Chan, Ka Ho. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2010. / Includes bibliographical references (leaves 203-208). / Abstracts in English and Chinese. / Dedication --- p.i / Abstract --- p.ii -iv / Table of Contents --- p.v -vi / Acknowledgements --- p.vii -ix / Text / Introduction --- p.1-14 / Purpose --- p.1 / Background --- p.2-7 / Significance --- p.8 / Core Arguments --- p.9-10 / Approach --- p.11 -12 / Implications --- p.13 -14 / Chapter Chapter 1 --- Unqualified Cooperators in Social Cooperation and the Capabilities approach --- p.15-63 / Purpose --- p.15 / Structure --- p.16 / Part I --- p.17-29 / Part II --- p.30 -42 / Part III --- p.43 -61 / Conclusion --- p.62 / Way Forward --- p.63 / Chapter Chapter 2 --- Ist Tension: Denial of Desert and the Principle --- p.64-104 / Purpose --- p.64 -65 / Structure --- p.66-67 / Part I --- p.68 -77 / Part II --- p.78 -85 / Part III --- p.86-103 / Conclusion --- p.104 / Chapter Chapter 3 --- 2nd Tension: Eudaimonistic Judgment and the Principle --- p.105 -144 / Purpose --- p.105 -106 / Structure --- p.107 / Part I --- p.108 -114 / Part II --- p.115 -125 / Part III --- p.126 -137 / Part IV --- p.138 -143 / Conclusion --- p.144 / Chapter Chapter 4 --- Three Ways Forward --- p.145-188 / Purpose --- p.145-146 / Structure --- p.147 / Part I --- p.148 -167 / Part II --- p.168 -178 / Part III --- p.179 -187 / Conclusion --- p.188 / Conclusion --- p.189 -202 / Purpose --- p.189 / Summary --- p.190 -197 / Implications --- p.198 -199 / Possible Directions --- p.200 -201 / Limitations --- p.202 / Bibliography --- p.203-208

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Among all the human resources management and actions in a government department, recruitment plays a vital role in support of its daily operation and service delivery, where the Hongkong Post is no exception. In particular, the Hongkong Post is operated in a dual mode of a government department and business-like organization, thus the process of drawing in suitable employees through recruitment means to facilitate the department in meeting the organizational objectives, sustaining its financial viability and extending its service scope is above all important. Given the increasing workforce of non-civil service contract staff in the Hongkong Post, the traditional recruitment policy for civil servants is considered not applicable or feasible so that a tailor-made recruitment policy has to be formulated and implemented for employing non-civil service contract staff from managerial to non-managerial levels and at frontline and backend positions. This dissertation is going to study the characteristics and uniqueness of the recruitment policy of the Hongkong Post for employing non-civil service contract staff. Upon close examination of the recruitment policy, it is identified that even though the Hongkong Post is conditioned by the service-wide requirements as laid down by the Government of the Hong Kong Special Administrative Region for recruiting non-civil service contract staff, it is able Upon close examination of the recruitment policy, it is identified that even though the Hongkong Post is conditioned by the service-wide requirements as laid down by the Government of the Hong Kong Special Administrative Region for recruiting non-civil service contract staff, it is able to develop its own features and put in place tailor-made arrangements in such recruitment policy to suit its operational needs and manpower requirements. On this, remarkable dynamics can be seen in the recruitment policy for non-civil service contract staff when it interacts with external environment and evolves within the department in the light of internal human resources process. It also reveals the fluid, ever-changing and adaptable nature of the recruitment policy, which stands peculiar to the Hongkong Post given its unique mode of operation. The study on the recruitment policy of the Hongkong Post will be based on a solid academic ground which is formed by different but relevant concepts and theories of studying recruitment policies and actions of government departments under the New Public Management and other associated development, which touches on both the closely intertwined aspects of the external environment and internal process. It is delightful to note that while the Hongkong Post meets the advocacies of a majority of the available academic framework, it can supplement the academic reference through its practical experience and implementation. All these facilitate the in-depth analysis of the topic at the moment as well as shed lights for the future study of similar subjects in similar organizations. / published_or_final_version / Politics and Public Administration / Master / Master of Public Administration

Orientation: Psychological contract theory is expanded by making a distinction between entitlements beliefs and obligations and expectations of prospective employees. Research purpose: To explore and substantiate themes associated with perceived entitlements and utilise this information to develop a structural model of the anticipatory psychological contract. Motivation for the study: Without taking the entitlement beliefs and reasons therefore into account when examining the psychological contract of an individual, a full view on the psychological contract and its expected consequences cannot be achieved. Research design, approach and method: A qualitative approach to research was adopted consisting of interviews with final year graduate and post-graduate students to derive themes associated with expectations and entitlement beliefs of prospective employees. These themes were utilised to develop a structural model portraying the anticipatory psychosocial contract. Main Findings: A structural model was developed that illustrates the anticipatory psychological contract of prospective employees. The model suggests that there are certain factors that determine an individual's entitlement beliefs, and in turn that individual's entitlement beliefs will influence the level of expectation of that individual regarding future employment. Practical/managerial implications: By fully comprehending the effects of the entitlement beliefs on the anticipatory psychological contract of prospective employees the organisation may minimise the occurrence of psychological breach or violation, which may decrease new employee turnover. Contribution/value-add: Although entitlement was mentioned in previous psychological contract research it has never been investigated as a separate component of the psychological contract. Psychological entitlement must be treated as a scientific construct in organisational sciences since understanding an employee‟s perception of entitlement is essential to understanding the expectations of that employee and, in particular, the nature of exchange between employees and the organisation. The purpose of this research is to determine the relationship between entitlement beliefs and expectations of students‟ future employment. A sample of 179 final year economic and management sciences students was used for this study. A questionnaire was used that measured entitlement perceptions and perceived expectations in future employment of the students. This study concluded that all graduates had a relatively high level of perceived entitlement and expectations regarding future employment. A strong correlation was measured between entitlement beliefs and expectations of the anticipatory psychological contract. This study is unique in the sense that it includes entitlement beliefs in the research of the psychological contract as a separate construct to expectations. / Thesis (MCom (Labour Relations Management))--North-West University, Potchefstroom Campus, 2013.

Every society has jobs that need to be done in order to survive and to improve its members’ subjective well-being. Work is an important source of individuals’ subjective well-being. Employees within higher education institutions face a complex environment and play an important role in the reconstruction and development in South Africa. Employees are experiencing more challenges in the workplace than ever before. They spend more time at work and because they have less leisure time, they have fewer opportunities of seeking meaning in their lives. These factors have an impact on the well-being and happiness of employees in higher education institutions. The aim of this study was to investigate the relationship between employees’ work experience, type of contract and work outcomes of employees at a higher education institution. A cross-sectional survey design was used with 483 employees at a higher education institution and a response rate of 62% (N = 300) was obtained. The measuring instruments used in this study included the Psychological Contract Across Nations (PSYCONES), Employment Contract Scale, Job Satisfaction Scale, Mental Health Continuum - Short Form and Intention to Quit Scale. Exploratory factor analyses and Cronbach alpha coefficients were computed to determine the construct validity and reliability of the measures. Pearson correlation coefficients, multivariate analysis of variance, one-way analysis of variance and hierarchical regression analyses were used to examine the relationship between the constructs in this study. Bootstrap-estimated confidence intervals were used to assess the significance of indirect effects. The results of study 1 confirmed the validity and reliability of measures (except for the social contract). Age, tenure and gender had statistically significant effects on the fulfilment of one dimension of the psychological contract, namely work conditions. Younger people with less tenure experienced more fulfilment of the psychological contract (regarding work conditions). Tenure also impacted psychological contract violation. Type of contract (permanent versus temporary) impacted the fulfilment of the psychological contract (specifically work conditions). Males (compared to females) experienced more fulfilment of the psychological contract (regarding work conditions) and less violation of the psychological contract. Tenure and type of contract were also related to experiences of the employment contract. The results of study 2 showed that psychological contract violation, job dissatisfaction and lack of flourishing directly impacted turnover intention. Lack of psychological contract fulfilment indirectly impacted job dissatisfaction and languishing via psychological contract violation. The employment contract did not have a statistically significant effect on job satisfaction, flourishing and turnover intention of employees in a higher education institution. Psychological contract violation indirectly impacted turnover intention via job dissatisfaction and languishing of employees. The results of this study confirmed the important role of fulfilment of the psychological contract and non-violation of the psychological contract regarding job satisfaction, flourishing and retention of employees in a higher education institution. Recommendations were made for future research. / MCom, Labour Relations Management, North-West University, Vaal Triangle Campus, 2012

Orientation: Psychological contract theory is expanded by making a distinction between entitlements beliefs and obligations and expectations of prospective employees. Research purpose: To explore and substantiate themes associated with perceived entitlements and utilise this information to develop a structural model of the anticipatory psychological contract. Motivation for the study: Without taking the entitlement beliefs and reasons therefore into account when examining the psychological contract of an individual, a full view on the psychological contract and its expected consequences cannot be achieved. Research design, approach and method: A qualitative approach to research was adopted consisting of interviews with final year graduate and post-graduate students to derive themes associated with expectations and entitlement beliefs of prospective employees. These themes were utilised to develop a structural model portraying the anticipatory psychosocial contract. Main Findings: A structural model was developed that illustrates the anticipatory psychological contract of prospective employees. The model suggests that there are certain factors that determine an individual's entitlement beliefs, and in turn that individual's entitlement beliefs will influence the level of expectation of that individual regarding future employment. Practical/managerial implications: By fully comprehending the effects of the entitlement beliefs on the anticipatory psychological contract of prospective employees the organisation may minimise the occurrence of psychological breach or violation, which may decrease new employee turnover. Contribution/value-add: Although entitlement was mentioned in previous psychological contract research it has never been investigated as a separate component of the psychological contract. Psychological entitlement must be treated as a scientific construct in organisational sciences since understanding an employee‟s perception of entitlement is essential to understanding the expectations of that employee and, in particular, the nature of exchange between employees and the organisation. The purpose of this research is to determine the relationship between entitlement beliefs and expectations of students‟ future employment. A sample of 179 final year economic and management sciences students was used for this study. A questionnaire was used that measured entitlement perceptions and perceived expectations in future employment of the students. This study concluded that all graduates had a relatively high level of perceived entitlement and expectations regarding future employment. A strong correlation was measured between entitlement beliefs and expectations of the anticipatory psychological contract. This study is unique in the sense that it includes entitlement beliefs in the research of the psychological contract as a separate construct to expectations. / Thesis (MCom (Labour Relations Management))--North-West University, Potchefstroom Campus, 2013.

"Submitted in partial fulfillment of the requirements for the degree of Master of Science in [Contract Management] from the Naval Postgraduate School, September 2008." / Advisor(s): Yoder, E. Cory ; Simon, Cary A. ; Nalwasky, Richard. "September 2008." "Joint applied project"--Cover. Description based on title screen as viewed on October 31, 2008. Includes bibliographical references (p. 89-90). Also available in print.

Thesis (doctoral)--Universität zu Köln.

Thesis (doctoral)--Universität Hamburg.