Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

The first construct of this study is leadership styles. This well-known concept has been widely explored in the research. Many different models have germinated from the different theories developed on leadership styles, and for the purpose of this research, the leadership style model approach developed by Kurt Lewin has been used as a framework or paradigm. According to this approach, their main styles are identified. These styles are known as authoritarian style, participating style and delegative style. The second construct that this study focuses on is the psychological contract. This is a well known concept that has been widely researched. It was found to have a strong impact on employers as well as employees in the workplace. Although numerous studies have been done regarding "the experience of employee and employer obligations through perceived promises made in the reciprocal employee-organisation relationship", it is evident that further research regarding the relationship with other concepts could be of immense value. The general objective of this study was to investigate the relationship between different leadership styles and the psychological contract in work teams. A quota sample (N= 151) was taken of team leaders and their members of work teams in the Process and Maintenance departments of a Mining Factory in Lichtenburg, North West Province. The Psycones questionnaire ("Psychological Contracts among Employment Relations) was used to measure the psychological contract while the leadership style questionnaire was used to identify the different leadership styles. Data collection was done by means of structured questionnaires through exploratory research by using a cross-sectional design. Cronbach alpha coefficients, factor analysis, inter-item correlation coefficients, Pearson product moment correlation coefficients and stepwise multiple regression analysis were used to analyse the data. The first objective of this study was to conceptualise the relationship between leadership styles and the psychological contract, which was achieved through an in depth literature review on the two constructs. A literature review on the psychological contract highlighted an integrative definition as well as an exploration of psychological contract breach and violation, and the consequences thereof. The review on the leadership styles gives a broad explanation of the different styles identified as well as the relevant impact thereof. The second objective of this study was to determine the construct validity and reliability of the leadership style questionnaire and psychological contract questionnaires. With the support from previous validated studies of these questionnaires carried out in a South African context, factor analyses and reliability analyses were nevertheless carried out and the results corresponded with the previous findings indicating the viability of these questionnaires. The third objective was to determine the relationship between the leadership styles and the psychological contract constructs. Through correlation analyses significant correlations achieved were those between the Delegate-Participative style and the Emotions of the PC as well as a positive relationship which was shown between Delegate-Participative style and the Emotions of the PC with a large effect. These conclusions sturdily propose a relationship between the Delegative-Participative Style and the PC. A multiple regression analysis with delegative-participative leadership style as dependent variable was carried out. When all component of the psychological contract were a statistically significant model was produced, with the variance explained increasing with 50%. The results indicated that a relationship exists between the delegative-participative leadership style and the psychological contract. Limitations within this research were identified, and recommendations were made for the both the profession of employers and employees in the mining company as well as for future research purposes. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.

This dissertation examines the influence of the psychological contract and leadership styles on the perceived performance of semi-professional rugby teams. Little research has connected the psychological contract and sport, and little research has investigated the effect of specific leader behaviours on the performance of sport teams. It was therefore the objective of this dissertation to analyse the content of the psychological contract of rugby team members, and to determine the correlation between the psychological contract and the perceived performance of rugby team members. This dissertation also set out to analyse the content of the preferred leadership style of the team captain and the own leadership style of team members, and to determine the correlation between leadership styles and perceived performance. A longitudinal research design was chosen, along with a non-probability sampling technique. The sample consisted of rugby team members from a prominent rugby-playing university in South Africa. Questionnaires were used to investigate the content of the psychological contract and preferred leadership style and own leadership style, as well as their relationship to perceived performance. The results indicated no correlation between the psychological contract and perceived performance, nor any correlation between leadership styles and perceived performance. A strong correlation, on the other hand, was found between the preferred leadership style of the team captain and the own leadership style of team members. A strong correlation between institute obligations and player obligations was also established. / Thesis (M.Com. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2011.

Due to socio-political transformation, South Africa has been subjected to dramatic changes that influenced employment relationships, employment contracts between employees and employers arid the psychological contract of employees. Due to all these socio-political changes different groups of employees experience differences in their psychological contracts and have certain expectations that their organisation should fulfil. The general objective of this research is to determine the psychological contract of designated and non-designated groups of a banking institution in the North West Province. A cross-sectional survey design was used to collect the data and reach the objectives of this study. Stratified random sample (n = 131) was taken from permanently appointed designated and non-designated employees of different branches in a South African banking institution in the North West Province. A structured, self-completion questionnaire was used to collect the data. The Psycones Questionnaire and discrimination and affirmative action questions were selected from different existing questionnaires and were used to compile the questionnaire. Descriptive statistics (e.g. means, standard deviations, skewness and kurtosis) were used to analyse the data. Pearson product-moment correlation coefficients were used to assess the relationships between the variables. Multiple regression analyses were used to investigate the effects of the variables in this study, multivariate analysis of variance (MANOVA) was performed to assess the differences in the experience of affirmative action policies of demographic groups. Item-level analysis is performed by using analysis of variance (ANOVA). The results indicated that designated and non-designated groups of employees do not experience a difference in their breach or violation of their psychological contracts when affirmative action policies are correctly implemented and communicated. Based on the findings of this study organisations are advised to ensure that affirmative action policies are implemented correctly and communicated to all groups of employees, and then designated and non-designated employees would not differ in their experience of violation in their psychological contracts. Limitations in the research are identified and recommendations were made. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2010.

With an increased focus on health promotion and chronic disease prevention, municipal recreation centres are becoming predominant places for community members to become physically engaged in a diversity of pursuits (Barnes, Maclean, & Cousens, 2010). Recreation Organizations are increasingly searching for flexibility in programming and staffing (Connelly, Gallagher, & Gilley, 2007; Coyle-Shapiro & Morrow, 2006; Lepak, Takeuchi, & Snell, 2003) and new forms of employee-employer relationships are evolving. One of the most common trends in the provision of recreation services is the use of third parties (contractors) who place their employees with client organizations (municipal recreation centres) on a long-term basis. This study explores the perspectives of four contract recreation service provider employees and their experiences delivering recreation programs at municipal recreation centres. Transcripts were used to illustrate each individual’s perspectives using their own words wherever possible and the four interviews were compared to identify similarities and differences. Three themes emerged from the interviews: focus of commitment, impact of perceived organizational support (POS) and the dynamic with the recreation centre. It was found that contractor’s employees in this type role were generally affectively committed to a variety of aspects of their jobs (the participants in the program, their career and the program/activity itself). Incidents were also identified that influenced POS (organizational policies and procedures and those perceived by the employee). It was also found that interactions with municipal recreation centre staff impacted the employee significantly. Future studies should explore this topic further and specific attention could be given to the working relationship between the contractor employee and the recreation centre. Research should also be conducted from the perspectives of the two other key players in this study: the recreation centre (recreation programmer) and the recreation contract service provider. / Graduate / 0680 / 0523 / 0575

本研究旨在探討國民中學校長轉型領導行為對於教職人員之心理契約實踐之關係。研究目的有： 一、瞭解遴選制度實施後，國民中學校長轉型領導之現況。 二、探討學校不同的個人背景變項教職人員及學校背景變項對校長領導行為覺知的差異情形。 三、探討學校教職人員之心理契約實踐現況。 四、探究教職人員背景對心理契約實踐覺知的差異。 五、探討校長轉型領導行為對於學校教職人員心理契約實踐之關係。 研究採用問卷調查法為主，以臺北市59所公立國民中學的教職人員為對象，共抽取26所學校，512教職人員為受試者進行調查，並以改編之「國民中學教職人員之心理契約量表」與「國民中學校長轉型領導量表」進行施測，共回收448份，有效問卷為386份，問卷回收率為87.5％，可用率為86.2％。資料以SPSS/PC12.0統計套裝軟體進行描述性統計、t考驗、單因子變異數（ANOVA）、Pearson，s積差相關、多元逐步迴歸分析與討論，所得主要結論如下： 一、臺北市國民中學校長轉型領導行為屬於「高」強度，在國民中學校長轉型領導行為「建立願景」、「個人魅力」、「鼓舞激勵」、「激發潛能」、「個別關懷」各個層面都屬高強度的情形。 二、就兼任職務而言，兼任行政職務的教師比沒有兼任行政職務的教師所知覺到校長表現較多的轉型領導；擔任主任職務的教師比擔任導師及專任教師，認為校長轉型領導實踐程度較高。 三、服務年資深者對於「鼓舞激勵」、「激發潛能」、「個別關懷」等層面高於服務年資較淺的教職人員，且在整體知覺校長轉型領導之實踐，亦顯現相同情形。 四、不同職務的教職人員在知覺整體心理契約實踐之差異情形，達顯著水準；擔任主任職務的教師比擔任導師及專任教師，認為學校在整體心理契約實踐程度較高。 五、服務於不同學校規模的教職人員，在整體知覺心理契約實踐之差異達顯著水準，服務於規模小的學校教職人員，在知覺心理契約實踐程度方面，高於服務於規模較大的學校教職人員。 六、校長轉型領導各層面「建立願景」、「個人魅力」、「鼓舞激勵」、「激發潛能」、「個別關懷」皆與學校教職人員的心理契約，有顯著的相關。 七、整體校長轉型領導行為與心理契約各構面相關係數最高者為「體恤教職部屬」，而相關程度最低者為「建立人情關懷」。 八、校長轉型領導各層面「建立願景」、「個人魅力」、「鼓舞激勵」、「激發潛能」、「個別關懷」具有預測教職人員知覺心理契約實踐之功能。 / The purpose of this study is to make a thorough inquiry into the relationship between the transformational leadership and the psychological contract of teaching staff in junior high schools. The purposes of the study are as follows: 1. To understand the current situation of the transformational leadership in junior high schools after the selecting system has been implemented. 2. To explore the effect of the various personal background variable and the teaching staff’s school background variable on principal’s leading behavioral differences. 3. To research into the current situation of the psychological contract of teaching staff in junior high schools. 4. To study the influence that the teaching staff’s background has on the perceptive difference of the psychological contract. 5. To make a thorough inquiry into the relationship between the transformational leadership and the psychological contract of teaching staff in junior high schools. This study uses survey method. The survey instrument is revised from 「The psychological contract of teaching staff in junior high schools scales」and 「The transformational leadership in junior high schools scales」. The survey samples are 512 teaching staffs from 26 junior high schools in Taipei city. There are 448 returns, and there are 386 valid responses which are analyzed by statistics, t-test, one-way ANOVA, Pearson r, and multiple regression using SPSS/PC12.0 program. The conclusions obtained from this study are summarized as follows: 1. The principals’ behavior in junior high schools of Taipei city belongs to high intensity. This situation displays in the perspectives of 「prospect formation」,「idealized influence」,「inspirational motivation」,「intellectual stimulation」, and 「individualized consideration」. 2. The administrators can perceive much transformational leadership than the teachers. And the directors consider that the principal has higher extent of the transformational leadership than the teachers. 3. The seniority staffs sense higher extent in the aspect of 「inspirational motivation」, 「intellectual stimulation」, and 「individualized consideration」 than the junior staffs, which also happens in the aspect of perception of transformational leadership. 4. There are obviously differences between the administrators and teachers in perception the implement of psychological contract. The directors consider higher implement of psychological contract than the teachers. 5. There are obviously differences between the staffs in different school scale. The staffs in the small school consider higher implement of psychological contract than the staffs in the big school. 6. There is obviously correlation between transformational leadership and psychological contract of teaching staffs. 7. The highest correlation coefficient between transformational leadership and psychological contract of teaching staffs is 「showing consideration for staffs」. The lowest correlation coefficient is 「building up consideration」 8. The various perspectives of the transformational leadership have the function of predicting the psychological contract of teaching staffs. ( Keywords: transformational leadership, psychological contract .)

The "psychological contract" is one of today's hottest buzzwords. In this ever­ continuing competitive and changing environment rapid organisational and managerial change is required to enable business and organisations to survive. The objective of this research was to investigate the extent to which opinions of employees about the various psychological contract dimensions can influence the overall employment relationship. A literature survey concerning the psychological contract construct, its dimensions and the variables affecting the psychological contract was done. A sample of 394 employees within an Auditing firm was obtained, from which three departments (Management Consulting, Auditing and Information Systems) employees opinions on the psychological contract dimensions were compared. The results of the empirical study indicated that there are comparable differences in employee's perceptions of the various dimensions of the psychological contract. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)

[pt] O presente trabalho buscou trazer uma melhor compreensão sobre o processo de construção do contrato psicológico dos indivíduos com as organizações no contexto atual. Este estudo focaliza um fenômeno que tem sido característico da década atual, quando se verifica um aumento considerável do número de indivíduos que se candidatam a empregos públicos. Este é um fenômeno que, de certo modo, reverte uma tendência das décadas anteriores, nas quais havia um fechamento das contratações nestas empresas e uma desvalorização da imagem do funcionário ligado ao setor público. A proposta de utilização da abordagem do contrato psicológico deveu- se ao pressuposto de que este modelo permitiria identificar fatores explícitos ou implícitos que norteavam a relação entre empresa e indivíduo, seja na construção do contrato ou mesmo na quebra das expectativas dos novos funcionários. Optou-se por desenvolver uma pesquisa exploratória baseada em entrevistas com a penúltima turma de trainees do curso de formação de Administração de uma empresa de sociedade de economia mista, do ramo de energia. Estas entrevistas foram feitas com base em questionários semi-estruturados, foram gravadas e transcritas, visando a identificar os principais motivos que estimularam a entrada destes indivíduos na empresa pública e como as experiências vividas influenciaram a sua relação com a organização. Os resultados confirmam algumas crenças popularizadas acerca da motivação dos indivíduos para escolherem um emprego estatal, destacando-se a busca por uma situação de maior estabilidade. Observa-se, também, que os participantes da pesquisa revelam uma percepção positiva do setor público, no que se refere à existência de oportunidades concretas de crescimento profissional, aliadas à possibilidade de um melhor gerenciamento da qualidade de vida. Os resultados conduziram, ainda, a proposição de um quadro de referência para a análise do processo de construção do contrato psicológico dos indivíduos com a empresa. / [en] The purpose of this study is to have a better understanding of the process of construction of the psychological contract with the individuals that has ocurred recently. This study has focused on a phenomenon that is very usual in this decade, characterized by an increase in the number of individuals that are looking to build a career in the public sector. This phenomenon has reverted a trend that had ocurred in the previous decades, that is, a decrease in the number of new employees as well as a devaluation in the image of the employees who work in the public sector. The proposal of using the psychological contract theory was motivated by the idea that this model would be capable of identifying the main factors (hidden or not) that influence the relationship between individuals and organisations, even in the process of contract building or in the contract breach. In order to test these factors, an exploratory methodology was developed, through various interviews with a group of the most recent trainees of the Administration Course of a company that belongs to the public sector (energy industry). These interviews were based on previous questionnaries. All interviews were recorded, and latter written out, aiming at identifying the main aspects that stimulated the decisions of those individuals to work in the public sector. The main results of this study confirm that individuals are looking for stability in their jobs. Additionally, the perception in relation to the public sector is positive, regarding that individuals recognize that is possible to have a career development as well as quality of life. Finally, the study purpose a framework that enables the analysis of the process of the psychological contract building between individuals and firms.

[pt] O ambiente organizacional esta sofrendo mutações constantes, seja pelo avanço tecnológico, pela globalização ou pelo aumento da concorrência que está cada vez mais agressiva. Para se manterem competitivas as empresas são obrigadas a se tornar mais flexíveis e versáteis e isso significa mudança não somente em seus procedimentos, mas principalmente no que se refere ao gerenciamento de pessoas, pois o capital humano é considerado um diferencial dificilmente copiável. O objetivo deste estudo foi apresentar as dificuldades enfrentadas pelos gerentes dos níveis intermediários em seu papel como mediadores das relações de trabalhos e mais especificamente do contrato psicológico de seus subordinados. Para isso, esta dissertação aborda quatro grandes temas como: liderança no atual contexto, as mudanças nas relações de trabalho, desafios gerenciais e contrato psicológico. De maneira a tentar compreender estas mudanças e os dilemas gerenciais, foram realizadas entrevistas semi-estruturadas com 21 gerentes intermediários de empresas públicas e privadas de diferentes portes e setores. Os gerentes entrevistados possuem várias atribuições, dentre elas a de serem mediadores nas relações de trabalho entre os subordinados e as empresas. O resultado das entrevistas evidenciou que as mudanças sofridas nas organizações provocaram alterações significativas no perfil gerencial e nas relações de trabalho. Verificou-se que o gerente médio além de ser um influenciador, se tornou mais sensível e mais próximo dos seus dirigidos e dirigentes, possibilitando com isso a identificação e tratamento das expectativas envolvidas na relação de trabalho, com o intuito de conseguir um equilíbrio entre as partes. / [en] The organizational environment this suffering constant mutations, either for the technological advance, the globalisms or the increase of the competition that is each more aggressive time. To remain competitive the companies they are obliged if to become more flexible and versatile and this not only means change in its procedures, but mainly as for the management of people, therefore the human capital is considered a hardly copied. The objective of this study was more specifically to present the difficulties faced for the middle manager levels in its paper as mediating of the labor relations and of the psychological contract of its subordinate. For this, this dissertation approaches four great subjects as: leadership in the current context, the management changes in the labor relations, challenges and psychological contract. In way to try to understand these changes and the management dilemmas, had been carried through interviews half-structuralized with 21 middle managers of public companies and private of different transports and sectors. The interviewed managers possess some attributions, amongst them to be mediating in the labor relations between the subordinate and the companies. The result of the interviews evidenced that the changes suffered in the organizations had provoked significant alterations in the management profile and the labor relations. It was verified that the average manager beyond being a influential, if it became more sensible and next to directed and leading its, making possible with this the identification and treatment of the involved expectations in the labor relations, with intention to obtain a balance between the parts.

Masters in Public Administration - MPA / Organisations of every industry are changing continuously. A pervasive response to this experience is some form of downsizing. Chew and Horwitz (2002) state due to globalisation, organisations have increasingly adopted cost/ competitive measures to increase performance. Organisations inevitably seek to survive these pressures by downsizing. According to Tzafrir, Mona- Negrin, Havel and Rom Nagy (2006), downsizing is known to be defined as a company trying to increase its competitiveness, efficiency and productivity by decreasing the number of workers in the organisation. Drummond (2000) states that there is extra pressure put onto the remaining workers for productivity after the layoff process. It must be acknowledged that managers should be seen as both an employee and a supervisor. Managers therefore have to implement the change when the process occurs and deals with the reactions of him/herself and that of the subordinates (Wiesenfeld, Brockner, Petzall, Wolf & Bailey, 2001). To gain a competitive advantage, organisations must pay attention to their managers who are responsible for driving organisation’s processes and outcomes. Rana, Garg and Rastogi (2011) state that organisations need to attend to factors that influence managers’ performance and job satisfaction, such as perception of organisational justice. Managers’ perception of organisational justice is imperative, as subordinates mimic the behaviours and attitude of their managers (Wiesenfeld et al., 2001). The aim of this study is to investigate what impact the downsizing process had on the perception of organizational justice of survivor middle managers. The differences between middle managers’ age, gender, year of service or tenure, marital status and education level were taken into account. The study was conducted in different departments of a large Automotive Retail organisation where downsizing has taken place. A biographical questionnaire and a questionnaire designed to measure perceptions of organisational justice after downsizing (Niehoff and Moorman Organisational Justice Questionnaire), was administered to gather the data. The sample of one hundred and forty-four respondents consisted of male and female middle managers. Convenience sampling was utilised to select the sample. Statistical analyses involved both descriptive and inferential statistics. ANOVA and T-Test were the tools that were used to analyse the data. Findings indicates that there was a statistical significant difference in middle managers’ perception of organisational justice based on gender, age, tenure, marital status and education level in the Automotive Industry.