Dissertations / Theses: 'Employer-employee relationship'

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Holtzhausen, Lida. "Employee perceptions of symbolic corporate identity elements and employer-employee relationships at Lonmin Platinum / L. Holtzhausen." Thesis, North-West University, 2007. http://hdl.handle.net/10394/769.

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Large multi-national corporations experience more and more pressure to maintain good relationships with their stakeholders, including employees. Concurrent with this, the focus of Corporate Communication management has shifted from pure communication management to relationship management. Lonmin Platinum, a mining company within the South African mining and minerals sector is no exception in this regard. In fact, due to the apartheid legacy and government regulations that are aimed at safety and equity, it is especially difficult to manage employee relationships in the mining industry. Apart from historical and environmental factors, Lonmin Platinum's task is further complicated by its diverse work-force. At the time of the study the work-force of approximately 20 000 employees consisted of literate, semiliterate and illiterate employees. In addition, the company comprised five business units, each with their own corporate identity. In order to manage relationships effectively, a company needs to understand the nature and quality of its relationships as well as which factors might influence its stakeholder relationships. Studies have already indicated that a company's corporate identity can contribute to the stakeholders' images of the company. Over time, the image impacts on the company's reputation and consequently on the stakeholders' relationships with the company. In the case of a company such as Lonmin Platinum, with an endorsed corporate identity, it can be expected that corporate identity will also play a role in the nature and quality of relationships, including employee relationships. Previous studies have investigated the link between corporate identity and relationships focussing on communication, and on behaviour elements of identity. Up until now, no examples of research of the possible influence of symbolic corporate identity elements on relationships in the South African mining industry could be traced. Against this background, the following research question was asked: What is the relationship between employees' perceptions of symbolic corporate identity elements and employer-employee relationships at Lonmin Platinum? Semi-structured interviews, focus group interviews and quantitative questionnaires were applied as data collection methods. The results confirmed that Lonmin Platinum did not have a good relationship with its employees in general. The lack of trust was seen as one of the most apparent problems. It also seemed that the employees did not understand the company's endorsed corporate identity. They, for example, did not understand the company structure and identified themselves more with the symbolic corporate identity of their respective business units than with the company itself. With regard to the correlation between symbolic corporate identity and relationships, this study indicated a relationship between employees' perceptions of how effective the company reached it objectives and the quality of its employee relationships. Company objectives, such as a safe working environment, a healthy working environment, socioeconomic empowerment and accountability, as well as a company that unites its workforce and creates a family feeling amongst the employees impacted most on employee relationships.
Thesis (Ph.D. (Communication Studies))--North-West University, Potchefstroom Campus, 2008.

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Govender, Thiloshni. "A critical analysis of the prevalence and nature of employee assistance programmes in the Eastern Cape Buffalo City municipal area." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/27795.

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The researcher has since 1996 been involved professionally in the field of Employee Assistance and has been witness to its evolution, growing complexity and potential to make a positive impact on the development of individuals and organizations through employer-employee relationship and workplace dynamics. The motivation for this study came from an interest to gain deeper understanding of the concept and implementation of EAPs by organizations in the researcher’s immediate environment and circle of potential influence. The development of EAPs in South Africa, influenced by various professions, has evolved as a result of different organizational needs which occur in varying forms and levels of sophistication depending on staffing, availability of resources and capacity within organizations. There is limited information available to EAP as a developing profession in terms of how programmes occur in South Africa. This study sought to analyze the prevalence and nature of EAPs in work organizations within the Buffalo City Municipal Area (BCMA) in the Eastern Cape Province, mainly to obtain reliable information on these programmes so that implementation of employee assistance can be evaluated and improved. This investigation provides a critical description of the implementation of EAPs in the BCMA with a view to establish prevalence, critically analyze the nature of EAPs, and to benchmark against existing Employee Assistance Professional Standards. The literature review includes a detailed examination of the history of EAPs in South Africa, contributions of the different professional disciplines, definitions of EAP, models currently in practice with the advantages, disadvantages and factors that influence the organizations choice of model and core technology of EAPs, as well as a critical examination of the 27 EAPA-SA Standards of 2005. The study is quantitative, exploratory and descriptive in nature as it sought to measure prevalence and provide descriptions of implementation methodologies in terms of form, shape, scope, staffing and services offered. These descriptive elements are benchmarked against the Standards for EAPs in South Africa, developed by the EAPA-SA, the official voice of the EAP profession. Questionnaires were administered to respondents that attended the local EAPA Branch and Occupational Health Nurses Association as well as Provincial Forum for Public Sector EAPs meetings. The respondents that were not reached this way were administered questionnaires personally. The population included organizations from both the private and public sector that employed a minimum staff compliment of two hundred. Since there are only 47 such organizations in the BCMA (both public and private sector), the entire population consisted of respondents and no sample was selected. Univariate analysis was used to assess data collected. The findings of the study indicate that EAPs are prevalent in BCMA organizations but they vary considerably in the way they have been developed and implemented. Benchmarked against the EAPA-SA Standards it is evident that while employee assistance programmes have certain basic elements in common, the overall design and implementation is fortuitous at best. Since the EAPA-SA standards have been developed concurrently with EAPs it is hoped that newly established EAPs will be a product of careful design rather than an inadvertent incident. EAPA-SA, educational institutions and business development forums need to collaborate and partner to provide comprehensive support to organizations and EAP practitioners to strengthen their EAPs. Correctly implemented, capacitated and resourced, EAPs can assist organizations to effectively manage their human resource behavior and health risks, maximize productivity as well as support individual employees to optimally manage personal and work challenges and function at their best. Copyright
Dissertation (MSW)--University of Pretoria, 2010.
Social Work and Criminology
unrestricted

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Klomp, Peter John, and n/a. "Consistencies, inconsistencies and anomalies in Australian Federal, State and Territory legislation governing employer- employee relationships, in particular the employee-contractor distinction, with a proposed solution." University of Canberra. Law, 2006. http://erl.canberra.edu.au./public/adt-AUC20061129.123811.

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This thesis is concerned with the nature of employment-type relationships that currently exist in Australia, with specific regard to the meaning of the terms 'employer,' 'employee,' and the 'employer-employee relationship', and the extent to which the employee-independent contractor dichotomy is respected. This thesis seeks to show how current legislation at federal, state and territory level is largely inconsistent in defining key terms; to explain why this is problematic; and to propose a workable solution. An examination is made of the common law as it currently stands, followed by an investigation of federal, state and territory revenue, superannuation, workers' compensation and employment laws that govern or affect employer-employee and principal-contractor relationships. The thesis recognises that there currently exists no comprehensive solution to the problems plaguing the employee-contractor dichotomy, and an all encompassing solution is proposed. The solution presented moves away from the traditional common law approach, rejects a statutory definitional approach, and instead adopts the principles of the Torrens Title system to land ownership in Australia. Following this proposed solution, alternate models and arguments are compared and contrasted.

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OLIVEIRA, SIMONI APARECIDA DE PAULA. "ASPECTS RELATING TO CAREER PREFERENCES AND ITS RELATIONSHIP WITH VALUES ALIGNMENT REGARDING THE EMPLOYEE AND THE EMPLOYER." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2013. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=22223@1.

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O presente trabalho de pesquisa visa a estudar aspectos referentes às inclinações de carreira e suas relações com o alinhamento de valores dos empregados, considerando os valores da instituição empregadora. Para a realização de tal estudo foi elaborado um questionário, composto de 89 perguntas, que foi desenhado com o auxílio do software Qualtrics. Para o levantamento dos valores, foi utilizado o Inventário de Valores elaborado por Rokeach (1973), composto de 36 valores individuais. No que se refere à identificação das âncoras de carreira dos empregados, foi utilizado o instrumento elaborado por Schein (1993), composto de 40 itens, denominado Inventário das Orientações de Carreira. Tal questionário foi enviado por e-mail para os profissionais que participam de um grupo de discussões, composto por empregados de uma instituição pública do ramo financeiro com sede na cidade do Rio de Janeiro. Considerando os 231 questionários válidos, por meio de tratamento de dados, realizado com o auxílio do software SPSS, foi possível levantar os valores individuais e identificar as âncoras de carreira mais proeminentes para os empregados desta instituição pública. A presente pesquisa possibilitou, ainda, a obtenção de subsídios para a elaboração de Políticas de Recursos Humanos. As ações sugeridas na referida política têm o intuito de aumentar o alinhamento dos valores individuais dos empregados, considerando os valores da instituição pública empregadora, com vistas a aumentar a satisfação desses, o que pode vir a trazer, como consequência, melhora no desempenho desta última.
The present research aims to study the aspects related to the career preferences and their relationship with the alignment of employees values, considering the values of their employer. To carry out this study a questionnaire, consisting of 89 questions, was designed using the software Qualtrics. For the survey of the values, the Rokeach Value Survey, which was developed by Rokeach (1973), was used. This survey consists of 36 individual values. As regards the identification of the career anchors of the employees, the instrument developed by Schein (1993), composed of 40 items, called Career Anchors Self- Assessment, was used. The questionnaire was sent by email to the professionals who take part in a discussion group, composed of employees of a public institution of the financial sector, which is based in Rio de Janeiro. Considering the 231 valid questionnaires, through data processing, performed by SPSS software, it was possible to identify the individual values and the most important career anchors for the employees of that public institution. This research also resulted in obtaining information for the development of Human Resources Police. The actions suggested in that Police are intended to increase the alignment of the individual values of the employees, taking into account the values of the referred public institution, in order to increase the satisfaction of the former, which might bring, as a consequence, improves in the performance of the latter.

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Schaupp, Gretchen Lina. "An Experimental Study of Psychological Contract Breach: The Effects of Exchange Congruence in the Employer - Employee Relationship." Diss., Virginia Tech, 2012. http://hdl.handle.net/10919/26652.

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Although the psychological contract has been a popular topic in managerial research for the past twenty years, recent critiques of the research in this area point to several shortcomings. These are believed to result primarily from the overwhelming use of field studies, survey questionnaires, and other correlational procedures in the study of this construct. One particular research question that has generated mixed results involves the effect that oneâ s underlying contract (either transactional or relational) has on individualsâ perceptions of contract breach and feelings of violation following an employerâ s breach. This study sought to gain insight into this question by using an experimental study design to assess the impact that exchange congruence â or the match between the nature of the underlying contract and the nature of the breach â has on employeesâ perceptions of breach and feelings of violation. An experimental design was used and data was collected from 421 subjects in six treatment groups and two control groups. The treatment groups examined the effects of withdrawal breach (without resource substitutions) and both congruent and incongruent resource substitutions in transactional and relational work contexts. Also, two control groups in which no psychological breach was induced were examined. The results of the experiment differ for the transactional and relational treatments. No significant differences in perceptions of breach or violation were found with regard to the type of breach induced among the transactional treatments. Among the relational treatments, subjects that received incongruent resource substitutions perceived significantly higher levels of breach and violation than those that received congruent substitutions. Also, among the relational treatments, levels of perceived breach were significantly higher for the incongruent substitute treatment than for the withdrawal breach treatment. Therefore, the results of this study indicate that breach perceptions and feelings of violation vary for employees depending not only on the type of contract they hold, but the type of breach that they experience. In addition, the study demonstrated that an experimental design is applicable to this literature and that it could advance our understanding of the psychological contract in ways that are not possible with cross-sectional field studies.
Ph. D.

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Hoffmann, Sabine. "Corporate citizenship : employee attitudes and their relationship to an employer brand : a comparative case study in the German FMCG industry." Thesis, University of Bradford, 2014. http://hdl.handle.net/10454/7513.

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This thesis investigates employee attitudes to corporate citizenship (CC) and the impact on employer brands. It addresses the practice of CC in the German FMCG industry, considers employee understanding of CC, and examines which CC initiatives influence perceptions of employer brands. The research is driven by the dual challenges of sustainable development and the ‘war for talent’ in attracting, motivating and retaining employees. It is underpinned by the extant literature on CC dimensions, stakeholder theory and employer brands. The research approach is based on two case studies, comprising three phases: analysis of corporate documentation followed by two phases of semi-structured interviews exploring employees’ perceptions of CC and the link to employer brands. Key findings: An understanding of the positioning of CC in the corporate sustainability strategy and differing foci of CC, including environment, sustainable supply chain and people/culture. The study highlights employee understanding of eight CC dimensions, revealing economic responsibility toward employees as a new dimension. With respect to employer brands, CC initiatives focused on discretionary responsibility towards the natural environment and economic responsibility towards customers are seen as essential; legal, ethical and discretionary responsibility towards community are limited; and discretionary and economic responsibilities towards employees have a strong relationship. A focus on economic responsibilities towards owners has a strong but negative relationship. The theoretical contribution is a conceptual framework of all identified CC dimensions in practice and their relationship to employer brands. Contributions to practice include the importance of benefit packages, work-life balance support, employee development and work environment.

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Van, der Walt Freda. "The relationship between spirituality and job satisfaction." Thesis, Pretoria : [s.n.], 2007. http://upetd.up.ac.za/thesis/available/etd-11222007-132414.

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Gard, Katarina, and Rasmus Ornstein-Fredlund. "Två sidor av samma mynt : En enkätundersökning om relationen mellan chefer och anställda." Thesis, Uppsala universitet, Sociologiska institutionen, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-175417.

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Syftet med uppsatsen är att utifrån det psykologiska kontraktet och tre hypoteserundersöka dimensioner av relationen mellan chefer och medarbetare och belysaskillnader. Undersökningen bygger på enkätsvar från 81 medarbetare och 18 cheferfrån två organisationer. Vi behandlar i uppsatsen fem dimensioner av relationenmellan chefer och medarbetare, dessa är uppförande, rättvisa, trygghet, förtroendeoch kommunikation. Två av dimensionerna skiljer sig mellan grupperna när vi testarom det finns skillnader beroende på vilket företag en respondent tillhör och endimension skiljer sig när vi undersöker om det finns skillnader i uppfattningenmellan chefer och medarbetare. När vi jämför ett internationellt företag med ettmindre, lokalt, företag får vi resultat som motsäger vårt antagande att skillnaderi uppfattning om relationens dimensioner är större i det internationella företaget.Vi drar slutsatsen att relationens dimensioner inte är beroende av varandra utanpåverkas av olika faktorer. I de fall då parterna har egna intressen påverkasdimensionerna av relationen chef-medarbetare. Då dimensionerna kan kopplas tillpersonliga relationer eller företagskultur är dimensionen påverkad av företaget.
The aim of this thesis is to study the dimensions of the relationship betweenemployer and employee using three hypothesis and the theories concerning thepsychological contract as a starting-point. Our data comprehend survey responsesfrom 81 employees and 18 managers from two organizations. In the thesis we comparethe means of five indexes: behaviour, fairness, security, trust and communication.The means differ statistically significant for behaviour when testing with managershipas a grouping variable and for fairness and trust while testing against whichcompany the respondents belong to. When we compare the mean differences withinthe companies against each other we receive results that contradict our hypothesis.We conclude that the relationship dimensions lack interdependence but are effectedby different aspects. Furthermore, in cases where the parties have own intereststhe dimensions are influenced by the managership. In cases where the dimensionscan associate to a organizational culture or a personal relationship the dimension isinfluenced by the company.

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Míková, Lenka. "Způsoby získávání pracovní síly a jejich porovnání." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193247.

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The aim of this diploma thesis is to analyse the forms of gaining manpower and than their comparison. The thesis is divided into three main chapters, that deal with labour-law relations, outsourcing with emphasis on agency employment and disguised employment relationship. Labour-law relations deal with employment relationship and contracts work outside employment relationship. In chapter outsourcing, the thesis describes outsourcing in general and also offers of work agencies. The last chapter dedicates to the features how to recognise disguised employment relationship and reasons why it is practising in spite of its illegality.

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Ilic, Josefin, and Matilda Tranell. "What Influences Employees to Become Digital Advocates? : A Quantitative Study of the Relationship Between Employer Branding and Digital Employee Advocacy in Industrial Organisations." Thesis, KTH, Industriell Marknadsföring och Entreprenörskap, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-230625.

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Since the introduction of social media, the corporate communication landscape has changed significantly, and thus organisations need to find new innovative ways to communicate. One emerging strategy is digital employee advocacy, which ultimately means that employees voluntarily endorse their employers on social media platforms. As of now however, research on how organisations should operate in order to encourage such behaviour is rather unexplored and inadequate, and a stronger understanding of the motivation and underlying mechanisms is needed. One concept that is conceptually identified as a driver for employee advocacy is employer branding, both directly and indirectly through organisational commitment. Therefore, this thesis aims at investigating and analysing the relationship between employer branding and digital employee advocacy as well as the dimensions of employer branding. Ultimately, the purpose of this thesis is to generate insights on which industrial organisations can build strategies for digital employee advocacy programs. This was done by collecting quantitative data through a questionnaire distributed among employees in a Swedish industrial organisation. Based on the data, a PLS-SEM analysis was conducted that both evaluated a newly developed employer branding scale and the relationships between employer branding and digital employee advocacy. The results from the analysis show that employer branding consists of five dimensions: training and development, healthy work atmosphere, ethics and CSR, work life balance as well as compensation and benefits. Furthermore, it can be concluded that employer branding does not lead to digital employee advocacy directly. It can however be shown that the relationships from employer branding to organisational commitment and from organisational commitment to digital employee advocacy are significant and that organisational commitment has a full mediating effect on the direct relationship between employer branding and digital employee advocacy. Thus, organisations need to recognise organisational commitment as a necessity, and employer branding as an instrument, for achieving digital employee advocacy.
I takt med tillväxten av sociala medier så har kommunikationslandskapet förändrats drastiskt och organisationer behöver därför hitta nya innovativa kommunikationsstrategier. En allt mer framstående strategi är digital employee advocacy, vilket innebär att få anställda att frivilligt förespråka sina arbetsgivare på sociala medier. Forskning gällande hur organisationer ska verka för att främja sådant beteende är dock bristfällig i nuläget och en större förståelse för incitament och drivande faktorer är därför nödvändig. En faktor som är identifierad som en potentiell drivkraft för digital employee advocacy är employer branding, både direkt och indirekt genom ett koncept känt som organisational commitment (sv. organisationsengagemang). Baserat på detta är målet för denna rapport att undersöka och analysera relationen mellan employer branding och digital employee advocacy samt de potentiella dimensionerna av employer branding. Vidare är rapportens syfte att generera insikter på vilka industriella organisationer kan bygga strategier för digital employee advocacy program. Detta kunde uppfyllas genom att distribuera en enkät till anställda i en svensk industriorganisation. Baserat på kvantitativ data från denna enkät kunde en PLS-SEM analys genomföras vilken både utvärderade en nyutvecklad skala för employer branding samt relationerna mellan employer branding och digital employee advocacy. Resultaten från denna analys indikerar att employer branding består av fem dimensioner: training and development, healthy work atmosphere, ethics and CSR, work life balance samt compensation and benefits. Vidare så visar resultaten att employer branding i dessa förhållanden inte har en direkt påverkan på digital employee advocacy. Dock visar resultaten att employer branding leder till organisational commitment, som i sin tur leder till digital employee advocacy. Dessutom visar resultaten att det direkta förhållandet mellan employer branding och digital employee advocacy till fullo medieras av organisational commitment. Organisationer som vill uppnå digital employee advocacy bör därför se organisational commitment som en nödvändighet och employer branding som ett hjälpmedel.

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More, Teboho Edward. "The employment- and psychological contract in the Department of Education in the Sedibeng West District : a case study / Teboho E. More." Thesis, North-West University, 2007. http://hdl.handle.net/10394/2264.

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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.

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Afshan, Gul. "Does differentiation matter in an employee-employer relationship at the individual and group-level? : the role of comparison from the temporal, social and deontic perspective : 3 essays." Electronic Thesis or Diss., Aix-Marseille, 2019. http://www.theses.fr/2019AIXM0226.

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La thèse comprend trois essais basés sur trois cadres de recherche théoriques, à savoir la théorie de la comparaison temporelle (Albert,1977), la théorie de la comparaison sociale(Festinger,1954) et la théorie déontique (Folger,2001), développées à l'aide d'une étude du soutien organisationnel, le leadership et la justice. Différents secteurs d'activité opérant au Pakistan ont été contactés pour la collecte des données, notamment des banques, des instituts d'enseignement, des entreprises à but non lucratif et des hôpitaux. L'objectif de la thèse était de répondre à la question de recherche: à quel moment la différenciation constituera une opportunité et une menace pour les employés? Le premier essai a été développé sur la base la comparaison temporelle, afin d'examiner la relation entre le PSS relatif et le comportement lié à la voix des employés et le conflit, avec le mécanisme sous-jacent d'estime de soi basé sur le superviseur mais limité par la valeur du soutien perçu temporel de superviseur. Le deuxième essai avait pour d’examiner la relation entre les valeurs relatives LMX et les performances des employés dans le rôle, le comportement de citoyenneté organisationnelle et le cynisme avec le processus d’identification relationnelle, conditionnelle à la valeur de la comparaison sociale LMX. Le troisième essai allait au-delà des motivations de l’intérêt personnel et examinait le point de vue de la différenciation dans la justice de contrôle du tiers sur justice-conflit était examinée avec de la sécurité psychologique, conditionnelle à la valeur de la différenciation dans la justice interactive par surveillance. La plupart des hypothèses contenues dans trois essais ont été acceptées
The thesis comprises of three-essays based on three theoretical research frameworks, i.e. temporal comparison theory (Albert, 1977), social comparison theory (Festinger, 1954) and deontic theory (Folger, 2001), developed through a detailed study on organisational support, leadership and justice literature. Different working sectors operating in Pakistan were contacted for data collection including Banks, educational institutes, non-profit firms and hospitals.The objective of the thesis was to answer the research question: when differentiation will serve as an opportunity and when it will act as a threat to employees?The first essay is developed based on temporal comparison theory, to examine the relationship between relative PSS and employee voice behaviour and relationship conflict, with the underlying mechanism of supervisor-based self-esteem but bounded by the value of temporal perceived supervisor support. The second essay is designed to examine the relationship between relative LMX and employee’s in-role performance, organisational citizenship behaviour and cynicism with the process of relational identification, entire relationship is conditional to LMX social comparison. The third essay went beyond self-interest motives based on social exchange and deontic justice theory to examine justice-conflict relationship with the mediating mechanism of psychological safety, bounded by the value of differentiation in supervisory interactional justice.Most of the hypothesis in three essays have been accepted.As the comparison at workplace is ubiquitous and prevails everywhere, therefore the managerial implications of this thesis can be applied in another part of the world too

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Eidenhammer, Lukas. "Wearables conquering the workplace of Generation Y: the opportunities and risks to integrate wearable technology at work." reponame:Repositório Institucional do FGV, 2018. http://hdl.handle.net/10438/24495.

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Purpose - The purpose of this thesis is to investigate the attitude of Generation Y towards Wearable Technology (WT). The investigated gadgets of WT are Fitness trackers, Smart watches, Smart glasses and Smart Clothing. The research investigates the interest of individuals into WT sponsored by the employer and their data-sharing attitude. Design/Methodology - The thesis uses a quantitative, online survey among individuals, which are 18 – 36 years old. The survey is threefold. First, individuals are questioned towards their tracking behavior and ownership of WT. Second, the likelihood to purchase WT is compared with the likelihood to request sponsored WT by an employer. Third, the data-sharing attitude of individuals is investigated. The survey was distributed via Social media and the data gathered via Qualtrics. The analysis was conducted with the statistics program SPSS. Findings - First, the proportion of individuals tracking data and the data tracked confirm the interest of individuals to receive personal insights through WT. Second, the likelihood to request WT when sponsored by an employer shows a statistically significant increase for Smart watches, but decrease for Fitness trackers. For owners of WT, the likelihood increased for all four WTs. Third, the data-sharing attitude of individuals highlighted, that Generation Y does not trust the employer’s objective. Research limitations – The main limitation is that the research is not representative for the whole Generation Y. There exist several definitions of Generation Y and only one definition is applied for this thesis. In addition, the sample was not geographically limited to specific countries. In addition, the survey covers only a limited number of gadgets. Based on the responses for a single gadget, one derives with implications for the whole category of Wearable Technology. In addition, the topic of data sharing is covered by general questions about WT and not retrieved for each of the four devices. Practical implications – By focusing on the individuals’ perspective the thesis provides insight into the attitude of the Generation Y towards the innovative technology of Wearables. The research creates awareness about the employer-employee relationship and the topics of trust and sharing attitude. Employers and companies are interested into the data tracked by individuals and can derive with insights on how to integrate WT at the workplace. Originality – The study focuses on the expectations and concerns of individuals towards WT, in comparison to the numerous studies highlighting the technological features.
Objetivo - O objectivo desta tese é investigar a atitude da geração Y face à wearable technology (WT) . Os aparelhos investigados de WT são fitness trackers, smart watches, smart glasses e smart clothing. A pesquisa investiga o interesse dos indivíduos interessados em WT patricionados pela entidade empregadora e a sua atitude de partilha de dados. Metodologia - A tese recorre a um questionário quantitativo online testado com indivíduos entre os 18 e 36 anos. O questionário é tripartido. Primeiro, indivíduos foram questionados perante o comportamento registado e posse de WT. Seguidamente, a probabilidade de adquirir WT foi comparada com a probabilidade de pedir WT patrocinados por um empregador. Por fim, a terceira parte investiga os comportamentos de partilha de dados. O questionário foi distribuído online através de redes sociais e a data recolhida foi analisada via Qualtrics. A análise foi interpretada através do programa SPSS. Resultados - Primeiro, a proporção de indivíduos a registarem os seus dados e os dados recolhidos confiram o interesse dos indivíduos em receber informações pessoais através de WT. Em segundo lugar, a probabilidade de requisitar WT quando particionados por um empregador mostra um aumento estatisticamente significativo para Smart watches, no entanto um decréscimo para Fitness trackers. Para os donos de WT a probabilidade aumentou para os quatro tipos de WT. Por último, a atitude perante partilha de dados por parte de indivíduos sublinhou que a Geração Y não confia nos objectivos do empregador. Limitações – A principal limitação desta dissertação prende – se com o fato de a pesquisa não ser representativa de toda a Geração Y. Existem várias definições da Geração Y e uma dessas foi selecionada para o desenvolvimento desta tese. Adicionalmente, a amostra não se encontrava geograficamente limitada a países específicos. Igualmente, apenas um número limitado de equipamentos foi considerado no questionário desenvolvido. Baseadas nas respostas para um aparelho único, é possível derivar as implicações para toda a categoria de WT. Em adição, o tópico de partilha de dados é coberto por questões gerais sobre WT e não para cada um dos quatro aparelhos. Aplicabilidade do trabalho - Através do foco na perspetiva dos indivíduos, esta tese fornece uma compreensão alargada do comportamento da Geração Y relativamente às inovações tecnológicas dos wearables. Esta dissertação foca – se na relação empregador – empregado e nos tópicos de confiança e de partilha. Nomeadamente, os empregadores e as empresas encontram – se interessados relativamente aos dados rastreados pelos indivíduos que poderão fornecer uma melhor e mais completa perspetiva de como integrar os WT no local de trabalho. Originalidade – Este estudo foca-se nas expectativas e preocupações dos indivíduos em comparação aos inúmeros estudos salientando características tecnológicas.

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Lundstedt, Melissa. "The evolution of employer/employee relationships." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1995. http://www.kutztown.edu/library/services/remote_access.asp.

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Chiang, Hyowook. "Essays on employer-employee relationships and firm performance." College Park, Md. : University of Maryland, 2005. http://hdl.handle.net/1903/2907.

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Thesis (Ph. D.) -- University of Maryland, College Park, 2005.
Thesis research directed by: Economics. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.

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Skorbinski, Roger. "The impact of performance management processes on employee-employer relationships in a listed telecommunications company." Thesis, Cape Peninsula University of Technology, 2006. http://hdl.handle.net/20.500.11838/2060.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2006.
The performance contract governs the employee-employer relationship and forms the basis of the exchange relationship that exists in organisations today. The exchange relationship has evolved as a result of the turbulent economic environment, and replaced the old psychologicalcontract between employee and employer. The present study looked at the extent to which the performance management process influences employee-employer relations. The. research focused on the impact of performance management on employee behaviour and their subsequent contribution to the success of organisational interventions. The ernplovee-emplover relationship often suffers due to the unsuccessfulor ineffective implementation of performance management systems, negatively affecting the organisational climate for the implementation of organisational interventions

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Graminho, Juliana de Moura Jorge. "Contribuições da teoria dos jogos à gestão de desempenho: estudo de múltiplos casos com líderes da indústria." Pontifícia Universidade Católica de São Paulo, 2013. https://tede2.pucsp.br/handle/handle/1088.

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Ties and cooperation between employer and employee has been hurt by the current environment that emphasizes short term predominantly. Thus, to influence coopera-tion and, therefore, to get engagement and high performance from employees has been a major challenge for employers and leaders in companies. In this sense, this dissertation aims to investigate cooperatives and/or deserters (non-cooperative) de-cisions regarding to the binomial reward-performance between employee and em-ployer, within the organizational context, through Game Theory applied to a study of multiple cases, in an adapted version of the Prisoner's Dilemma. The survey, con-ducted with ten employees of an industry, showed that over the last seven years there was no complete congruence and reciprocity between performance delivered by the employee to the employer and the reward given by the employer to the em-ployee. These results reinforce the premise that not all decisions regarding the re-ward and performance take into account past decisions and no seek to maximize results. Consequently, high performance is not reinforced and perpetuated, and in the same way the poor performance finds conditions for spreading. Finally, these re-search findings allowed reflect on what policies and practices can be adopted to achieve cooperation, engagement, high performance and a best collective result
Vínculo e cooperação entre empregador e empregado têm sido afetados pelo ambi-ente organizacional que enfatiza resultados de curto prazo. Estimular cooperação para obter engajamento e alto desempenho dos empregados é um grande desafio para empregadores e líderes nas empresas. Considerando as tensões entre compe-tição e cooperação, esta dissertação objetiva investigar as decisões cooperativas e/ou desertoras (não cooperativas) relativamente ao binômio recompensa-desempenho entre empregado e empregador no âmbito organizacional, à luz da Teoria dos jogos. Trata-se de um estudo de múltiplos casos em uma versão adapta-da do Dilema do Prisioneiro. A pesquisa, realizada com dez empregados de uma indústria, demonstrou que, no decorrer dos últimos sete anos, não houve plena con-gruência e reciprocidade entre desempenho entregue pelo empregado ao emprega-dor e a recompensa oferecida pelo empregador ao empregado. Os resultados mos-tram, não é sempre que todas as decisões quanto à recompensa e desempenho consideraram decisões passadas e que também não é sempre que todas buscam maximizar resultados. Consequentemente, o alto desempenho não é reforçado e perpetuado, da mesma forma que o baixo desempenho encontra condições para se propagar. A pesquisa permitiu ainda a reflexão sobre quais políticas e práticas po-dem ser adotadas para alcançar a cooperação, o engajamento, alto desempenho e um melhor resultado coletivo

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Johanns, Renée C. "Exchange relationships at work, impact of violation, trust and commitment on employee behaviours and employer obligations." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp04/mq24477.pdf.

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Eidenhammer, Lukas. "Wearables conquering the workplace of generation Y : the opportunities and risks to integrate wearable technology at work." Master's thesis, reponame:Repositório Institucional do FGV, 2018. http://hdl.handle.net/10400.14/26252.

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Purpose - The purpose of this thesis is to investigate the attitude of Generation Y towards Wearable Technology (WT). The investigated gadgets of WT are Fitness trackers, Smart watches, Smart glasses and Smart Clothing. The research investigates the interest of individuals into WT sponsored by the employer and their data-sharing attitude. Design/Methodology - The thesis uses a quantitative, online survey among individuals, which are 18 – 36 years old. The survey is threefold. First, individuals are questioned towards their tracking behavior and ownership of WT. Second, the likelihood to purchase WT is compared with the likelihood to request sponsored WT by an employer. Third, the data-sharing attitude of individuals is investigated. The survey was distributed via Social media and the data gathered via Qualtrics. The analysis was conducted with the statistics program SPSS. Findings - First, the proportion of individuals tracking data and the data tracked confirm the interest of individuals to receive personal insights through WT. Second, the likelihood to request WT when sponsored by an employer shows a statistically significant increase for Smart watches, but decrease for Fitness trackers. For owners of WT, the likelihood increased for all four WTs. Third, the data-sharing attitude of individuals highlighted, that Generation Y does not trust the employer’s objective. Research limitations – The main limitation is that the research is not representative for the whole Generation Y. There exist several definitions of Generation Y and only one definition is applied for this thesis. In addition, the sample was not geographically limited to specific countries. In addition, the survey covers only a limited number of gadgets. Based on the responses for a single gadget, one derives with implications for the whole category of Wearable Technology. In addition, the topic of data sharing is covered by general questions about WT and not retrieved for each of the four devices. Practical implications – By focusing on the individuals’ perspective the thesis provides insight into the attitude of the Generation Y towards the innovative technology of Wearables. The research creates awareness about the employer-employee relationship and the topics of trust and sharing attitude. Employers and companies are interested into the data tracked by individuals and can derive with insights on how to integrate WT at the workplace. Originality – The study focuses on the expectations and concerns of individuals towards WT, in comparison to the numerous studies highlighting the technological features.
Objetivo - O objectivo desta tese é investigar a atitude da geração Y face à wearable technology (WT) . Os aparelhos investigados de WT são fitness trackers, smart watches, smart glasses e smart clothing. A pesquisa investiga o interesse dos indivíduos interessados em WT patricionados pela entidade empregadora e a sua atitude de partilha de dados. Metodologia - A tese recorre a um questionário quantitativo online testado com indivíduos entre os 18 e 36 anos. O questionário é tripartido. Primeiro, indivíduos foram questionados perante o comportamento registado e posse de WT. Seguidamente, a probabilidade de adquirir WT foi comparada com a probabilidade de pedir WT patrocinados por um empregador. Por fim, a terceira parte investiga os comportamentos de partilha de dados. O questionário foi distribuído online através de redes sociais e a data recolhida foi analisada via Qualtrics. A análise foi interpretada através do programa SPSS. Resultados - Primeiro, a proporção de indivíduos a registarem os seus dados e os dados recolhidos confiram o interesse dos indivíduos em receber informações pessoais através de WT. Em segundo lugar, a probabilidade de requisitar WT quando particionados por um empregador mostra um aumento estatisticamente significativo para Smart watches, no entanto um decréscimo para Fitness trackers. Para os donos de WT a probabilidade aumentou para os quatro tipos de WT. Por último, a atitude perante partilha de dados por parte de indivíduos sublinhou que a Geração Y não confia nos objectivos do empregador. Limitações – A principal limitação desta dissertação prende – se com o fato de a pesquisa não ser representativa de toda a Geração Y. Existem várias definições da Geração Y e uma dessas foi selecionada para o desenvolvimento desta tese. Adicionalmente, a amostra não se encontrava geograficamente limitada a países específicos. Igualmente, apenas um número limitado de equipamentos foi considerado no questionário desenvolvido. Baseadas nas respostas para um aparelho único, é possível derivar as implicações para toda a categoria de WT. Em adição, o tópico de partilha de dados é coberto por questões gerais sobre WT e não para cada um dos quatro aparelhos. Aplicabilidade do trabalho - Através do foco na perspetiva dos indivíduos, esta tese fornece uma compreensão alargada do comportamento da Geração Y relativamente às inovações tecnológicas dos wearables. Esta dissertação foca – se na relação empregador – empregado e nos tópicos de confiança e de partilha. Nomeadamente, os empregadores e as empresas encontram – se interessados relativamente aos dados rastreados pelos indivíduos que poderão fornecer uma melhor e mais completa perspetiva de como integrar os WT no local de trabalho. Originalidade – Este estudo foca-se nas expectativas e preocupações dos indivíduos em comparação aos inúmeros estudos salientando características tecnológicas.

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Matuška, Ladislav. "Návrh na zlepšení systému odměňování ve firmě." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2009. http://www.nusl.cz/ntk/nusl-222101.

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This Master’s thesis deals with the analysis problem of improvement combination compensation in the Firm. On the basis of findings, improvement compensation position, which should had help establish firm. The general form is of remuneration and their link to the legislative conditions. Proposal to improve the remuneration system for improvement is focused on improving performance and working staff. Great emphasis is placed on simplicity of solutions to practical applications for daily practice.

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Šilinskaitė, Jurga. "Išbandymas sudarant darbo sutartį : jo reguliavimo Lietuvoje ir ES valstybėse - narėse lyginamoji analizė." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2006. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2006~D_20060316_133748-25430.

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By means of comparative analysis the features of regulation of probationary period in a contract of employment in the law of Lithuania and the members of the EU are revealed. The problem of evaluation of the results of probationary period as well as the right to dispute the dismissal due to the negative outcome of probationary period are considered. The author also discusses some law cases of the Supreme Court of Lithuania to reveal the problems, related to probation clause.

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Botes, Anri. "Die regsposisie van tydelike werknemers in diens van tydelike diensverskaffingsagentskappe / A. Botes." Thesis, North-West University, 2013. http://hdl.handle.net/10394/9496.

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The use of temporary employment services as a means to achieve flexibility in die labour market led to various complications due to a lack of proper regulation. The atypical formation of the triangular employment relationship, limited rights and less favourable employment conditions of the temporary employees, multiple authority figures and their liabilities under various circumstances and the impact thereof on such employee’ collective bargaining rights caused legal uncertainty in the absence of sufficient legislation to govern it. Temporary employment agencies developed certain methods in order to evade the restrictive labour legislation and employer duties imposed on them, namely by making use of automatic termination clauses (resolutive conditions) and by categorising the temporary employee as an independent contractor. Last mentioned would effectively exclude the temporary employee from labour legislation and the protection it provides. In reaction to abovementioned problems, trade unions have been objecting to the use of temporary employment agencies and went as far as demanding the total ban thereof. This raised the question in the South African Government whether said agencies should indeed be banned. The other option is a less restrictive approach and entails the attempt to regulate these agencies by amending the current labour legislation in order to accommodate temporary employment services. In light of the fact that various proposals to amend the current South African labour legislation (especially with regard to temporary employment services) have been published in the Government Gazette, it can be deduced that the social partners ultimately chose to regulate temporary employment agencies rather than ban them altogether. From an early stage the International Labour Organisation (ILO) provided rules and regulations for the management of employment agencies in general by way of conventions and recommendations. In 1997, in order to give effect to the labour standards identified by it, the ILO brought the Private Employment Agencies Convention into existence. This document could be applied to all temporary employment agencies on an international level. This document provides for administrative regulations, the duties of the agency and the client as well as the rights of the temporary employees concerned. The ILO recommends that all of its member states incorporate the principles contained within this document in their own legislation. Temporary employment services are also used in other legal systems. For purposes of this study, the English law (United Kingdom (UK)) and the Namibian law will be scrutinised. Similar issues to those recognised in the South African law have been identified in these countries. However, each has approached said problems in different ways. The Namibian Government banned the conducting and provision of these services by way of legislation in 2007. The constitutionality of the ban has however been questioned by the Supreme Court of Namibia, after which it had been found to infringe upon the fundamental freedom to carry on any business, trade or occupation. The ban was struck down as unconstitutional. The Namibian Government has since promulgated new legislation in which it removed the ban and replaced it with numerous amendments providing for the regulation of temporary employment services. Since 1973 the UK has been promulgating various instruments for the thorough regulation of temporary employment agencies. These instruments provide for the management of temporary employment agencies and the rights of the employees involved. The relevant legislative instruments have been updated regularly with the purpose of ensuring that the needs of all the parties concerned are met. The UK, as a member state of the European Union (EU), (which has also been providing for the regulation of temporary employment services in various directives), promulgated legislation specifically with the aim to give effect to the principles in the mentioned directives. By way of doctrines and the creation of a third category ―worker‖ the UK has been attempting to prevent any loopholes in their legal system with regard to temporary employment services and the rights of the employees involved. The aim of this study is to investigate all the important complications experienced with temporary employment agencies in order to indicate the impact the atypical circumstances have on the rights of the temporary employees. The degree to which, if at all, the South African law complies with the preferred labour standards identified by the ILO will be pointed out. A comparative study will be conducted, first by ascertaining in detail how the comparable issues in the UK and Namibian law are dealt with, and second by identifying which aspects in these legal systems could be of value to the South African law. Finally the potential effectiveness of the proposed amendments to the South African labour legislation will be analysed, during which recommendations for the unresolved issues will be provided. The recommendations are mainly aimed at achieving sufficient rights and legal certainty for the temporary employees associated with temporary employment agencies.
Thesis (PhD (Law))--North-West University, Potchefstroom Campus, 2013.

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"Defining incompatible behaviour in an employer/employee relationship." Thesis, 2014. http://hdl.handle.net/10210/12642.

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Lin, Jui-Ju, and 林芮如. "Multiple Employers’ Liability of Tort—Focusing on the Determination of Employer-Employee Relationship—." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/655e9p.

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碩士
國立臺灣大學
法律學研究所
107
Employer-employee relationship usually exists between an employer and an employee or an employer and several employees. However, the use of labor service has been varied and complicated recently. Flexible use of labor now is a trend. The phenomenon of multiple employers using an employee appears. When the person used by several people holds tort liability in the course of the employment, shall the people hold liability for him or her? It refers to the explanation of “employer” in the article 188 of Civil Code and the interpretation of “employer-employee relationship”. In grammatical interpretation, the article 188 of Civil Code does not rule out the possibility of multiple employers. From the view of the theoretical basis of employer’s liability, multiple employers may hold liability in the same place whichever theory is adopted. In Taiwan, “Danger”, “Profit” and “Deep pockets” are the main theories that adopted by the scholars and the courts. Multiple employers’ liability is not against the theories above. Therefore, multiple employers may hold liability simultaneously according to article 188 of Civil Code. The “employer-employee relationship” takes factual employment as the criterion. Factual employment means objectively one party renders services to another and is supervised by him or her. The thesis explores the meaning further. “Objectively” means the existence of the objective fact. Employers can gain the profit from the services directly or indirectly. Supervision is the core of the employment. It is a concept floating between “independency” and “dependency” which needs to be decided by other factors. After determining the range of the employer-employee relationship, the thesis observes several cases and classifies multiple employers into indirect employment and direct employment. In indirect employment, the indirect employer supervises the employee by giving indication to the direct employer. As to direct employment, the relationships exist separately between every employer and the employee.

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Li, Hsin-Pei, and 李欣佩. "The Expection of Employer-employee Relationship onthe Decision-making of Dispatched Workers and Its Equilibrium." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/72880005828913448505.

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碩士
國立中山大學
經濟學研究所
99
This paper refers to Chen and Zhang (2006), placing the“interpersonal relationship” into the decision-making function of user enterprise and dispatched workers. Simultaneously, we revise the dispatched workers’ restrictions and eliminate the shortcomings which contrary to the facts, in order to let the setting of the model much more reasonable. Furthermore, we provide an equilibrium analysis of a decision-making model from the aspects of supply and demand, and completely analyze the dispatched work which is rapidly expansive.

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Takács, David. "Způsoby skončení pracovního poměru." Master's thesis, 2014. http://www.nusl.cz/ntk/nusl-334383.

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Modes of termination of employment The aim of the thesis is to analyze the legislation and characterize the various modes of termination of employment in the Czech labor law. I have chosen this theme mainly because it is a dynamically evolving and current topic, and it is a constant subject of lively debate in society. The issue of termination of employment affects a wide range of people, governs the relationship between employees and employers. This diploma thesis consists of an introduction, general and specific part, which are further divided into chapters each, and a final part. The general part deals with basic questions of labor law related to termination of employment. It is divided into six chapters. Chapters define the matter of labor law, the concept and elements of the employment relationship and explain the meaning and importance of the principles and functions of labor law. The most important is the protective function, which greatly affects the termination of employment. A significant impact on the Czech labor law has also the law of the European Union and the international organizations. This chapter deals with the relationship between civil and labor law. This chapter also reacts to changes in private law which have a large impact on the modes of termination of employment. The...

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CHI, NGUYEN HA NHAT, and 阮河日芝. "The Relationship between Employer Brand Attractiveness and Organizational Citizenship Behavior: Employee Satisfaction and Organizational Commitment as the Mediating Variables." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/qvy2nf.

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碩士
長榮大學
管理學院經營管理碩士班
107
This study aims to investigate how employer brand attractiveness impacts organizational citizenship behavior with the mediating effect by employee satisfaction and organizational commitment. A quantitative research was conducted by using critical technique to identify Taiwanese employees’ perception who are working in insurance industry. There are 154 valid questionnaires collected from total 26 insurance companies in Taiwan through “snow ball” sampling method. By using SPSS 22.0 to test the hypotheses, the results show that employer brand attractiveness affects organizational citizenship behavior positively and significantly with the mediating role of employee satisfaction and organizational commitment. Some suggestions and implications were also proposed for the reference of management practice.

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Syu, Shih-Chang, and 許世昌. "An Investigation of the Relationship between Employer Brand and Knowledge Sharing: The Effects of Intention to Stay, Perceived Stakeholder Importance and Employee Well-being." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/7b56y9.

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碩士
國立清華大學
人力資源與數位學習科技研究所
106
Employer brand is an important factor that affects whether employees continue to stay in the company or whether potential job seekers identify themselves with the company. However, compared with the foreign journals, the quality and quantity of domestic studies are still insufficient. Especially few studies investigated the relationships among the employer branding, intention to stay, knowledge sharing, perceived stakeholder importance, employee well-being in the semiconductor and optoelectronic industry. In view of this, this study is aimed at the semiconductor and optoelectronic industry practitioners to investigate the relationship between the employer brand, the intention to stay and knowledge sharing and discusses the perceived stakeholder importance and the employee well-being. This study results can be a good reference to high-tech industry human resources management. A total of 500 questionnaires were distributed and 429 questionnaires were collected, indicating overall valid response rate is 85.8%. The valid sample verified the relationship between the above-mentioned variables. The results showed: (1) Employer brand positively has a positive impact on the intention to stay. (2) Employer brand has a positive impact on knowledge sharing. (3) The intention to stay has a positive impact on knowledge sharing. (4) The intention to stay mediates the relationship between employer brand and knowledge sharing. (5) The perceived stakeholder importance moderates the relationship between employer brand and intention to stay. (6) Employee well-being moderates the relationship between the intention to stay and knowledge sharing. Based on the analytical results, this study further explores the managerial implication, research limitations, and future research suggestion.

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Ramjee, Sunita. "Employee's opinions on psychological contracts." Diss., 2002. http://hdl.handle.net/10500/15861.

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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)

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Kone, Mmberegeni Kingshald. "The termination of the employment relationship on the grounds of the employee's HIV status." Diss., 1995. http://hdl.handle.net/10500/17114.

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A substantial number of employees in South Africa may soon be out of work as the result of their HIV-positive status. The dismissal of an infected employee may be motivated by the fact that he is considered to be incompetent or incapable of doing the work for which he was employed. Customers and fellow employees may refuse to deal with an infected employee, with the result that the employee is dismissed for economic reasons. The nature of the undertaking's activities may be such that the presence of an infected employee constitutes a health risk. For the purposes of carrying out his duty to create and maintain safe working conditions, the employer dismisses the employee. The employer may even force the infected employee to resign. Measures should be taken to improve the situation of infected employees. They include educating employers and employees about the transmission of the human immunodeficiency virus.
Mercentile Law
LL. M.

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31

Nguyen, Kim Ha. "Domestic services: Employer-employee relationships under economic reforms in urban Vietnam." 2007. http://link.library.utoronto.ca/eir/EIRdetail.cfm?Resources__ID=742186&T=F.

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Chang, Yen-Ling, and 張晏齡. "A Study on the Employer-Employee Relationshipas a Prerequisite of Employer’s Liability." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/91536220070859579673.

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碩士
國立臺灣大學
法律學研究所
99
The purpose of this study is to find out how to define the “employer-employee relationship” as a prerequisite of employer’s liability provided in Article 188 of Civil Code. The approach is to search the basis of defing “employer-employee relationship” through comparative and domestic case law by considering the theoretical basis of employer’s liability as well as the relevant liability systems. The study finds that the theoretical basis of employer’s liability is to ensure the fuction of tort liability. The main fuctions of tort are compensation and deterrence, which can function well only when the actor has sufficient ability to manage the risk (i.e., the ability to prevent harm as well as to compensate loss).However, in employer-employee relationship, the employer choose those with inferior ability than himself to engage in activities on behalf of himself. The law does not prohibit this kind of choice, but would impose a higher obligation or duty on him to ensure the function of tort. Thus, the defing of “employer-employee relationship” would lie in wheather there is an “anti-selection of actors” in the present case. Nevertheless, it is found that the mere “anti-selection of actors” as the basis of imposing employer’s liability cannot satisfyingly resolve all the cases after the review of case law. Referring to the relative liability systems in comparative and domestic law, the study proposes that an extra “reliance protecting” fuction similar to that of apparent authority in Common Law be assigned to the employer’s liability. Moreover, the liability of employer for independent contractors provided in the proviso of Article 189 of Civil Code should be make good use of. Whenever the independent contractor engages in such dangerous activities that it is fair to think the value of economic benefit brought by division of labor should concede, stricter liabilities should be imposed on employers the effect of which similar to the non-delegable duties in Common Law through Article 189 by imposing risk-preventing duties and by means of presumption of negligence instead of applying Article 188 in order to achieve more reasonable results.

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Van, Deventer Patricia Grignon. "Relationships of supported employee retention to employer characteristics and employer perception of support agency personnel characteristics and consumer characteristics." 1992. http://catalog.hathitrust.org/api/volumes/oclc/28522599.html.

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Kiser, Sally Jane. "Employer work -family programs: Essays on policy implementation, employee preferences, and parental childcare choices." 2001. https://scholarworks.umass.edu/dissertations/AAI3027219.

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This dissertation examines a number of issues regarding employer-provided work-family programs. Chapter 1 provides a brief overview of the rise of employer-provided work-family programs and research in this field. Chapter 2 is a case study of the implementation of a model work-family program in a major U.S. corporation. It examines the degree to which this corporation succeeded in providing adequate information and equitable access to the various benefits and policies that comprised its work-family program. In analyzing the successes and failures of this organization, by extension I call into question the success of other large corporations in providing programs that are equitable in terms of employee wage level, race/ethnicity, and location within the organization. Chapter 3 models the decisions by dual-earner couples regarding the allocation of their own time toward childcare activities versus the time they purchase paid childcare services, using individual and joint parental time budgets as choice variables. First, I demonstrate a relationship between working non-traditional full-time day schedules that approximate those available through flextime programs and the staggering of time at home by working couples. Then, regression analysis establishes a relationship between the time budgets thus established and the allocation of childcare time among mother, father, and paid service providers. Data from the 1992 National Study of the Changing Workforce (NSCW) is used for this research. Chapter 4 examines the preferences of women who are members of labor unions for various work-family benefits and policies. Drawing again on the 1992 NSCW data, I explore possible explanations for similarities and differences between the preferences held by union women and men and union vs. non-union working women.

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Ntalianis, Filotheos. "Employer-employee relationships in small firms : the role of personality and psychological contracts." Thesis, 2006. http://spectrum.library.concordia.ca/8759/1/NR16305.pdf.

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This study examined the exchange relationship of small business owners and their employees. The primary purpose of this research was to consider how small business owners' personality and motivation, as seen through the Big Five model and self concordance theory respectively, affect their promises and commitments made to employees as well as their work attitudes. Data were collected from 50 small business owners and 253 of their employees in small organizations in the provinces of Ontario and Quebec. To minimize common method bias, owners' promises to employees were assessed via self and employee reports. Overall, the results indicated that among the Big Five personality traits, Agreeableness was the best predictor of psychological contract orientations and owner attitudes, while Neuroticism and Extraversion were unrelated to any dimension of the psychological contract. On the other hand, Conscientiousness and Openness to Experience partly explained small business owners' contract orientations and work attitudes. Self-concordant goals were unrelated to both psychological contracts and small business owner attitudes. These findings suggest that small business owners should recognize the importance of their personality characteristics and their impact on establishing vital exchange relationships with their employees. Limitations are discussed in light of the unique context of the small business in which this study was conducted and directions for future research are provided.

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LIU, CHIH-HSUAN, and 劉芷瑄. "Analysis of Employer’s Liability under the Employer-Employee Relationships –Focusing on the Variety of Business Models." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/48dze8.

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碩士
國立臺北大學
法律學系一般生組
106
Along with the development of contemporary business models, employee performance has evolved in a diversifying and complicated fashion. Under this circumstance, how to identify an employer as well as integrate judicial conflict opinions have become challenging. More importantly, the allocation of liability and whom an employee may make a claim with are two underlying issues, into which this paper wants to delve deeper. In Taiwan’s business practice, there are different styles: companies with the same president, multinational companies as affiliates in group companies, and a foreign headquarter, virtual or physical, controlling Taiwanese branch companies. Based on the problem statement above, the purpose of this study is to figure out whether there is an existing standard recognizing an employer and what his liability is.

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Wahn, Ron S., and 萬榮水. "On the Shift of HRM Functions of Public Sectors in Taiwan: An Employer-Employee Relationships Transformation Perspective." Thesis, 2001. http://ndltd.ncl.edu.tw/handle/30683964155823690122.

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博士
國立交通大學
經營管理研究所
89
Many people concern about what will be the new HRM functions of public sectors in Taiwan since the nature of employer-employee relationships has been changing. This paper is designed to answer the following two questions: (1) What was the nature of relationships between government and its employees and what were the corresponding HRM functions in the past? (2) Under the changed relationships between government and its employees, what corresponding HRM functions will be in the future? In addition to combine institution analysis methodology and policy research and case study, the author also develops a so called “the institutional analysis of management functions“ new approach method to pursue the corresponding management functions of the civil servant systems of Taiwan in the past as well as the re-positioning directions in the future. The main conclusions of this research are the following: (1) the employer-employee relationships could be divided into two different patterns: domination (it means vertical integration between organization and its staffs.) and partnership (it means lateral cooperation between the two sides.) While the management functions could be divided into two different styles: HRM and HCA (human capital alignment.) (2) the domination pattern of employer-employee relationships goes well with HRM while partnership pattern goes better with HCA. (3) the case study shows that employer-employee relationships in Taiwan’s civil servant institutions is a domination pattern and its corresponding management focus is HRM functions (4) the case study also revels that the nature of employer-employee relationships between Taiwan’s civil servants and government is changing toward a partnership pattern and management focus will be on HCA functions. Finally, this paper provides policy recommendations that will be helpful for government to develop a multi-systems of HCA gradually through a single and flexible HRM systems.

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Klímová, Hedvika. "Ochrana zaměstnance při převodu zaměstnavatele v právu Evropské unie." Master's thesis, 2015. http://www.nusl.cz/ntk/nusl-344467.

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This thesis focuses on the rules governing the protection of workers in case of transfer of employer in the European Union law and in the Czech law. The aim of this thesis is to analyze the implementation of the Directive 2001/23/EC into the Czech legal order. The thesis consists of three chapters. The first chapter briefly describes the origin and evolution of the European Union, EU institutions, competence of the Court of Justice of the European Union, sources of the European Union law and the principles governing the relationship between the EU law and national legal order. It also describes the main features of the employment relationship. The second chapter focuses on the legal rules governing the protection of workers in case of transfer of the employer at the European Union level. The first subchapter explains the historical development of the legislation, Directive 77/187/EEC and its amendment (Directive 98/50/EC). The second subchapter defines the personal, territorial and temporal scope of the Directive 2001/23/EC. The third subchapter focuses on the interpretation of the criteria of the subject-matter of the Directive 2001/23/EC conducted by the Court of Justice of the European Union. The fourth subchapter describes the pillars of the protection of employees in case of transfer of the...

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Dissertations / Theses on the topic 'Employer-employee relationship'

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