Workplace change is caused by the utilization of new technology, changing legislation, globalization and competitive markets. Employees are exposed to new management techniques as well as altered Human Resource policies and activities which consequently lead to an altered employment relationship. The psychological contract plays a major role in the relationship between an employee and employing organisation. The aim of this study was to determine employees' work outcomes associated with the psychological contract within private training institutions. The research method included a comprehensive literature review and an empirical study. The measuring instrument the Psychological Contract of Employment Survey (PSYCONES) "Questionnaire on the perceptions of work was used to attain the research objectives. Through target sampling 218 employees participated in the study. The SSPS programme was utilized for statistical analysis and it was found that no significant relationship between job satisfaction, health, well-being and organisational commitment existed. There was a correlation found between job satisfaction and health and well-being. Regression analysis indicated that variance in job satisfaction and organisational commitment is practically significant but not statistically significant. The same type of analysis indicated that health and well-being did not have a significant amount of predictive value with regard to organisational commitment. Relatively high levels of job satisfaction, health, well-being and organizational commitment were confirmed for workers in private training institutions. / Thesis (M.A. (Industrial Sociology))--North-West University, Vaal Triangle Campus, 2007.

Research problem This research revolved around the problem: Which management strategies could be formulated and used in the caring role of the principal with regard to the educators? Research aims Arising from the problem, the aim of the research was firstly to describe the nature and determinants of the caring role of the principal with regard to the educator. Secondly, to determine empirically to which extent school principals fulfil their caring role with regard to educators in primary schools of the North–West Province. Finally the aim was to develop management strategies in order to optimise the caring role of the principal. To address the aim of the research, a comprehensive literature review was undertaken, followed by an empirical investigation. Research methodology In the empirical investigation, quantitative methodology was used in the format of survey research, which is embedded in the post positivist paradigm. The instrument used for data collection was a postal questionnaire, based on the literature review. The validity and reliability of the instrument was determined. Collected data was analysed by means of different statistical techniques, these techniques included frequency analysis, t–tests, ANOVA's, post hoc t–tests and paired t–tests. In the discussion of the results descriptive and inferential statistics were used. Development of management strategies The results of the literature review as well as the empirical investigation were taken into account during the development of the management strategy. Separate management strategies were developed in addressing the three main determinants of the caring role, as identified in the literature review. In the management strategies, the identified problems were focussed in specific aims, which were then addressed by action steps. The success of the strategy were then determined with specific evaluation measures. Main findings Finding with regard to the expansion of the theory That the caring role of the principal establishes a managerial leadership approach within the human capital theory, where the principal cares in a self–sacrificing way about the well–being of the educator in the school as organisation. Finding with regard to the improvement of caring practice That the levels of emotional intelligence of principals need to be developed and that emotional intelligence should be taken into account during the selection process with the aim of appointment of school principals. Finding with regard to optimising the caring relationship between the principal and the educator That educators want principals to cross the professional line to a greater extent towards a more personal (work–) relationship with them. Recommendations Finally the recommendation is when new principals are appointed, apart from the usual interviews, psychological evaluations by qualified industrial psychologists should also be used. With regard to current principals, the recommendation is that they use self–evaluation questionnaires which should be filled in by both themselves and the educators. From the results of these evaluations, actions such as further psychological interventions or attending development opportunities can follow. / Thesis (Ph.D. (Education Management))--North-West University, Potchefstroom Campus, 2011.

Submitted by Oliveira Santos Dilzaná (dilznana@yahoo.com.br) on 2014-01-20T12:37:14Z No. of bitstreams: 1 Dissertacao Jose Bonifacio.pdf: 1532633 bytes, checksum: 7ff11870c9e2e16e043273ec9ec5e261 (MD5) / Approved for entry into archive by Ana Portela (anapoli@ufba.br) on 2014-02-03T14:41:48Z (GMT) No. of bitstreams: 1 Dissertacao Jose Bonifacio.pdf: 1532633 bytes, checksum: 7ff11870c9e2e16e043273ec9ec5e261 (MD5) / Made available in DSpace on 2014-02-03T14:41:48Z (GMT). No. of bitstreams: 1 Dissertacao Jose Bonifacio.pdf: 1532633 bytes, checksum: 7ff11870c9e2e16e043273ec9ec5e261 (MD5) / Contratos psicológicos de trabalho são percepções de concordância a respeito de trocas estabelecidas entre empregado e empregador, nas relações de trabalho. O construto apresenta-se como valiosa ferramenta para a gestão de pessoas, por apresentar relações diretas com satisfação, atitudes, comportamento, comprometimento e produtividade. Nos últimos 20 anos, a situação da educação superior no Brasil acentuou a diferenciação entre as instituições de ensino superior públicas e privadas, e principalmente a relação dos docentes com as instituições em que trabalham. Esta pesquisa, de abordagem quantitativa, teve o objetivo de comparar os contratos psicológicos de professores de instituições de ensino superior dos setores públicos e privados, em termos dos seus conteúdos e avaliação dos estados de contrato. A amostra da pesquisa contou com 156 docentes de diversas instituições de ensino superior do país. O instrumento utilizado foi composto por duas escalas – responsabilidades de empregados e responsabilidades de empregadores – adaptadas do estudo realizado com docentes proposto por Krivokapic-Shoko e O’Neil (2008) na Austrália. A respeito dos conteúdos, concluiu-se que existem mais similaridades do que diferenças entre os conteúdos de contratos psicológicos de profissionais de instituições públicas e privadas diferentes. A avaliação dos estados de contratos, na diferença dos tipos de instituição, apontou que profissionais de instituições públicas apresentam maiores avaliações de estados de contratos do que profissionais de instituições privadas em todas as dimensões de conteúdos de contratos psicológicos. Em análise das variáveis sociodemográficas sexo, faixa etária, tempo de experiência e titulação, apenas o sexo indicou fazer diferença junto ao fator Justiça e Recompensa – responsabilidade do empregador – na diferença de tipos de instituição. Psychological contract is the perception of an exchange agreement between employee and employer in the work relationship. The construct presents a valuable tool to people management, presenting direct relations with job satisfaction, job attitudes and behavior, commitment and productivity. In the last 20 years the situation of higher education in Brazil increased the differentiation between higher education institutions, public and private, and especially the relationship of teachers with the institutions in which they work. This quantitative approach to research aimed to compare the psychological contracts of teachers of higher education institutions of the public and private sectors in terms of their content and evaluation of the contract.The survey sample included 156 teachers from various institutions of higher learning in Brazil. The instrument used was composed of two scales – responsibilities of employees and responsibilities of employers – adapted from the study of academics proposed by Shoko-Krivokapic and O'Neil (2008) in Australia. Regarding the content, it was concluded that there are more similarities than differences between the content of psychological contracts of different public and private institutions. The evaluation of contracts difference in the types of institution noted that practitioners of public institutions have higher ratings fulfillment of contracts than private institutions professionals in all aspects of content of psychological contracts. In the analysis of socio-demographic variables sex, age, length of experience and titling only gender indicate difference on the Justice and reward factor – employer responsibility – in the difference type of institution.

[pt] O presente trabalho procurou identificar os fatores que predominam no processo de construção do contrato psicológico dos indivíduos com as organizações. A proposta de utilização da teoria do contrato psicológico deveu-se ao pressuposto de que este modelo permitiria reconhecer fatores explícitos ou implícitos que caracterizavam a relação entre a organização e o próprio indivíduo, seja na elaboração do contrato ou mesmo na quebra das expectativas dos novos empregados. Optou-se por desenvolver estudo de caso qualitativo com características exploratórias. A organização selecionada foi uma empresa estatal federal brasileira com sede no Rio de Janeiro que, no período de janeiro de 2008 a junho de 2009, renovou cerca de 37% do seu quadro de pessoal efetivo, com a contratação de mais de 600 empregados. A estratégia adotada para a coleta de dados teve por base questionários semi-estruturados e entrevistas coletivas com empregados de várias formações de nível superior, visando identificar os principais motivos que estimularam a entrada dos mesmos na estatal e como suas experiências e maneiras de pensar influenciam sua relação com a organização. Os resultados confirmaram algumas crenças correntes a respeito da motivação dos indivíduos para optarem por um emprego estatal, destacando-se entre elas a busca por uma situação de maior estabilidade, principalmente para aqueles acima de uma determinada faixa etária, aliada à possibilidade de um melhor gerenciamento da qualidade de vida. Embora os resultados conduzam à percepção de uma imagem positiva do setor público e uma relação de reciprocidade entre o indivíduo e a organização, eles ainda acreditam que há necessidade de melhorias em relação às oportunidades concretas de crescimento profissional e ao sistema de avaliação de gestão por competências, fatores estes que, principalmente, para os indivíduos mais jovens podem acarretar o rompimento do contrato psicológico. / [en] This study sought to identify the factors that dominate the process of construction of the psychological contract of individuals with organizations, focusing on a particular organization. The proposed use of the theory of psychological contract was due to the assumption that this model would recognize explicit or implicit factors that characterized the relationship between the organization and the individual, whether in contract preparation or even break the expectations of new employees. We decided to develop qualitative case study with exploratory characteristics. The organization selected was a Brazilian federal state enterprise based in Rio de Janeiro, in the period January 2008 to June 2009, renewed 37% of effective staff with the hiring of more than 600 employees. The strategy adopted for data collection was based on semi-structured questionnaires and group interviews with employees of some higher levels of education, identifying the main reasons that prompted the entry of the same state and how their experiences and ways of thinking influence their relationship with the organization. The results confirm some common beliefs about the motivation of individuals to choose a state employment, foremost among them the search for a more stable situation, especially for those over a certain age group, combined with the possibility of better management quality of life. Although the results lead to the perception of a positive image of the public and a reciprocal relationship between the individual and the organization, they still believe there is need for improvement in relation to concrete opportunities for professional growth and evaluation system for management skills. All of these factors, especially for younger individuals may lead to the disruption of the psychological contract.

[pt] O presente estudo busca identificar questionamentos, expectativas e dilemas enfrentados por indivíduos que trabalham nas empresas de propriedade de suas famílias, no que diz respeito às suas identidades sociais, ao seu contrato psicológico com a empresa e às suas relações com os familiares. Trata-se de uma abordagem que tenta privilegiar o foco sobre aspectos relativos à subjetividade dos indivíduos, e não sobre as características das empresas familiares ou dos comportamentos esperados dos membros envolvidos na gestão, como costuma ser usual na maioria dos estudos voltados para esse tipo de organização. Tópicos gerais da administração, como no caso comportamento organizacional, muitas vezes, também não levam em conta as características profundas e específicas que tais empresas possuem. A relação profissional tão intimamente ligada às relações familiares traz questões bastante complexas ao ambiente organizacional. Sob uma abordagem qualitativa, a pesquisa descritiva e explicativa foi baseada em entrevistas com 18 profissionais (herdeiros e gestores) que trabalham na empresa de suas famílias na cidade do Rio de Janeiro. A amostra concentrou-se em pessoas a partir da segunda geração que ocupam cargos gerenciais ou de diretoria. Os resultados apontam para uma forte influência da família e da sua condição de filho do dono sobre a identidade social do herdeiro, o qual utiliza, muitas vezes, seu pai - antigo sucessor ou fundador - como referência de comportamento. Os profissionais que escolheram trabalhar na empresa da família de maneira mais livre e racional tendem a se sentir mais satisfeitos com sua trajetória de carreira. Além disto, seu comprometimento com o trabalho parece ser conseqüência do comprometimento com sua própria família. O relacionamento com familiares, assim como sua satisfação no trabalho influenciam o contrato psicológico com a empresa da família. / [en] Through a qualitative research approach, this study examines the diverse issues faced by individuals that work at family-owned businesses. The research investigates their social identity, their psychological contract with the company and their family relationships. Unlike other family business studies which detail expected managerial behavior, this research is focused on the subjectivity of individuals. Business management topics like organizational behavior often do not consider the profound and specific characteristics of family firms. The mixed professional and family relationships bring complex issues to the company atmosphere. The foundation of the research is based on eighteen interviews with professionals who work at family-owned firms in Rio de Janeiro. The sample was concentrated on second and third generation members working at the executive level. The results indicate a strong family influence on the individual social identity. Being the owner´s son, the individual usually takes their father (previous successor or founder) as a behavior reference. Choosing to work at the family firm in a free and rational way tends to make the professionals feel more satisfied with their career development. Their commitment to work seems to be a consequence of their commitment to family. The family relationships, as well as their work satisfaction, influence their psychological contract with the family firm.

As organisations operate in a globalised, competitive and ever-changing environment, the process of making strategic decisions, the introduction and implementation of organisational changes, and employees’ responses towards these changes are typical challenges in organisational life. In this content, the recent financial crisis of 2007-2008 had a profound impact on the Greek economy, as the Greek banking sector had undergone a series of profound organisational changes that were met with a mixed response from employees. The aim of this study is to investigate and propose an integrated theoretical model on the relationship among strategic decision-making process (SDMP), organisational change and employees’ responses to change in Greek banks. To achieve this aim, the SDMP by which organisational changes were introduced in Greek banks, and employees’ EVLN behavioural responses towards these changes are examined. Two questionnaire surveys were conducted and data were collected from 11 CEOs and 78 members of top management teams, and 1,259 Greek bank employees. The study adopted the positivistic approach and data were quantitatively analysed by using the statistical software of SPSS version 2.1 and AMOS version 22.0. The findings suggest that top management teams used their Rationality, Intuition and Political behaviour during SDMP, and different contextual factors had a different impact on this process. Moreover, employees’ EVLN behavioural responses varied depending on the type of organisational change and the level of impact of organisational commitment, job satisfaction and psychological contract breach on their responses. Also, significant differences were found on employees’ responses in terms of their age, gender, educational level, length of service at the bank, position at the bank, and the bank they worked for before the changes. The key contribution to knowledge is that this is the first study that develops an integrated theoretical model that examines the relationship among SDMP, organisational change and employees’ EVLN behavioural responses. It also enhances our knowledge and extends the literature on a number of relationships such as the impact of the antecedents of SDMP on SDMP dimensions, the effect of SDMP dimensions on organisational change, and the impact of different types of organisational change on employees’ EVLN responses. Such contribution has significant implications on making strategic decisions and managing change in times of crises.

Magister Commercii - MCom / This study analyses the process that an IT refurbishing organisation used to socialise 15 IT graduates to the norms of the working world. In addition, 5 IT industry and 2 governmental agency interviews were used, and 60 online job advertisements were analysed to develop a system dynamic model. The main motivation for this study was to develop a system dynamics model of the graduate socialisation process, in an attempt to understand the cause and effect of practical exposure, to bridge the IT skill-expectations gap. The main source of data for the model was from a-priori coding and content analysis of job adverts, online blogs and reports created by the students, supported by a review of the existing literature

Since the late 20th Century, the consulting industry has grown significantly. Today, consulting is a widespread, one-size-fits-all term that includes virtually any form of advice-giving in a business setting. Irrespective of the industry, there is a large market and high demand for consulting. Knowing how to engage clients and ensuring successful consulting has never been more critical for consultancies looking to capitalise on scarce client demand. The purpose of this research study was to gain a collective understanding of those aspects that constitute successful consulting, focusing on the implicit dimensions that influence client-consultant engagement. In this regard, the research study aimed to add value by presenting a new perspective on, and extend understanding of the implicit dimensions influencing the client-consultant relationship by focusing on both clients and consultants though the unique lens of the Psychological Contract. This exploration of the Psychological Contract between client and consultant was conducted through the interpretivist paradigm, or to be more specific, a social constructivist approach. This approach allowed the researcher to explore the Psychological Contract between client and consultant through the constructed meanings that both clients and consultants attach to their experience of the client-consultant relationship, and enabled the researcher to explore their perceptions and interpretations of the dimensions that influenced that relationship. The researcher furthermore applied a qualitative research design and constructivist grounded theory method to explore the subjective meanings of clients and consultants, and to discover their reality. This design and method generated rich, in-depth data and understanding of the participants’ beliefs, perceptions, and subjective experiences to develop a comprehensive framework of the Psychological Contract between client and consultant. / Dissertation (MCom)--University of Pretoria, 2011. / Human Resource Management / unrestricted

Medvetna källor till förväntningar från målgruppen visade sig vara tidigare chefer, organisation de tidigare arbetat i, föräldrar, kollegor, utbildning, vänner, underhållning och media och samhällsnormer. Det organisationen gör är betydande för att skapa förväntningar, hos gruppen unga oerfarna chefer. Rekryteringsprocessen, både internrekrytering och externrekrytering, ger tillfällen att hantera, justera och skapa förväntningar under tiden fram till tillträdet både genom explicita diskussioner och erfarenheter inom organisationen. Respondenterna visade tecken på att se vissa förväntningar som självklara, som om deras ursprung var ett slags självklar eller grundläggande allmängiltig sanning. De ser i vissa hänseenden de viktigaste förväntningarna som för självklara för att nämnas. Syftet med denna studie är att bidra till kunskap om ursprung till medvetna förväntningar på den första tjänsten som operativ chef. De mest framträdande ursprungen till förväntningar visade sig i empiriinsamlingen vara tidigare chefer och andra ledarförebilder samt organisationer som respondenterna har erfarenheter ifrån. / Conscious origins of expectations for the respondents were previous managers, the organisation they had worked in, parents, colleagues, educational environment, friends, entertainment and media, and societal norms. What the organisation does is important for creating expectations for the group of inexperienced young managers that were studied. The recruitment process, both internal and external, provides opportunities to handle, adjust and create expectations before employment start, both through explicit discussions and through experiences within the organisation. Respondents showed signs of viewing some expectations as self-evident, as if their origin were a sort of obvious or general truth. They to some degree view the most important (to them) expectations as too self-evident to mention (to a recruiter). The purpose of this study is to contribute to knowledge of origins of conscious expectations on the first position as operative manager. The most common origins in this sample turned out to be previous managers and other leader role models as well as organisations that the respondents have experienced.

Between 2003 and 2011, 1.2 million U.S. workers were laid off every year. Some organizational leaders of information technology/telecommunications organizations lack strategies to improve affective commitment to the organization after downsizing events. The strains of overwork, organizational changes, anxiety over job insecurity, and lack of choice often result in physical illness, emotional trauma, and extreme disengagement termed survivor syndrome. The purpose of this single case study was to explore strategies organizational leaders in the Midwest United States in information technology/telecommunications organizations used to improve affective commitment to the organization after downsizing. The conceptual framework was Herzberg's 2-factor theory. Data were collected via semistructured interviews, retention records, and organizational documents specific to postdownsizing activities. Data were compiled, disassembled, and reassembled into patterns and themes. The data revealed 4 themes: internal communications, organizational support, training, and employee manager relationships. The findings suggested establishing a formalized strategy to support survivors of corporate downsizing is needed to ensure consistency throughout the company. This research might contribute to social change within the organization by identifying and providing strategies to improve affective commitment to the organization after a downsizing event, which might lead to better individual and organizational performance and decrease residual employee turnover. This research could also contribute to social change by stabilizing the emotional state of the employee and removing a source of family instability.