Denna studie behandlar mellanchefer inom vården i den offentliga sektorns arbetssituation. Mellanchefer inom vården innehar ofta en roll som sjuksköterska och en roll som avdelningschef. Den dubbla rollen kan vara problematisk då man ska tillgodose den etik och moral som professionen innebär samtidigt som resultat ska levereras till verksamheten. Syftet med studien var att söka ökad förståelse för om det finns en konflikt mellan profession och verksamhetskrav samt hur denna konflikt uppstår. Intentionen var också att undersöka om det kan leder till brott mot Det psykologiska kontraktet. Resultatet visade att professionen som sjuksköterska kommer i konflikt med verksamhetskraven och att detta kan leda till brott mot Det psykologiska kontraktet. Av studien framgick även att konflikt kan uppstå mellan de olika professionerna på sjukhusen, framförallt mellan sjuksköterskor och läkare. Även politisk påverkan har en effekt på verksamheterna dock leder det troligen inte till upplevt brott mot Det psykologiska kontraktet. / The purpose of this study is to seek greater understanding of middle managers in public sector work situation. This is by studying whether there is a conflict between their profession and business requirements and how this conflict can arise. The intention was also to investigate whether or not this could lead to violations of the psychological contract. The study deals with middle managers in healthcare that often has a role as a nurse and a role as the manager. The dual role can be problematic as they are aimed to satisfy the ethics and morals that the profession means and at the same time deliverer result to the business. The results showed that the profession as a nurse comes into conflict with the business requirements and that this may lead to violations of the psychological contract. The study also showed that the conflict may occur between the different professions in hospitals, particularly between nurses and doctors. Also the political influence has an effect on operations; however this does not lead to violations of the psychological contract.

Background:  Making customers loyal to the brand have become a key issue for marketers to achieve since it acts as a major contributor to competitive advantage. The brand image is argued to be the main source for brand loyalty and organizations continuously seeks for ways to achieve brand loyalty through enhancing their image. Employee branding makes it possible for organizations to consistently deliver a desired brand image to the customers, through its employees, and it could therefore be of importance to explore the relationship between employee branding and brand loyalty.  Research questions: RQ1: How does the organization’s management communicate its desired brand image to the employees? RQ2: How do the various sources of messages contribute to employees’ knowledge of the desired brand image? RQ3: How do the various sources of messages contribute to the upholding of the psychological contract between the employees and the organization? RQ4: How does the image projected by employees influence brand loyal customers? Purpose: The purpose of this thesis is to explore the relationship between an organization’s employee branding and brand loyalty. Methodology: Conducted as a single embedded case study, semi-structured interviews Conclusion: The empirical investigation revealed that employee branding activities could strengthen customers’ loyalty towards the brand. Employee branding therefore influence customers’ satisfaction, commitment, trust, and identification to the brand.

This study examines how temporary agency workers experience the working climate in client firms, i.e. how their psychological climate is affected. The study has a qualitative approach based on semi-structured interviews with temporary agency workers. The purpose of the study is to contribute with knowledge about the triangular relationship between the temporary worker, the temporary employment agency and the client firm. Another purpose is to describe how the temporary workers experience the working climate and how this experience is influenced by a number of circumstances. The research question this study aims to answer is How do temporary agency workers experience the working climate in client organisations? And What factors influence this experience? The conclusion of this study shows that the volun- tariness of the psychological contract positively influence the psychological climate, and also whether the temporary workers’ expectations correspond to those of the client firm or not. The treatment of the temporary worker in the client firm as well as positive social relations with other employees, also have an impact on the psychological climate. Finally, a temporary employment agency that has a prominent role in the triangular relationship might intensify the role stress of the temporary agency worker, particularly if the psychological contracts between the temp and the two firms lack in congruence. / Bemanningsbranschen har sedan 1993, då det blev lagligt att hyra in arbetskraft, expanderat kraftigt, något som kommit att bli ett kontroversiellt ämne. Vissa menar att företag utnyttjar bemanningsanställda för att undvika lagen om anställningsskydd och att det innebär en otrygg tillvaro på arbetsmarknaden för bemanningsanställda. Andra menar att bemanningsbranschen behövs för att företag ska klara marknadens krav på flexibilitet.  Något som komplicerar saken är den triangulära relationen mellan bemanningsföretag, bemanningsanställd och kundföretag, då den bemanningsanställde har två chefer. En fråga som uppstår är hur den bemanningsanställde förhåller sig till denna triangulära relation, samt rollen som tillfällig resurs hos kundföretagen. Med bakgrund av detta avser uppsatsen besvara följande frågeställningar:  • Hur upplever bemanningsanställda arbetsklimatet hos kundföretag?  • Vilka faktorer påverkar denna upplevelse?  Syftet med uppsatsen är bidra till en större förståelse av den triangulära relationen mellan kundföretag, bemanningsföretag och bemanningsanställd som uppstår då en organisation hyr in personal. Uppsatsen syftar även till att bidra med kunskap om hur arbetsklimatet påverkas, utifrån den bemanningsanställdas perspektiv, samt vad som påverkar deras upplevelse. För att kunna svara på frågeställningen har kvalitativa intervjuer genomförts med tre personer som arbetar som bemanningsanställda.  Som teoretisk referensram har dels Eisenhardts (1989) agentteori använts för att förklara den triangulära relationen, där den bemanningsanställde är agent till två principaler; kundföretaget samt bemanningsföretaget. Fokus i uppsatsen är på relationen mellan bemanningsanställd och kundföretag, och det psykologiska kontrakt som gäller mellan parterna. Det psykologiska kontraktet handlar om den subjektiva tolkningen av ömsesidiga löften och åtaganden, och dess utformning har betydelse för den anställdes attityder och beteende (Isaksson & Bellaagh 2005). Arbetsklimatet har analyserats utifrån ett individperspektiv, och definieras då som psykologiskt klimat (Baltes et al. 2009). Locke (1976) menar att det finns fyra underliggande faktorer som påverkar det psykologiska klimatet, nämligen önskan om (1) klarhet, harmoni och rättvisa, (2) utmaning, självständighet och ansvar, (3) stöd, erkännande och underlättande i arbetet samt (4) varma och vänskapliga sociala relationer.  I studien framkommer det att ett psykologiskt kontrakt präglat av frivillighet ha en positiv inverkan på det psykologiska klimatet. Även hur väl en bemanningsanställds förväntningar i det psykologiska kontraktet överensstämmer med kundföretagets, är av betydelse. Ett positivt bemötande från ordinarie personal och chefer på kundföretaget samt goda sociala relationer till övrig personal, påverkar det psykologiska klimatet positivt. Slutligen kan det vara av betydelse huruvida bemanningsföretaget har en framträdande roll eller inte, dvs engagerar sig i den bemanningsanställdes situation, då detta kan leda till rollstress ifall den bemanningsanställdes psykologiska kontrakt till de två principalerna inte är kongruenta.

The contract is essential for the employment, the labor contracts standardize the right and duty for the employment, but the psychological contract is another type of contract. A psychological contract is an employee's belief about the mutual obligations, and it balances the relationship between the employee and his/her organization. In order to promote the corporation's competition, the corporation carries out the restructuring and downsizing strategies, but these strategies are contrary to the critical role that people play in successful organization. Under this condition, the employee's belief and loyalty become more important to maintain the balance of relationship between employee and his organization. When the psychological contract was violated, it may lead to reduce the employee's belief, loyalty, job satisfaction and performance, citizenship behavior, even the employees will turn- over. However, the react may be affected by the individual's discrepancy and external circumstances. The case study is based on the employees in Yueng Foong Yu Paper MFG. CO., LTD. so as to prove if the psychologial contract violation will reduce the employee's performance, and some factors deal with how to affect the violation of psychological contract and work performance. The result is shown as the following: 1. In different SEU(Strategic Entrepreneurial Units¡^, the performance of the employees in the general management office is better than the Fine Paper and Board SEU. 2. In the sexual difference, the task performance of the female employees is better than that of the male ones. 3. In the workage, the employees whose contextual performance are from 11 to 15 years are better than the ones whose workage are over 25 years. 4. The difference between psychological contract violation and work performance is insignificant. 5. When the employees whose orgnizational commitment is higher feel more satified with the organizational benefits, his/her task performance becomes worse. 6. The difference between employability, personal characteristics and work performance is significant. 7.The differecne between relationship of employers and employees and contextual performance is significant.

ABSTRACT This study employed components drawn from Social Cognitive Career Theory (SCCT), the person agency and environment, to investigate the determinants of career-relevant knowledge/skills learning. Three types of psychological contract (PC) and self-efficacy (SE) were represented the person agency, and the job availability in free labor market (FLM) and commitment-oriented human resource management (HRM) were represented environment components. Based on the data from 990 employees from 62 firms analyzing, the findings revealed that relational and balanced PCs are positively related to firm-specific knowledge learning aspiration (KLA), whereas transactional one has negative relation with firm-specific KLA. FLM is positively correlated with self value-added KLA. SE is positively related to both KLAs. The three way interaction of relational and balanced PC, FLM, and SE has significant impacts on self value-added KLA. HRM has no direct impact on KLAs , but moderates the relationship between relational/balanced PC and firm-specific KLA. This study contributes to the psychological contract and SCCT researches, and the findings enhance the understanding of employees¡¦ concerns about their learning decisions which assist employer to consider their knowledge management strategy and practices.

The purpose of this qualitative multiple case study was to examine HR executives' perspectives on employability enhancement for employees and how it is operationalized in their workplace. The exploratory questions that guided the study were, What are the perspectives of HR executives regarding employability enhancement for employees, and In what ways and under what conditions is organizational support of employability enhancement demonstrated through workplace learning initiatives? The conceptual framework for this study is based on Clarke and Patrickson's (2008) list of assumptions concerning employability as the premise for the new employment contract. Data collected consisted of background questionnaires, semi-structured interviews, organizational documents, and researcher reflective journal notes. Cross case analysis yielded four major themes of "Shared Responsibility," "The Power of Learning Attitude," "Assessment for Growth," and "Resource Availability." These four themes include discussions of the roles and responsibilities for employability, desired employee learning attitudes, recommended assessment activities, and conditions affecting development opportunities provided by organizations. Implications for organizations, their employees, and HRD professionals are described. This study contributes empirical research on today's employment contract based on an employability model from the organization's perspective. It also adds to the body of literature on employability rarely focused on, employability enhancement for employees.

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. System dynamics modelling and simulation uses computer generated software to test the behaviour of real world cross discipline problems over time (Sterman 2000). System dynamic studies have been conducted in project management, education, engineering, geography, sustainable fuel development and agriculture, etcetera. System dynamics is a flexible approach, as it uses both qualitative and quantitative data to model and address a problem situation, gathering data from intellectual and observation experiences, as well as written and verbal databases. This research advises on the successful integration of IT graduates into industry by identifying the relevant casual relationships. It recognises that graduates are genuinely interested in a career in IT, despite initial difficulties of adapting to a new career. The study was further strengthened by showing that organisational and governmental requirements vary and that they occasionally recruit based on these varying requirements. Primary and secondary data was combined to model a casual loop diagram as well as a stock and flow diagram, which could benefit curriculum advisors in academia, professors, human resource managers in industry and most importantly recently graduated IT graduates. / Magister Commercii - MCom

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.

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.