In the traditional employment relationship, contract is an essential element to sustain the mutual relationship between employer and employee. In recent years, with the changes of business environment brought forward by the increasing globalization of business and by the dramatic rise in the numbers of mergers and restructurings, there has been a transformation of employment relationship. Psychological contract, a special type of contract, has become increasingly important under such dynamic environment. After reviewing previous academic researches, we found that the issue about the concept of psychological contract was found in relation with employees¡¦ behavior. Based on the previous opinion, this study expects to prove that psychological contract fulfillment is strongly related to employees¡¦ behavior. We also discuss the moderating effect of personality on the relationship between psychological contract fulfillment and employees¡¦ behavior. We therefore intend to use questionnaire survey and using Taiwanese corporate with intention to prove the hypothesis of this paper. The major finding of this study are as following¡G 1¡BDifferent types of psychological contracts fulfillment are positively related to employees¡¦in-role behavior. 2¡BDifferent types of psychological contracts fulfillment have different impact on organizational citizenship behaviors directed at other individuals within the organization. 3¡BPersonality has no moderating effect on the relationship between psychological contract fulfillment and employees¡¦ behavior. 4¡BPersonality has strong moderating effect on the relationship between psychological contract fulfillment and organizational citizenship behaviors directed at the organization.

The purpose of this dissertation is to examine the effects of activity-based costing (ABC) and activity-based management (ABM) on managerial and employee behavior.

[pt] Nessa dissertação, procura-se analisar como os membros organizacionais orientam suas identidades frente às ações de mudança relacionadas à busca de determinado perfil de funcionário pretendido. Para tal, tanto se estabelece conceito de identidade capaz de capturar as múltiplas forças que influenciam o comportamento do indivíduo na organização, quanto se discute os desafios da construção de identidade no meio organizacional. A dissertação é baseada em um estudo de caso na Opportrans, a empresa responsável pela administração da concessão do metrô do Rio de Janeiro, a qual vem passando, desde 1998, por uma série de mudanças relacionadas, entre outros aspectos, à formação de um perfil de funcionário pretendido. Os resultados apontam para a eficácia das ações organizacionais, no que se refere ao reforço dos perfis de comportamento desejado e revelam elevado nível de compromisso de determinado grupo de funcionários que não correspondem plenamente aos protótipos tidos como ideais. Observa-se, ainda, que esta não correspondência, apesar de usualmente relacionada à noção de resistência, contribui para a diversidade de identidades e pode ajudar a organização no alcance de seus objetivos de mudança. / [en] The following dissertation focuses on the analysis of how organizational members orientate their identities in the face of managerial actions taken in order to reinforce certain employee behavioral profile. As a way of accessing this matter, it is developed not only a concept of identity that is able to capture all the forces that influences the employee behavior, but also a discussion of the challenges facing a typical employee in constructing his own identity within an organizational environment. The research is based on a case study of Opportrans S.A, the company currently in charge of subway operations in the Rio de Janeiro City, which, since 1998, has undergone various managerial change actions that are closely related, beyond other aspects, to the desire of obtaining a certain kind of employee. The results show the efficacy of the actions taken to reinforce the desired employee behavior as well as the high commitment of a certain group of workers who do not match the company`s preferred prototype. In addition, it is shown that this mismatch, which is closely related to the concept of resistance to change, improves the company diversity of identities and can help the organization in its challenge of fulfilling its change aims.

This thesis aims to explore the effects of tight budgetary control on employee behavior focusing on employee loyalty, employee satisfaction, job related tension and tendency towards data manipulation in public sectors. The study explores the subject on the population of three countries which includes Sweden, Jordan and Pakistan. In Pakistan and Jordan, no previous study has ever been performed which tried to explore effects of tight budgetary control in employee behavior. Method: Keeping the above fact in view, method derived for this study was the combination of qualitative and quantitative approach. Questionnaires were formulated and sent to employees of the sampled companies receiving 740 responses. For qualitative method, 5 employees were interviewed from entire three countries. Finding: the study revealed that all three countries are experiencing tight budgetary control whereas Jordan and Pakistan are experiencing it on higher level and Sweden is experiencing it in lower level as compared to Pakistan and Jordan. As far employee behavior is concerned, both the method proved that loyalty was negatively related to tight budgetary control for Pakistan and Sweden whereas positively related in case of Jordan. Satisfaction is also negatively related to tight budgetary control for Sweden and Pakistan while positively related for Jordan. Job related tension and tendency towards data manipulation are positively related to tight budgetary control for all three countries. Research type: Master’s thesis.

In the United States, turnover threatens the economic status of the restaurant industry. In 2016, the turnover rate for the fast-casual restaurant dining industry was 1.8 million people with approximately 3 million people working in the industry. Restaurant leaders struggle with solutions to help reduce the problems of turnover. Guided by the servant leadership theory, the purpose of this correlational study was to examine the relationship between empowerment, interpersonal support, and turnover in the fast-casual restaurant industry. A convenient sample of fast-casual restaurant supervisors (n =58) in the Midwestern region of the United States completed a survey with questions related to empowerment and interpersonal support from the servant leadership survey and questions from the turnover survey. The results of a multiple regression did not predict turnover F(8, 49) = .976; p >.05; R2 = .137). The effect size indicated that the regression model accounted for 14% of the variance in turnover. Empowerment (β = -.023, p = .916) did not relate any significant variation in turnover. Interpersonal support (β = .066, p = .146) did not relate any significant variation in turnover. Empowerment and interpersonal support could affect social change by enhancing the well-being of employees, which can encourage employees to provide better service in the restaurant business. Empowerment and interpersonal support include motivating factors in employee development, leading to volunteer and charitable contributions in the communities.

Organizational politics (OP) is describe by many researchers as actions which affect activities, behaviors, and most importantly decision making through the use of power. Guided by Hofstede's cultural dimension theory and Mallol's, Holtom's and Lee's job embeddedness theory, the aim of this study was to examine employees' reactions toward OP regarding the substantially different cultures of the U.S. and Lebanon. These specific two countries were selected due to a gap in published research on culture and value differences. Research questions examined the extent to which cultural values differed and how employees respond differently facing OP. A survey-based research design included 352 participants, 176 from each country, was used to assess the perception and cognitive levels of employees in regards of political behavior and practices within their organizations. Key variables of cultural values, political behavior, and employee responses were measured by a structured survey questionnaire. Using SPSS version 23 a correlation matrix, T-test, and descriptive statistics were used to analyse the data. Findings indicated that Lebanese employees experience more power distance and gender role differentiation thus resulting in higher job related stress and anxieties and lower motivation levels than The U.S. employees. Outcomes of this research are beneficial for the organizations and society to cope with the problematic aspects of OP. Potential implications for positive social change are in the form of significantly reducing employee inequity, unfairness, and injustice practices and most importantly reducing employee stress.

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Leadership styles can have a profound impact on employee motivation and performance. The changing global business landscape has drawn much attention to transformational leadership as an approach that addresses the demands of organizations in this complex environment. The purpose of this qualitative grounded theory study was to understand the nature of employee motivation with regard to leadership styles and the role of transformational leadership in Egyptian business organizations. Seventeen Egyptian professionals were recruited through a combination of e-mail and telephone procedures and were interviewed regarding their experiences with organizational leaders; their perception of the ideal organizational leader; their feelings about the tenets of transformational leadership theory; and how leadership styles influence their job performance, job satisfaction, and the achievement of their career related goals. Data were analyzed and emerging patterns and themes were established, such as participants holding largely negative views regarding the majority of leadership behaviors and employee motivation techniques they presently experience and being very receptive to the majority of aspects of transformational leadership. These patterns and themes culminated in the development of a theory for the ideal leadership style for Egyptian employees. The study yielded information that can make it easier to lead and motivate employees in Egyptian business organizations, and increase the ability of Egyptian organizations to effect positive social change by way of leadership practices that allow organizational stakeholders to enjoy the positive impact on society of organizations that are better led, more productive, and more focused on a greater sense of social wellness.

This qualitative case study focused on the effect of a system implementation upgrade on employees' job performance within a central administration department of a major research university in the Southern United States. Review of literature revealed a lack of a specific model or process for system implementation upgrades and its impact on employees' performance in a university administrative office. Guided by Kotter's research on change management models, the research questions examined the attitudes and behaviors of employees involved with the business process project. Data collection was through purposeful sampling and face-to-face interviews with 11 employees. Data were analyzed through pattern-matching technique. The findings were that employees initially felt positive about being a part of the business process project. During the project, employees actually experienced (a) a lack of training, which employees advised to management was very important to a new process; (b) no definitive assistance and a lack of communication for individual concerns; (c) management's increased job duties and responsibilities without increased income; and (d) feeling unvalued in employee meetings. The implications for social change include the potential for positive employee behavior in colleges and universities when management is considering a change model or process involving employees in a system implementation during organizational change.