Diverse employment nowadays, such as short-term hiring, human resource outsourcing, flexible worktime, and part-time appointment, shows the coming age of a diversified employing. This phenomenon derives a changing relationship between organizations and employees. Through this change, how to perceive and further motivate knowledge worker to achieve optimal labor output becomes an important issue. Different interpretation on psychological contract is a result of different personal perception, sense of value, and message interpretation. Therefore, this thesis sees the personal psychological contract as independent variable and investigates how personal psychological contract plays a role in personal knowledge intake. Furthermore, this thesis also sees self-efficacy as intervening variable and analyzes how self-efficacy involves in personal psychological contract and knowledge learning aspirations of employees.Based on the data from 993 employees from 80 firms analyzing, the researcher obtained the following findings: 1. The difference: a. Gender, educational degree, and job position revealed difference with regard to psychological contract. b. Gender, marriage, age, educational degree, and job position revealed difference with regard to firm-specific knowledge learning aspiration. e. Marriage, Age and job position revealed difference with regard to general knowledge learning aspiration. 2. The relationship: a. Relational and balanced psychological contracts are positively related to firm-specific knowledge learning aspiration. b. Transactional psychological contract has negative relation with firm-specific knowledge learning aspiration. c. Self-efficacy is positively related with general and specific knowledge learning aspiration.

Approved for public release; distribution is unlimited. / Fleet Readiness Center Southwest has embraced integration of personnel and processes from Aircraft Intermediate Maintenance Departments and Naval Aviation Depots supporting Naval Aviation Maintenance. This transformation marks a change in Naval Aviation Maintenance history and will align Fleet Readiness centers with the Naval Enterprise vision. As civilian and military personnel begin working side-by-side, orientation, communnication, and process relationships are being redefined to combine the previous infrastructure of two organizations under one roof. The new relationsships are designated to be comparable to the aviation maintenance industry's business structure to leverage opportunities for growth as well as sustainability for the industry. The authors analyzed new-employee orientation, personnel integration and communication processes to determine their effectiveness to convey FRCSW's vision and efforts for integration.

This study sought to answer critical questions surrounding the impact that national culture has on specific parts of the employment experience of employees working for multinational organizations. As globalization expands and organizations are gaining larger footprints beyond regional operations, there has become a need to understand how cultural nuances could be playing a role in the employee experiences at these organizations. This study looks at two pieces of the employee experience in great detail, the psychological contract and job satisfaction. Understanding the process that builds psychological contracts between employee and employer is a critical piece to promoting a satisfied and productive workforce. The perception of a breach of the psychological contract has substantial negative implications. Understanding how the psychological contract and employee job satisfaction are linked is a key focus of this study. Binary logistic regression and path analysis were conducted on a sample of employees of multinational organizations which provided key findings and evidence that both nationality and job satisfaction play a statistically significant role in the perception of a psychological contract breach. The path analysis provided results that warrant further research, but was unable to substantiate the moderating effects of the dimensions of national culture on job satisfaction and psychological contract breach. Implications and recommendations for multinational organizations and learning technology practitioners are discussed as well as recommendations for future research.

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Ökade flexibla anställningsformer har inneburit ett ökat intresse för det psykologiska kontraktet. Psykologiska kontrakt har visats ha en avgörande funktion i anställningsrelationen. Forskning gällande konsulters psykologiska kontrakt och specifikt ingenjörer är begränsad. Studien syftar därför till att undersöka ingenjörskonsulters upplevda innehåll i deras psykologiska kontrakt med konsult- respektive kundföretag. Semistrukturerade intervjuer genomfördes med sju konsulter från fyra konsultföretag och intervjuerna analyserades induktivt och tematiskt. Resultatet identifierade 4 centrala teman: kundföretagets förväntningar på konsulten, konsultens förväntningar på kundföretaget, konsultföretagets förväntningar på konsulten samt konsultens förväntningar på konsultföretaget. Vidare har 14 kategorier inordnats under respektive tema. Resultaten som bidrar med nya kunskaper avseende på innehållet i det triangulära psykologiska kontraktet utifrån ingenjörskonsulters perspektiv, diskuteras i relation till tidigare forskning om psykologiska kontrakt.

The exploration of the study was derived from the researcher’s experience and involvement in the Gauteng Department of Finance (GDF) which experienced gargantuan fatalities of recruited employees since 2009. The moratorium on recruitment process disadvantaged the department`s conditions as some employees were marooned for months. The researcher wondered how profound the staff turnover might have had the influence on the quality of services being delivered to the service customers. In most cases conducting recruitment process is expensive. It requires adequate time to ensure that resources are satisfactorily positioned, while retaining the existing workforce is tricky noting the cultural challenges and trepidation.

The MNC literature treats the (parent) HQ as entirely benevolent with respect to their perceived and actual intentions when they intervene at lower levels of the MNC. However, HQ may intervene in subsidiaries in ways that demotivate subsidiary employees and managers (and therefore harm value-creation). This may happen even if such intervention is benevolent in its intentions. We argue that the movement away from more traditional hierarchical forms of the MNC and towards network MNCs placed in more dynamic environments gives rise to more occasions for potentially harmful intervention by HQ. Network MNCs should therefore be particularly careful to anticipate and take precautions against "intervention hazards". Following earlier research, we point to the role of normative integration and procedural justice, but argue that they also serve to control harmful HQ intervention (and not just subsidiary opportunism). (authors' abstract)

The exploration of the study was derived from the researcher’s experience and involvement in the Gauteng Department of Finance (GDF) which experienced gargantuan fatalities of recruited employees since 2009. The moratorium on recruitment process disadvantaged the department`s conditions as some employees were marooned for months. The researcher wondered how profound the staff turnover might have had the influence on the quality of services being delivered to the service customers. In most cases conducting recruitment process is expensive. It requires adequate time to ensure that resources are satisfactorily positioned, while retaining the existing workforce is tricky noting the cultural challenges and trepidation.

A subjetividade humana despertou, ao longo dos séculos, a curiosidade de pesquisadores no mundo todo. Dadas as modificações constantes do cenário do trabalho, as estruturas organizacionais pós Fordistas que outrora ofereciam respostas, agora não mais dão conta de ciclos de mudanças mais rápidos incorporando sociedade, indivíduo e a maneira de se gerir pessoas dentro de estruturas sociais. Neste contexto, os contratos psicológicos de trabalho ganham importância ímpar ao coadunar interesses de ambas as partes na tentativa de construção de melhores relações de trabalho. Assim, o objetivo do presente estudo é investigar os contratos psicológicos, entendendo como ocorrem seus processos de formação, modificações e continuidade nas relações de trabalho dentro das organizações. Para tanto, optou-se pelo desenho de um estudo descritivo exploratório de abordagem qualitativa utilizando como método hermenêutico a análise de narrativas. Utilizou-se como instrumento de coleta de dados entrevistas com roteiro semiestruturado. As entrevistas foram gravadas e o conteúdo transcrito integralmente para análise dos dados. Os participantes do estudo foram divididos em conjuntos, sempre formados pelo gerente e duas pessoas de sua equipe. Foram estudados três conjuntos em três organizações diferentes de grande porte, nacionais, sendo duas delas de capital aberto. Os resultados encontrados foram a base para a proposição de um novo modelo e redefinição conceitual de contratos psicológicos. A discussão corrobora com tópicos mais tradicionais da teoria, tais como a formação dos contratos antes mesmo do ingresso na organização, contudo, apresenta avanço na proposição de pensá-los como fenômenos complexos e dinâmicos que operam em termos de edições e reedições, bem como o entendimento de que o cotidiano de trabalho configura-se como o espaço interacional onde o mapeamento e dinâmicas de ajuste e continuidade ocorrem. As conclusões do estudo apontam para uma redefinição do conceito de contratos psicológicos de trabalho. Também é introduzida a ideia da simultaneidade dos processos de formação e ajustes, em oposição à escola tradicional e a concepção de edição e reedição do que são os contratos psicológicos como dinâmica da continuidade. Igualmente é apontada como conclusão a concretização da reciprocidade e das trocas sociais como bases fundantes do fenômeno a ponto de parametrizá-lo, modificá-lo e ajustá-lo nas relações de trabalho. Os gerentes são enxergados como a antropomorfização organizacional ainda que haja limites impostos pelo contexto que restringe ou amplia as possibilidades de gestão desses contratos. Firma-se o posicionamento de que os contratos psicológicos não residem apenas no indivíduo mas para, e a partir das, relações historicamente construídas. Por fim, são tecidas considerações acerca da funcionalidade e possibilidades da gestão dos contratos psicológicos como alternativa contemporânea para dar conta de ambientes cada vez mais dinâmicos e complexos assim como sugestões para futuras pesquisas envolvendo este objeto de estudo / Human subjectivity has aroused throughout the years the curiosity of researchers all over the world. Due to steady changes in the work scenarios, organizational structures after Fordism viewed as adequate answers to management can no longer manage today fast changing cycles and the way individuals perform within social structures. In this context, psychological work contracts emerged and gained importance by their contribution to take into account the concerns from both sides in work relations. On those grounds, this study aimed to investigate psychological contracts, the understanding of their formation as processes, their modifications and continuity in work relationships in organizations. The achievement of those goals enabled through an exploratory descriptive study grounded on the hermeneutics of the narrative analysis. The data were gathered by the transcription of recorded semistructured interviews. The participants were managers and two other people of his/her team. One set of participants was chosen in three distinct organizations. The results grounded both the conceptual redefinition of psychological contracts and the proposition of a new model for their understanding. The findings corroborated the traditional theoretical topics concerning the formation of contracts earlier than the enrollment in the organization, however, also presented advances regarding seeing contracts as more complex and dynamic phenomena which operate in terms of editions and re-editions, as well as the better understanding how routine work is configured as the interactional space where the dynamics of mappings and adjustments take place. The study conclusions point out towards a redefinition of the work psychological contracts. Furthermore it introduces the idea of simultaneity of formation and adjustment processes and the conception of edition and re-edition opposing to the traditional school of psychological contracts as dynamics of continuity. Equally, it pointed out reciprocity and social exchange as pillars for the phenomena which can modify, adjust and set them in work relations. Managers can be seen as the anthropomorfization of the organizations even when bounded by contextual limits which may restrain or broaden the management of their psychological contracts. It is held that the psychological contracts do not only exist on the individual, but for and from historically built relationships. Finally, some considerations regarding the functionality and possibilities of the management of psychological contracts are made to recognize them as a contemporary tool for dynamic and complex environments as well as suggestions for future research

A subjetividade humana despertou, ao longo dos séculos, a curiosidade de pesquisadores no mundo todo. Dadas as modificações constantes do cenário do trabalho, as estruturas organizacionais pós Fordistas que outrora ofereciam respostas, agora não mais dão conta de ciclos de mudanças mais rápidos incorporando sociedade, indivíduo e a maneira de se gerir pessoas dentro de estruturas sociais. Neste contexto, os contratos psicológicos de trabalho ganham importância ímpar ao coadunar interesses de ambas as partes na tentativa de construção de melhores relações de trabalho. Assim, o objetivo do presente estudo é investigar os contratos psicológicos, entendendo como ocorrem seus processos de formação, modificações e continuidade nas relações de trabalho dentro das organizações. Para tanto, optou-se pelo desenho de um estudo descritivo exploratório de abordagem qualitativa utilizando como método hermenêutico a análise de narrativas. Utilizou-se como instrumento de coleta de dados entrevistas com roteiro semiestruturado. As entrevistas foram gravadas e o conteúdo transcrito integralmente para análise dos dados. Os participantes do estudo foram divididos em conjuntos, sempre formados pelo gerente e duas pessoas de sua equipe. Foram estudados três conjuntos em três organizações diferentes de grande porte, nacionais, sendo duas delas de capital aberto. Os resultados encontrados foram a base para a proposição de um novo modelo e redefinição conceitual de contratos psicológicos. A discussão corrobora com tópicos mais tradicionais da teoria, tais como a formação dos contratos antes mesmo do ingresso na organização, contudo, apresenta avanço na proposição de pensá-los como fenômenos complexos e dinâmicos que operam em termos de edições e reedições, bem como o entendimento de que o cotidiano de trabalho configura-se como o espaço interacional onde o mapeamento e dinâmicas de ajuste e continuidade ocorrem. As conclusões do estudo apontam para uma redefinição do conceito de contratos psicológicos de trabalho. Também é introduzida a ideia da simultaneidade dos processos de formação e ajustes, em oposição à escola tradicional e a concepção de edição e reedição do que são os contratos psicológicos como dinâmica da continuidade. Igualmente é apontada como conclusão a concretização da reciprocidade e das trocas sociais como bases fundantes do fenômeno a ponto de parametrizá-lo, modificá-lo e ajustá-lo nas relações de trabalho. Os gerentes são enxergados como a antropomorfização organizacional ainda que haja limites impostos pelo contexto que restringe ou amplia as possibilidades de gestão desses contratos. Firma-se o posicionamento de que os contratos psicológicos não residem apenas no indivíduo mas para, e a partir das, relações historicamente construídas. Por fim, são tecidas considerações acerca da funcionalidade e possibilidades da gestão dos contratos psicológicos como alternativa contemporânea para dar conta de ambientes cada vez mais dinâmicos e complexos assim como sugestões para futuras pesquisas envolvendo este objeto de estudo / Human subjectivity has aroused throughout the years the curiosity of researchers all over the world. Due to steady changes in the work scenarios, organizational structures after Fordism viewed as adequate answers to management can no longer manage today fast changing cycles and the way individuals perform within social structures. In this context, psychological work contracts emerged and gained importance by their contribution to take into account the concerns from both sides in work relations. On those grounds, this study aimed to investigate psychological contracts, the understanding of their formation as processes, their modifications and continuity in work relationships in organizations. The achievement of those goals enabled through an exploratory descriptive study grounded on the hermeneutics of the narrative analysis. The data were gathered by the transcription of recorded semistructured interviews. The participants were managers and two other people of his/her team. One set of participants was chosen in three distinct organizations. The results grounded both the conceptual redefinition of psychological contracts and the proposition of a new model for their understanding. The findings corroborated the traditional theoretical topics concerning the formation of contracts earlier than the enrollment in the organization, however, also presented advances regarding seeing contracts as more complex and dynamic phenomena which operate in terms of editions and re-editions, as well as the better understanding how routine work is configured as the interactional space where the dynamics of mappings and adjustments take place. The study conclusions point out towards a redefinition of the work psychological contracts. Furthermore it introduces the idea of simultaneity of formation and adjustment processes and the conception of edition and re-edition opposing to the traditional school of psychological contracts as dynamics of continuity. Equally, it pointed out reciprocity and social exchange as pillars for the phenomena which can modify, adjust and set them in work relations. Managers can be seen as the anthropomorfization of the organizations even when bounded by contextual limits which may restrain or broaden the management of their psychological contracts. It is held that the psychological contracts do not only exist on the individual, but for and from historically built relationships. Finally, some considerations regarding the functionality and possibilities of the management of psychological contracts are made to recognize them as a contemporary tool for dynamic and complex environments as well as suggestions for future research