing organisational,structure, the present state of affairs and trends of labour relations are discussed. The purpose of the investigation is defined and leads to the discussion of a critical evaluation of the present system. It also comprises a philosophic view of the character of Roodepoort and the influences of christianity, socialism and capitalism on the Council's thoughts, beliefs and policies. The mission, labour and trade union profile, strategic strengths, weaknesses of Roodepoort and the opportunities and external threats are also outlined. A master plan is developed which focuses on short and long term solutions.

LL.M

Philosophiae Doctor - PhD / This thesis analysed the significance of disputes or conflict in Ghana's industrial realtions since her independence in 1957. It further analysed the causes of industrial conflict and its management or resolution in Ghana in particular. Scholars argue that industrial conflict may not only adversely affect the living standards of both the employers and the employees but may also destabilize the labour market and bring about industrial injustices. The thesis outlines the historical development of Ghana's industrial realtions since independence with special reference to strikes. / South Africa