本研究旨在探究國民中學教職人員之心理契約內容與架構。具體而言，本研究目的有： 一、探討國民中學組織的心理契約內容； 二、探析國民中學人員的心理契約內容； 三、比較組織心理契約與人員心理契約之異同； 四、分析不同人口與環境變項在心理契約內容上的差異。 五、根據研究結果，提出結論與建議，以提供學校機關和學校領導人對學 校經營管理與人力運用之參考，並盼對學術界提出意見，以供後續 研究探討之用。 研究採用文獻探討法和問卷調查法。實徵研究部分以全國708所公立國民中學的教職人員為對象，共抽取80所學校，820教職人員為受試者進行調查，並使用自編之「國民中學教職人員之心理契約量表」進行施測，計回收有效問卷為617份。所得資料以SPSS/PC13.0統計套裝軟體進行述性統計、t考驗、單因子變異數（ANOVA）分析並以LISREL8.5進行潛在因素驗證，再對各項分析進行討論與解釋，所得主要結論如下： 一、國民中學教職人員之心理契約分為組織心理契約和人員心理契約兩 類。 二、組織心理契約有四條共二十款內容，第一條「體恤教職部屬」、第二 條「形塑組織願景」、第三條「提供環境支援」、第四條「建立人情 關懷」。人員心理契約有三條共二十四款內容，第五條「維護教育專 業」、第六條「促進組織興革」、第七條「認同組織發展」。 二、組織認為最重要的組織心理契約條款為第三條「提供環境支援」、人 員認為最重要的人員心理契約條款為第五條「維護教育專業」。 三、組織組明顯在第二條「形塑組織願景」、第四條「建立人情關懷」、 第五條「維護教育專業」、第六條「促進組織興革」、第七條「認同 組織發展」高於人員組，顯示組織和人員對心理契約的看法有很大的 差異。 四、職務愈高者和學校職員在教職人員心理契約的看法上明顯高於其他職 務的教職人員。 五、本校年資愈久者在教職人員心理契約的看法上明顯高於本校年資淺的 教職人員。 六、在他校（單位）工作經驗愈久者在教職人員心理契約的看法上明顯高 於沒有他校（單位）工作經驗或其他學校（單位）工作經驗淺的教職 人員。 七、男性教職人員對心理契約的看法上在第四條「建立人情關懷」和第七 條「認同組織發展」明顯高於女性教職人員。 八、研究所以上教育程度者在教職人員心理契約的看法上明顯高於大學以 下教育度的教職人員。 九、東部及離島地區的教職人員在心理契約的看法上明顯高於北部地區的 教職人員。 另本研究根據研究結果提出數點建議以供參考。 / This study use two kinds of research methods, one is literature review another is survey method. The survey instrument is called 「The questionnaire on psychological contract of teaching staff in junior high schools」. The survey samples are 820 teaching staffs from 80 junior high schools in Taiwan, R.O.C. There is 617 effective responses were analyzed by statistics、 t-test and one-way ANOVA using SPSS/PC13.0 program. Additionally, the potential factors were verified using LISREL8.5 program. The conclusions obtained from this study are summarized as follows: 1.The psychological contract of teaching staff in junior high schools can be divided into the organization and the staff two parts. 2.The psychological contract of organization includes four items: 「Be considerate of the staff」、「Bring up the organization’s envision」、「Provide a supportive environment」 and 「Establish humanity caring」. The psychological contract of staff includes three items: 「Enhance the expertise of education」、「Promote the evolution of the organization」 and 「Recognize the development of the organization」. 3.「Provide a supportive environment」is the most item for the psychological contract of organization. 「Enhance the expertise of education」is the most item for the psychological contract of staff. 4.There are obviously differences between the organizations and staffs in 「Bring up the organization’s envision」、 「Establish humanity caring」、「Enhance the expertise of education」、「Promote the evolution of the organization」 and 「Recognize the development of the organization」. 5.There are obviously differences between the administrators and teachers in junior high school. 6.There are obviously differences between the seniority staffs and the junior staffs. 7.There are obviously differences between the staffs with more experiences in other school and the staffs with less or no experiences in other school. 8.There are obviously differences between the male staffs and the female staffs in 「Establish humanity caring」 and 「Recognize the development of the organization」. 9.There are obviously differences between the staffs with Master or above Master and the staffs with Bachelor or below Bachelor. 10.There are obviously differences between the staffs locate in the eastern of island / offshore island and in northern of island. Finally, based on the conclusions of this study, here come some suggestions for future studies.

Le secteur de la santé connaît depuis plusieurs décennies une transformation continue qui contribue à la perte de repères des soignants et qui affecte leur relation d’emploi. La thèse examine cette dernière au travers du concept de contrat psychologique. S’inscrivant dans les voies de recherche suggérées par la littérature qui soulignent la focalisation des travaux sur les conséquences de la rupture et de la violation de contrat psychologique au détriment de sa formation et de sa dynamique, ce travail doctoral propose d’apporter une contribution sur ces aspects moins étudiés par le biais d’une approche qualitative longitudinale. Ainsi, nous avons réalisé une étude de cas, sur une période d’une année, auprès d’une cohorte de 40 infirmiers venant d’être diplômés et ayant été recrutés dans 18 établissements sanitaires répartis sur le territoire français. La réciprocité du contrat est également étudiée du point de vue des représentants de la direction. Les données issues des 219 entretiens réalisés ont été complétées par des observations et une analyse documentaire. Sur le plan théorique, la démarche adoptée permet de comprendre la dynamique du contrat psychologique et d’en proposer une modélisation, de sa formation anticipée, lors des études infirmières, jusqu’à sa stabilisation après une année d’activité professionnelle dans un service de soins. Sur le plan managérial, ce travail élabore des pistes de réflexion pour la construction d’une relation d’emploi durable et satisfaisante entre structure hospitalière et membres soignants. / The health sector has experienced many changes over the last decades which entails a loss of caregivers’ bearings affecting their employment relationship. This thesis is placed along the avenues of research suggested by the literature which highlight the focus put on the consequences of the breach and violation of the psychological contract, neglecting its construction and dynamics. This doctoral work is intended to be a contribution to these less studied aspects through a longitudinal qualitative approach. A year-long case study was carried out with a cohort of 40 newly-graduated nurses who were recruited in 18 French health facilities nationally. The reciprocity of the contract is also considered from the perspective of the management representatives. The data resulting from 219 interviews conducted were complemented with observations and documentary analysis. On the theoretical level, the approach adopted enables the dynamics of the psychological contract to be understood and a model to be proposed; from the anticipated creation, during nursing studies, up to a stabilized phase after a year of professional activity in a care service. On the managerial level, this work suggests possible reasoning for the construction of a sustainable and satisfying employment relationship between the hospital structure and caregivers.

La globalisation et les crises économiques successives, les pressions de la concurrence et les exigences des clients contraignent les entreprises pour survivre à initier des changements et à réviser leurs promesses et perspectives de rétributions, parfois de manière brutale. Les frontières organisationnelles se délitent, des relations atypiques et triangulaires se développent, les collectifs de travail sont fragilisés, les valeurs interpellées. L’équivocité des situations initie des processus de sensemaking. Les schémas mentaux traditionnels de la relation d’emploi basés sur la confiance, la stabilité et la fidélité sont bousculés. A la sécurité d’emploi à long terme et la carrière interne se substitue la notion d’employabilité et de flexisécurité. Les employés essaient de percevoir et d’interpréter ce qui survient dans les organisations. Les « contract makers » viennent alors préciser et expliquer les changements dans les promesses et obligations du contrat psychologique entre l’employé et l’organisation. En cas d’échec, ce sont les « contract influencers » comme les syndicats qui viennent donner un sens qui n’est pas forcément celui attendu par le management… Les plans de restructuration avec réduction d’effectif se multiplient engendrant des processus de rupture et de violation du contrat psychologique et un climat social dégradé. Les processus de cession de site, l’absence de perspectives à long terme engendrent de l’incertitude et de l’inquiétude chez les salariés, des contrats psychologiques de transition sans garantie émergent et lorsque la situation perdure ces derniers sont susceptibles d’engendrer des comportements hostiles et déviants qui peuvent conduire à un contrat psychologique de défiance.La présente thèse étudie le processus de formation et d’évolution du contrat psychologique sous le prisme du sensemaking du personnel d’une entreprise agro-alimentaire de Dijon. Un cadre d’analyse contextualiste basé sur une méthode mixte quantitative et qualitative nous permet de suivre les processus de formation, d’évolution de rupture et de reconstruction du contrat psychologique et de comprendre comme les acteurs organisationnels construisent la réalité. / Globalization and economic crises, as well as the pressures of competition and customer demands, are forcing companies, in order to survive, to initiate changes and revise their promises and payment prospects, sometimes in a brutal way. Organizational boundaries are disintegrating, atypical or triangular relationships are developing, staffs feel weakened, and values are ?. The ambiguity of these situations initiates the processes of sensemaking. Traditional expectations based on trust, stability and fidelity are shaken up. Job security and long-term internal careers are being replaced by the concepts of employability and flexisecurity. Employees try to understand and to detect what is happening in organizations. « Contract makers » then come a long side to explain and to detail changes in the promises and obligations of the psychological contract between the employee and the organization. When this process fails, it is the « contract influencers » such as unions who give meaning, but is not necessarily the one the management expected... Restructuring plans which include downsizing lead to the increasing number of processes of rupture and violation of the psychological contract and down-grading in the social climate. The process of selling the site and, the lack of long-term prospects create uncertainty and anxiety among employees. Transitional psychological contracts with no guarantee conditions emerge and when this situation persists it is likely to generate hostile and deviant behaviors that can lead to distrust psychological contract.This thesis examines the process of forming and developing the psychological contracts through the prism of sensemaking, employees of a food company in Dijon. An analytical framework based on a contextualist quantitative and qualitative mixed method allows us to follow the process of establishing and developing rupture and reconstruction of psychological contracts, as well as to understand how people concerned in the organization construct reality.

Abstract The purpose of the study was to examine how personal assistants experience their psychological contract and how the psychological contract was fulfilled against their supervisor or manager.A qualitative method was used and seven interviews were conducted with personal care assistants from various workplaces. The interviews were analysed with thematic analysis and resulted in five main themes. Expectations, personal but not private, what really stands in the contract, how people look at the profession and fulfilment. In conclusion, the main result was that the personal care assistants experienced that the internal psychological contract consisted of the relation to the supervisor or manager and the accessibility to the employer. The personal care assistants felt that the contents of the external psychological contract consisted of the work duties, employment security, working hours and the attractiveness of the profession. The majority of the respondents felt that the internal and external psychological contract was fulfilled. None of the respondents considered that the internal and external psychological contract was not fulfilled at all.

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)

This research explores the management problem of how individuals can influence the development of a strategic orientation within a firm. A market orientation strategy builds upon three dimensions: the organisation-wide acquisition, dissemination, and co-ordination of market intelligence (Jaworski & Kohli, 1993). Such management of market-based information requires a set of distinct dynamic capabilities or routines. Empirical research about the association between market orientation and performance shows that firms that develop these capabilities improve both their organisational and financial performance (Gray, Buchanan, & Mallon, 2003). This research attempts to understand the circumstances that prompt employees in all areas of an organisation to become accountable for the implementation of a market-oriented strategy. To date, studies have inadequately measured individual contribution to the market orientation of a firm and do not understand each employee's personal responsibility and willingness to act in a market-oriented way. In response, this thesis developed a dynamic, multi-dimensional scale of individual market-oriented behaviour. First-stage research used focus groups and extant literature to construct a measure of individual market orientation. Then, a cross-section of financial services employees completed a web-based survey measuring individual market-oriented behaviour and individual and interpersonal antecedents. Confirmatory factor analysis confirmed the presence of a single latent construct with three dimensions. Study results identified a strong and significant relationship between the performance of market-oriented behaviours and the perception of a high-quality fulfilled psychological contract with the employer. Employees who were agile learners and frequently in contact with customers were also more likely to practice market-oriented behaviours.

The present era in South Africa is one that is marked by substantial change due to unparalleled advancement in the field of technology, globalisation and competitive markets. These changes have placed new demands on the education sector in South Africa, especially further education. In 2000/1 South Africa's Further Education and Training (FET) sector has been rejuvenated through a process of transformation when 152 former Technical Colleges and Colleges of Education merged to form 50 multi-campus FET Colleges. The rationale behind this merging process is to curb the serious skills shortage which is threatening economic growth in this country through offering vocational education and training; and to raise quality in the education sector. This re-engineering process in education is founded on principles of equity, human rights, democracy and sustainable development. Change, however, is also about people and their ideas, fears, capacity and ability to stand and work together towards a more prosperous future for all. Transformation or change such as with mergers is dependent on employees' total commitment towards realising the organisation's objectives. High levels of organisational commitment tend to encourage loyalty, higher levels of productiveness and general job satisfaction. For change initiatives to be successful though, communication across all hierarchical levels is of the utmost importance. Management is expected to provide employees with just treatment, provide acceptable working conditions, clearly communicate what is regarded as a fair day's work, and give feedback on how well the employee is doing. Employees, in return, are expected to clearly show a good attitude, follow directions and be loyal towards x the organisation. The psychological contract is utilised to investigate the scope of change in an employment relationship. The psychological contract is a contract setting out mutual expectations between employer and employee - a contract that forms the backbone of any new relationship such as with a merger. The researcher makes use of the psychological contract (by utilising the Tilburgse Psychologisch Contract Vragenlijst (TPC)) to explain employer obligations; violation of employer obligations; employee obligations; relational/transactional contract values; commitment; intention to leave; and change perceptions. Should either employment party not fulfill its contractual terms in any way, the psychological contract will be breached or violated and the employee might attempt to balance the situation by reducing his or her job efforts, badmouthing the organisation, resorting to absenteeism or even petty theft. The worst case scenario in this destructive process is that the employee might leave the organisation. The purpose of this research study is to determine the effect (if any) that the mergers might have had on the psychological- and employment contracts in the four FET Colleges that have remained in the Free State Province. A cross-sectional survey design was used to reach the objective of this research and an English translation of the aforementioned questionnaire (TPC) was randomly distributed amongst the total population of 375 employees at the Free State FET Colleges involved in this study. A response rate of 53% (n = 200) was achieved. Results from other authors who have used the TPC Questionnaire in their research offer support for the validity and reliability of the scales used. The statistical analysis was carried out with the SPSS program (SPSS, 2006), a program that is used to conduct statistical analysis regarding reliability and validity of the measuring instruments, descriptive statistics, t-tests, analysis of variance, correlation coefficients and multiple regression analysis. XI In Article 1 the researcher focused on the effect of mergers with regard to the influence of communication on the psychological contract as a possible factor affecting the intention to qUit. A multiple regression analysis (with intention to quit as dependent variable; and employer obligations, employee obligations, and communication as independent variables) was performed and 22.2% of the variance in intention to quit is predicted by communication and employee obligations (F = 28.07, p< 0.01). A practically significant correlation coefficient (p < 0.01) of a medium effect (r > 0.30) exists between communication and relational/transactional values and between communication and intention to quit. In Article 2 the effect of mergers, workplace changes and the violation of employer obligations on the psychological contract were evaluated, with special reference to job satisfaction and organisational commitment. In the above article a practically significant correlation coefficient (p < 0.01) of a medium effect (r> 0.30) was found between • change and job satisfaction; • job satisfaction and: commitment, employer obligations, employer violations; • commitment and: employer obligations, employer violations; and • employee obligations and: employer obligations, employer violations. A multiple regression analysis (with job satisfaction as dependent variable; and employer violation, organisational commitment, and change as independent variables) was performed and 29.9% of the variance in job satisfaction is predicted by employer violations, change and commitment (F = 27.668, p< 0.01). Recommendations for the organisation as well as for future research were made. / Thesis (M.A. (Industrial Sociology))--North-West University, Vaal Triangle Campus, 2008.

The changes in the political landscape in South Africa have exacerbated major transformation of the society and all other aspects of life, including education. It is in this view that transformation of the education sector resulted in the changes within the employment relationship, as well as the psychological contract between educators and the Department of Education. This is further explained by the changes experienced in both the employer and employee's obligations. Furthermore, these changes have a tremendous influence on the degree of job satisfaction, organisational commitment, as well as an intention to quit among educators. The primary objective of this research is to investigate the employment-and psychological contract of educators in the Sedibeng West District of the Gauteng Department of Education. The measuring instruments, i.e. employer's obligations, employee's obligations, job satisfaction, organisational commitment, as well as intention to quit questionnaires, were used in the empirical study. A cross -sectional survey design was conducted among 298 educators (including school managers) in the Sedibeng West District. A response rate of 75% (224 respondents) was obtained. The results indicate a practically significant correlation coefficient of a medium effect between the employer and the employee's obligations, a negative correlation of medium effect between the employer's obligations and an employee's intention to quit, and no significant relationship between the employee's obligations and an employee's intention to quit. Furthermore, a practically significant correlation coefficient of medium effect was obtained between job satisfaction and an employee's intention to quit, and no significant relationship could be found between job satisfaction and organisational commitment. Lastly, a practically significant negative correlation of a medium effect was obtained between organisational commitment and an intention to quit. A multiple regression analysis indicates that 21% of the variance in the employee's intention to quit was predicted by both the employer and employee's obligations. Organisational commitment and job satisfaction predicted 33% of the total variance. Recommendations for the Department of Education, as well as future research were also made. / Thesis (M.A. (Industrial Sociology))--North-West University, Vaal Triangle Campus, 2008.

The aim of this thesis is to explore employment relations in young, growth-oriented, technology-driven (high-tech) start-ups. It takes a closer look at the exchange relationship between founders and their first employees in this specific context. At its core, the research is interested in employees motivation to work for a growth-oriented start-up and their understanding of the employment deal. The study uses the psychological contract as an analytical framework to gain deeper insights into individuals perceptions of this deal. The research is embedded within an interpretivist paradigm and includes eight case studies involving growth-oriented high-tech start-ups in Berlin and London. For each case, in-depth interviews with three full-time employees as well as the founder(s) were conducted. The findings of this thesis demonstrate that the employment deal in growth-oriented start-ups is a short-term, faith-driven contract, which differs substantially from the current understanding of the psychological contract. In contrast to the long-term or open-ended contract often offered by larger, more established organisations, this deal has a defined expiration date . Moreover, the findings challenge the current understandings on remuneration, relationship building and power dynamics within growth-oriented start-ups and add to the literature by offering a re-conceptualisation of the psychological contract. This thesis helps to inform prospective employees about the advantages and challenges of joining a start-up and encourages entrepreneurs to further tailor their management and compensation strategies.

[pt] Relevantes mudanças organizacionais vêm ocorrendo nos últimos anos, trazendo diversas conseqüências para as relações de trabalho. Cada vez mais, as empresas precisam se adaptar às novas estruturas de trabalho e compreender como a flexibilização tem ocorrido nessa nova realidade. O espaço físico organizacional passou a ter uma nova forma de caracterização. Este trabalho procura identificar as percepções dos trabalhadores que atuam em diferentes níveis de presença (ou ausência) no espaço físico de uma organização, além das influências que este nível de presença exerce sobre os elementos que compõem a sua relação com a empresa. Realizou-se estudo de caso em uma empresa multinacional instalada no Rio de Janeiro, na qual co-existem três níveis distintos de inserção de empregados no espaço físico da organização: (a) indivíduos que trabalham em tempo integral no escritório da empresa; (b) indivíduos que atuam nas instalações dos clientes (sistema de outsourcing); (c) indivíduos que trabalham no sistema home office. Foram realizadas 15 entrevistas semi-estruturadas, sendo cinco com cada grupo. Os resultados apontam que determinadas expectativas dos indivíduos, além de outros elementos que influenciam a formação dos contratos psicológicos, diferenciam-se de acordo com o grau de presença física no espaço organizacional. Por outro lado, aspectos como a identidade organizacional dos indivíduos não se mostram tão afetados por essa dimensão espacial. / [en] Relevant organizational changes have occurred during the past few years with several impacts on work relations. More often companies need to adapt themselves to the new working environment and understand how flexibility has taken place in this new scenario. Organizational space has been analyzed from a new point of view. This paper expects to identify the employee s perspectives based on their presence (or absence) on the physical organizational space. Also it intends to verify how this level of presence can influence the components part of the relations between the employee and the employer. A study case was taken in an international company located in Rio de Janeiro, where there are three different levels of presence on the physical organizational space: (a) individuals who work full time in the company s office; (b) individuals who work from customer- site (outsourcing model); (c) individuals who adopted the home office system. 15 semi-structured interviews took place considering five by each group. Results point that specific expectations and aspects related to the physiological contract differ according to the level of physical presence in the organizational space. From the other side, organizational identity does not seem to be impacted by this spatial dimension.