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Stewart, Alexandra. "Psychological contracts in coaching." Thesis, Middlesex University, 2017. http://eprints.mdx.ac.uk/22161/.
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The research sets out to explore the influence of the coach’s unconscious mind on the coaching process and to the answer the question, How does the coach’s unconscious mind influence the coaching process? This research is based on the psychodynamic concept that the unconscious mind is omnipresent and a strong influence on thoughts, feelings and behaviours, and sought to ascertain the extent to which the coach’s unconscious mind is at work in the coaching process. Brunning (2006) suggests that the term psychodynamic links psycho (from the psyche Greek meaning soul or mind) and dynamic (from the Greek dynamis, meaning strength or power). Thus, psychodynamic work is based on ways of understanding how the mental forces operating intrapersonally and interpersonally in and between individuals and groups affect their thinking and behaviour. It involves eight participants, all of whom are professionally trained and accredited coaches, working in the public sector in Scotland as either internal or external coaches. The research invited participants to explore their lived experience in relation to the intrapersonal process; the interpersonal process, relationships with parties to the coaching contract and the coaching process. The data collection followed three distinct yet inter-related stages, engaging participants in semi-structured interviews using metaphor, symbolic representation and creation of metaphoric landscapes, culminating in indirect observation of the coach at work. The narrative is a journey of discovery for both the researcher and the participants, with data emerging that identifies the coach’s relationship not only with the external parties but also with the different parts of self. In the three stages of this journey, the participants travel from mental activity, reflecting on lived experience, perceptions and events, to the exploration of mental process and constructs which are inferred, discovered and translated into conscious awareness throughout the research interviews. The professional significance of this research is the consideration of where the need for psychological awareness sits within the context of professional coach education and accreditation, which moves the coach beyond technique to psychological understanding, self-awareness and self-regulation.
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Van, Ruitenbeek D. S. "Psychological contracts in transition : a longitudinal study of psychological contracts during a period of transformational organisational change." Thesis, University of Manchester, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.488366.
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The aim of the research presented in this thesis was to explore the impact of transformational organisational change on the psychological contracts of a group of 101 managers working in a single UK public sector organisation. The research comprised a three stage, longitudinal study, undertaken over a period of two years. The research findings suggested that the group of public sector managers in the sample shared a" core psychological contract", which was still essentially relational in nature and stable over time. No significant differences were found in the type of psychological contracts held by different categories of employee. The fulfilment of the "core psychological contract" was found to be positively associated with self-rated performance, appraisal ratings, job satisfaction and affective and normative commitment, and negatively associated with continuance commitment and intention to quit. This relationship between contract fulfilment and work- related attitudes and behaviours was found to be relatively stable over time. Psychological contract fulfilment was found to positively predict job satisfaction, organisational commitment and appraisal ratings. Job satisfaction was found to positively predict self-rated performance and affective commitment and normative commitment. Job satisfaction was also found to negatively predict intention to quit scores. This suggests that psychological contract fulfilment may have a more direct relationship with work related attitudes than with work related behaviours. The research findings suggest that transformational organisational change has significantly threatened the key elements of the "core psychological contract" however. The managers in the sample reported a high level of dissatisfaction with the "current deaf', as they perceive a significant "mismatch" in "wants" and "offers" in the current psychological contract between the organisation and its employees. Fifty nine percent of the sample, reported examples of psychological contract violation. Those reporting contract violation report lower appraisal ratings and job satisfaction, and affective and normative commitment scores and higher continuance commitment and intention to quit scores than those not reporting violations. The, longitudinal research findings suggest a clear causal relationship between the experience of contract violation, a decline in perceived contract fulfilment and a higher intention to quit. They also suggest that if contract violation is repeated over time, this may lead to a further deterioration in performance, job satisfaction and commitment and a significantly higher intention to quit. If no further violations are experienced however, performance, job satisfaction and organisational commitment appear to begin to recover. The research findings suggest that it may be possible for the organisation to negotiate a `new deaf' (a more realistic psychological contract) with its employees. This will involve "re-balancing" the contract to achieve better balance between the "wants" and offers" of each party. The research findings suggest that the process of agreeing and implementing the "new deaf' will involve the full commitment and involvement of Top management, HRM staff, line managers and employees if it is to be successful.
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Pak, Sim Tess. "The moderating effects of causality orientations on psychological contract breach outcome relationship /." Click to view the E-thesis via HKUTO, 2007. http://sunzi.lib.hku.hk/hkuto/record/B38587919.
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Loring, Jane A. "Changing employment contracts, changing psychological contracts and the effects on organisational commitment." Thesis, Curtin University, 2003. http://hdl.handle.net/20.500.11937/414.
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Changing workplace conditions have resulted in psychological contracts becoming more transactionally oriented. The current study addresses the question of how the `new' psychological contract affects organisational commitment. In particular, it seeks to analyse the relationship between the form of the psychological contract (relational/transactional) and type of organisational commitment (affective, continuance, normative).Data were collected from 210 randomly selected participants using the Psychological Contract Scale (PCS), and the Measure of Affective, Continuance and Normative Commitment Scale (MACNCS). The Career Commitment Scale (CCS) and the Positive and Negative Affect Schedule (PANAS) were administered and information gathered regarding overall job satisfaction, age, gender, contract type, position held, industry sector and length of employment.The major findings from this study is that there are positive relationships between relational psychological contracts and affective commitment (â = .653, p < .05), continuance commitment (â = .222, p < .05) and normative commitment (â = .476, p <.001), and a negative relationship between transactional psychological contracts and affective commitment (â =148, p < .05), after controlling for various background and employment characteristics. This research increases the understanding of how employees commit to an organisation during times of unstable and changing employment conditions.
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Loring, Jane A. "Changing employment contracts, changing psychological contracts and the effects on organisational commitment." Curtin University of Technology, School of Psychology, 2003. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=14208.
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Changing workplace conditions have resulted in psychological contracts becoming more transactionally oriented. The current study addresses the question of how the `new' psychological contract affects organisational commitment. In particular, it seeks to analyse the relationship between the form of the psychological contract (relational/transactional) and type of organisational commitment (affective, continuance, normative).Data were collected from 210 randomly selected participants using the Psychological Contract Scale (PCS), and the Measure of Affective, Continuance and Normative Commitment Scale (MACNCS). The Career Commitment Scale (CCS) and the Positive and Negative Affect Schedule (PANAS) were administered and information gathered regarding overall job satisfaction, age, gender, contract type, position held, industry sector and length of employment.The major findings from this study is that there are positive relationships between relational psychological contracts and affective commitment (â = .653, p < .05), continuance commitment (â = .222, p < .05) and normative commitment (â = .476, p <.001), and a negative relationship between transactional psychological contracts and affective commitment (â =148, p < .05), after controlling for various background and employment characteristics. This research increases the understanding of how employees commit to an organisation during times of unstable and changing employment conditions.
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Gammie, Robert Peter. "Psychological contracts in a business school context." Thesis, University of Stirling, 2006. http://hdl.handle.net/1893/228.
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Over the last three decades the UK higher education system has operated under an ideological approach sometimes referred to as New Managerialism (Deem, 2004). The psychological contract of the individual actor within this altered environment was the subject of the research in this study. The psychological contract has been defined as an individual’s beliefs regarding the terms and conditions of a reciprocal informal exchange agreement between themselves and their organisations (Rousseau, 1989). The thesis focused on the psychological contracts of higher education lecturers in a post-92 University Business School in the United Kingdom. The study considered the construction of the psychological contract, the appropriateness of the initial contract, perceived influences on the contract, and behavioural consequences of contract breach and/or violation. The research was focussed on the role of the lecturer in interpreting and unpacking his/her perceptions and understandings. The research questions required data that was personal and experiential. Interviews were undertaken which allowed participants to provide life history accounts that described and theorised about their actions in the social world over time. The approach used had a number of limitations which were identified and considered within the thesis. Notwithstanding the limitations of the research approach, the data suggested that each individual had analysed the extent to which a new employment context would deliver transactional, relational, and ideological reward. However, ideology was less relevant in making the decision to accept higher education employment than either transactional or relational elements. Post-entry, sensemaking acted as a confirmation mechanism in respect of the expectations of what the job would entail and the pecuniary and non-pecuniary benefits that would be received. Initial contracts were relatively accurate in their conceptualisation of the work involved in being a higher education academic. Within the Business School examined in this study, management decisions impacted on participants from both an economic and socio-economic perspective. Employees described how individual work contexts were altered by management decisions. Reaction to decisions depended on individual circumstances at any given juncture based on the influences from multiple contexts both internal and external to the workplace. Context was not homogenous and wide-ranging individual differences were apparent. These contexts played a part in defining to what extent changed work environments would be accepted or not. Participants were continuously active and involved in the evaluation of the multiple contexts that were relevant to them. The capacity to manipulate managers and influence decisions to counteract context change was also evident. The ability to thwart changes to work context varied between individuals and over time. This study identified how participants were able to create and shape their own work environment to satisfy their needs and wants during their careers within a structure that remained predominantly organic in nature despite a changing higher education environment. The goal of the employee was to create the idiosyncratic deal, the specific individually tailored work environment that would deliver the satisfaction required from higher education employment. The psychological contracts were self-focussed and self-oriented but this did not necessarily mean that employees were not also actively involved in assisting the organisation to achieve its ambitions. The notion that a managerial agenda had resulted in the erosion of individualism in higher education was not supported. There was evidence that the psychological contract was unilaterally changed and altered by the employee whenever he or she chose, rather than a negotiated change to a binding agreement. Alteration was intrinsically a private determination and often not communicated.
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Erdem, Ceren. "Investigating the dynamic nature of psychological contracts : a study of the coevolution of newcomers' psychological contracts and social networks." Thesis, London School of Economics and Political Science (University of London), 2017. http://etheses.lse.ac.uk/3748/.
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My thesis examines how employees’ psychological contracts form and evolve over time conjointly with their social network ties. It comprises three separate papers, one conceptual and two empirical, written with the purpose of capturing the antecedents of psychological contracts through pre-entry expectations and social relationships of newcomers. Paper 1 is a conceptual piece that theorizes the concurrent formation of newcomers’ social relationships and psychological contracts from a sensemaking perspective. I develop propositions explaining how newcomers make sense of information they gather from pre-entry to post-socialization. The key contribution of this paper is the establishment of a testable two-way process model, which captures the dynamic nature of psychological contracts, and how and why social relationships are important building blocks of the psychological contract. Paper 2 is a qualitative empirical study that investigates the pre-entry expectations and content dimensions of millennial employees’ anticipatory psychological contracts. The key contribution of this paper is the conceptualization of pre-entry time in the psychological contract formation process. The importance of pre-entry expectations in shaping employees’ initial psychological contracts are conceptually acknowledged but widely overlooked in empirical studies. This qualitative study empirically investigates pre-entry expectations and role of these in shaping the content dimensions of anticipatory psychological contracts, which guide millennials’ behavior and sensemaking once they join the organization. Paper 3 is a quantitative empirical study that examines the mechanisms of homophily and assimilation driving the coevolution of newcomers’ psychological contract formation and social network ties. This study challenges earlier views of the unidirectional influence of social interactions on the psychological contract. As a key contribution, through introducing a novel simulation methodology (SIENA), this study shows psychological contracts are both the products and predictors of employees’ social network ties.
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Pak, Sim Tess, and 白嬋. "The moderating effects of causality orientations on psychological contract breach: outcome relationship." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2007. http://hub.hku.hk/bib/B38587919.
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Magang, Veronica G. "A sensemaking perspective on the psycological contract formations during organisational socialisation." Thesis, University of Bradford, 2009. http://hdl.handle.net/10454/4294.
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The main aim of this thesis is to investigate the processes of the psychological contract during organisational socialisation.
Research on psychological contract tends to focus more on the content and breach of the contract. Very little is known about the formative stages of the contract. Very little attention has also been given to investigating the psychological contract together with organisational socialisation. Linking the two research areas would further our understanding of both the dynamic nature of the psychological contract. This is achieved by investigating the temporal changes of the psychological contract of new employees, pre-entry up to six months post entry into employment. The research also investigates the psychological contract from the employer`s perspective. It utilises Weick`s (1995) sensemaking properties as a methodological framework to better understand these processes. Consistent with the research aim and objectives and social constructionism, a qualitative methodology was adopted. The research used in-depth semi structured interviews to collect data supplemented with sitting in during recruitment interviews in one of the organisations, and data were analysed using template analysis. Periodic interviews were carried out every four to six months post entry. The research consists of two organisations, where each provided two groups for analysis.
The findings show that after entry into the organisation, the psychological contract changes in a variety of ways influenced by socialisation into the organisation. A model based on the findings is presented and discussed in the discussion chapter. The research also makes a contribution (methodology) by adopting the sensemaking framework.
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Guo, Lin. "Understanding Consumers' Relationships with Service Organizations through Psychological Contracts." Diss., The University of Arizona, 2010. http://hdl.handle.net/10150/195944.
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By incorporating a psychological contract perspective into the relationship marketing literature, this study intends to capture the resource exchange process between consumers and their organizations and contribute to the theory construction of relationship marketing, especially in the business-to-consumer context. A model of consumers' psychological contract in a consumer-service firm context was established. In this model, consumers' perceptions of different marketing strategies offered by a firm as well as their individual characteristics were proposed to determine their formation of types of psychological contracts with the firm, which may then bind consumers to present certain relational behaviors.Data of this study were collected via a web-based self-administered survey. Three variations of a questionnaire were used to elicit consumers' responses from various service categories. 775 general U.S. consumers in a well-maintained consumer panel completed the survey. Direct hypotheses were tested through simple structural equation modeling. Comparative hypotheses were tested through nested model comparisons. And moderating hypotheses were tested through moderated regression analysis and structural models of latent interactions.The results of this study provided general support to the model and found that marketing strategies, representing an organization's resources and offerings to consumers in a market, can activate certain types of consumers' psychological contracts. Furthermore, a certain type of psychological contract may only be activated when a certain marketing strategy offered by an organization falls into the same mental resource category with this type of psychological contract. In addition, this study found that although consumers who form any type of psychological contract may intend to remain in the relationship with a service firm, only consumers with relational or communal contracts may coproduce in service firms' service delivery process. Finally, the findings of this study revealed that consumers' certain individual traits such as consumers' existence needs in services and consumers' creditor ideology may shape their relationship formation process with service firms
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Magang, Veronica Goitsemang. "A sensemaking perspective on the psycological contract formations during organisational socialisation." Thesis, University of Bradford, 2009. http://hdl.handle.net/10454/4294.
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The main aim of this thesis is to investigate the processes of the psychological contract during organisational socialisation. Research on psychological contract tends to focus more on the content and breach of the contract. Very little is known about the formative stages of the contract. Very little attention has also been given to investigating the psychological contract together with organisational socialisation. Linking the two research areas would further our understanding of both the dynamic nature of the psychological contract. This is achieved by investigating the temporal changes of the psychological contract of new employees, pre-entry up to six months post entry into employment. The research also investigates the psychological contract from the employer`s perspective. It utilises Weick`s (1995) sensemaking properties as a methodological framework to better understand these processes. Consistent with the research aim and objectives and social constructionism, a qualitative methodology was adopted. The research used in-depth semi structured interviews to collect data supplemented with sitting in during recruitment interviews in one of the organisations, and data were analysed using template analysis. Periodic interviews were carried out every four to six months post entry. The research consists of two organisations, where each provided two groups for analysis. The findings show that after entry into the organisation, the psychological contract changes in a variety of ways influenced by socialisation into the organisation. A model based on the findings is presented and discussed in the discussion chapter. The research also makes a contribution (methodology) by adopting the sensemaking framework.
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Starchenko, Alina. "Psychological contract in non-governmental organizations." Master's thesis, NSBE - UNL, 2014. http://hdl.handle.net/10362/11814.
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A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business and EconomicsThe present research investigates the influence of type of organization on type of Psychological Contract. Additionally, this study seeks to examine if the relational type of Psychological Contract is prevalent in Non-governmental organizations. In the research were involved 63 employees from Private, 64 from Public and 44 from Non-Governmental Organizations. Participants were asked to evaluate what they believe were their own, employer´s and organization´s obligations. As a result, it was found a positive relationship between types of organization and types of Psychological Contract. Additionally, it was found that in Non-governmental organizations predominant types of contract are balanced and relational.
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Theron, Anthonie Van Straaten. "The impact of human resource management practices on the psychological contract during a psychological recession." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1012611.
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The aim of this study was to investigate the impact of Human Resource Management (HRM) practices on the psychological contracts of employees who have been negatively impacted by the widespread psychological recession. The psychological contract that exists between employees and organisations is brittle due to the psychological recession, which is defined as an emotional state in which employees feel extremely vulnerable to economic hardship. This contributes to a negative and cynical view of the present and an even bleaker view of the future. Breach of the psychological contract has severe negative consequences for employees and organisations. These include reduced employee well-being, trust levels, various organisational citizenship behaviours, increased cynical attitudes toward the organisation, and stronger intention to quit. The target population for the present study consisted of all permanent support staff working at an organisation that has recently went through a large-scale retrenchment exercise (n=52). A self-administered questionnaire was distributed amongst employees. The findings suggest that when the harsh effects of the psychological recession increase, employees are more likely to engage in various destructive behaviours at work due to breach and violation of their psychological contracts. Furthermore, the results indicated that an increase in the number of progressive HRM practices correlated with a decrease in breach and violation of the psychological contract. It was further revealed that the widespread psychological recession may make the employment relationship brittle and prone to breach and violation. The findings suggest that through the effective development and application of many explicit HRM practices, employees’ psychological contracts may become less fragile to breach and violation during a psychological recession.
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Nieuwoudt, Paul. "Industrial marketing : crafting psychological contracts in the presence of iron cages." Diss., University of Pretoria, 2016. http://hdl.handle.net/2263/59741.
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Max Weber the famous sociologist coined the term "iron cages" which has become the core metaphor used to describe bureaucracy. Bureaucratic policies make up the bars which combine to form the iron cage. This iron cage is the institutional policy environment in which B2B marketers operate. The question of how these policies affect B2B relationships is the overarching theme of this research. This study made use of a concept from organisational psychology, the psychological contract, which is increasingly gaining recognition as a helpful tool in B2B marketing.
The purpose of this research was to assist business leaders in determining how to manage the policies present in their organisations in order to help them strike a balance between internal control and customer focus.
The research design was quantitative and descriptive in nature. Online questionnaires were completed by 50 industrial marketing professionals from over ten different countries. The questionnaire tested these marketing professionals' perceptions of how six different policies affected their ability to maintain healthy psychological contracts with buyers.
The study found that certain internal company policies have a profound effect on marketing managers' ability to maintain even the most transactional B2B relationships. Furthermore the study proposes a model to assist business leaders in judging which internal company policies will help or hurt customer relationships so that they can exercise judgement in terms of which policies they allow to germinate within their organisations.Mini Dissertation (MBA)--University of Pretoria, 2016.
vn2017
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
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Botsford, Whitney E. "Psychological contracts of mothers does breach explain intention to leave the workforce? /." Fairfax, VA : George Mason University, 2009. http://hdl.handle.net/1920/4526.
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Thesis (Ph.D.)--George Mason University, 2009.Vita: p. 94. Thesis director: Eden B. King. Submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Psychology. Title from PDF t.p. (viewed June 10, 2009). Includes bibliographical references (p. 89-93). Also issued in print.
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KNAPP, JOSHUA R. "Developing a Multi-Foci Perspective of Psychological Contract Theory." University of Cincinnati / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1213812609.
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Karlsson, Yvette. "Att bo och arbeta på samma plats : Gränslöst arbete och psykologiska kontrakt." Thesis, Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-10346.
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To work and live in the same place where ones employer also is the landlord, can create a situation with many special requirements for the individual. Constrains regarding time, space and impact on social life is likely to appear. Based on theory and empirical research about the Boundaryless work and the Psychological contract the purpose of this report is to examine employees who live and work at the same place. This is done by studying the regulation regarding time and space factors and the psychological contracts in expectations and in violation of the psychological contract and the risks associated with this like Locked-in factors. The study includes interviews with managers and employees (n=9). The result shows the difficulties to set standards for the constrains of the factors concerning time and space. The expectations from both employees and the organization goes beyond what can be considered as formal work boundaries. The results are discussed in relation to the risks of stress, health and Lock-in.
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O'Shea, Annissa. "Workplace deviance as a consequence of skill underutilisation : the role of psychological contracts /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18543.pdf.
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McKay-Redmond, Brenda. "Perceptions of psychological work contracts in a post-sixteen institution : the lecturers' perspective." Thesis, University of Ulster, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.420224.
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Kaizad, Kohyar. "Responses to broken promises: an examination of psychological contract breach and rumour transmission /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19237.pdf.
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Mashigo, Njabulo Mamatsepe. "The impact of leadership on psychological contracts : an exploratory study of the National Treasury." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/30630.
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This research investigates the relationship between different leadership styles and different types of psychological contracts. This stems from the need that many organisations have, to manage and retain talented employees who possess skills that are critical to the sustained success of the organisation. Leaders in particular tend to be at the centre of managing and influencing the employee’s experience and as such it is of great necessity that they understand how different leadership approaches impact on the unwritten, yet critical expectations and experiences of employees.The literature provided discusses psychological contracts and leadership. There are various instruments in the literature that were used to compile the questionnaire to gather data for analysis. The dependent variable, psychological contract, was measured mainly using Millward and Hopkins’s (1998) transactional and relational psychological contract instrument with some enhancement adapted from work done by Rousseau (2000). Bass and Avolio’s (1997) theory of Full Range Leadership Development was then the basis of the Multifactor Leadership Questionnaire tool which was used to measure Leadership as the independent variable.The study presents findings from 151 National Treasury employees, of which 33% were managers and 67% were non-management. Data obtained from these research instruments was statistically analysed. Overall, the findings from this study suggest that although the relationship that exists between relational psychological contracts and transformational leadership is not very strong, there is a positive association. It appears that transactional and transformational leadership do play a role in the kind of commitment employees make with the organisation. Lastly, an unanticipated outcome in relation to tenure within an organisation provided insight into the importance of understanding the context within which psychological contracts develop.Dissertation (MBA)--University of Pretoria, 2012.
Gordon Institute of Business Science (GIBS)
unrestricted
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Aldossari, Maryam. "Repatriation and the psychological contract : a Saudi Arabian comparative study." Thesis, Queen Mary, University of London, 2014. http://qmro.qmul.ac.uk/xmlui/handle/123456789/8904.
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Studies related to psychological contracts have made significant contributions to our understanding of the exchange relationship between employees and employers. However, the influence of national/organisational culture on the psychological contract has largely been neglected. The thesis examines the influence of national and organisational culture on the way in which psychological contracts are constituted, and how they may change following international assignments and repatriation. The research examines differences in the nature, and consequences of, psychological contract fulfilment or breach across two Saudi organisations in the petroleum and petrochemicals sectors. A qualitative case study approach was adopted. The data were gathered using multiple methods, including interviews, non-participant observations and analyses of organisational documents. The findings reported in the thesis draw upon 60 semi-structured interviews with employees who had been repatriated within the previous 12 months, and 14 interviews with Human Resource (HR) managers in the two organisations, triangulated with extensive documentary analysis and observations. The research findings demonstrate the influence of strong national cultural values shaping organisational culture and HR practices in both organisations, which, in turn, influence the content of the psychological contract (i.e. expectations and obligations) at an individual level, both pre- and post-international assignment. Differences were identified between the two organisations in terms of the influence of different national cultural values on organisational culture and practices; these differences influenced individuals’ perceptions of whether their psychological contract had been fulfilled or breached post-international assignment. The implications of this research are also considered.
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Sonnenberg, Mariële. "The signalling effect of HRM on psychological contracts of employees a multi-level perspective /." [Rotterdam] : Rotterdam : Erasmus Research Institute of Management (ERIM), Erasmus University Rotterdam ; Erasmus University [Host], 2006. http://hdl.handle.net/1765/7995.
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Parzefall, Marjo-Riitta. "Exploring the role of reciprocity in psychological contracts : a study in a Finnish context." Thesis, London School of Economics and Political Science (University of London), 2006. http://etheses.lse.ac.uk/1894/.
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The concept of the psychological contract has received increasing attention in the organizational behaviour literature. It can be defined as an individual's beliefs regarding the terms and conditions of a reciprocal exchange agreement between himself/herself and another party. Existing research has primarily focused on exploring how employees respond to perceived employer psychological contract breach. Limited attention has been paid to the norm of reciprocity as the underlying exchange mechanism, to contract formation and maintenance, and to the employer's perspective on the exchange. Using quantitative methodology, this thesis drew upon two separate samples of employees and one sample of employer representatives from two knowledge intensive Finnish organizations, comprising 109, 162 and 45 respondents respectively. A qualitative interview study of 15 employees of one the participating organizations complemented the quantitative studies. The specific aims of the thesis were 1) to examine different reciprocity forms from both employee and employer perspectives in terms of their antecedents and outcomes; and 2) to extend existing knowledge on how the psychological contract functions as a schema and how the employees see the role of reciprocity in their exchange relationship with their employer in an event of perceived contract breach. The findings of the quantitative study indicated from the perspective of the employee that perceived contract fulfilment by the employer influenced employees' perceptions of the form of reciprocity underlying the exchange relationship. Trust played a mediating role in affecting these relationships. With regard to behavioural outcomes, the different forms of reciprocity had different associations with the employees' attitudes and behaviours measured, but did not influence employees' fulfilment of psychological contract obligations. From the perspective of the employer, managers' perceptions of employees' fulfilment of the contract obligations were positively associated with their perceptions of their own obligations and the fulfilment of these obligations. Similarly, perceptions of an organizational reciprocity norm were found to have a significant effect on managers' perceptions of their obligations to employees. Relationship reciprocity orientation in the manager-employee exchange played a mediating role in these associations. The qualitative study in turn found that employees' responses to contract breach depended on their sense-making process. Employees' interpretation of the breach influenced the extent to which the breach threatened the overall psychological contract schema and the employees' adherence to the norm of reciprocity. The contributions of the thesis, its main research and practical implications, and future research directions are discussed.
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Marlier, AnnMarie. "An examination of the psychological contracts of contingent faculty teaching at urban, proprietary colleges." Thesis, The University of Wisconsin - Milwaukee, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3642807.
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Even though proprietary colleges and universities continue to gain market share in the higher education landscape, negative perceptions about proprietary institutions remain including reliance on contingent faculty to meet fluctuating student enrollments. Little research about the experiences of contingent faculty teaching in proprietary settings exists, and even less research exists about the unwritten expectations, or psychological contracts, contingent faculty bring with them to the employment relationship with an institution. As heavy use of contingent faculty continues, campus administrators need a more comprehensive understanding of how to best manage the expectations, benefits, challenges, and resources of this type of employment relationship.
This qualitative inquiry study collected data using open, semi-structured interviews, then analyzed data using phenomenological research methods to better understand what contingent faculty teaching at urban, proprietary institutions experience. This study also used the organizing framework of psychological contracts in order to apply the findings into recommendations for campus administrators working with contingent faculty.
The results of this study indicate that a contingent faculty member's early experiences with an institution significantly determined the way the psychological contracts with the institution were formed and maintained in later experiences. For most, once the initial relationship was formed, little experienced afterwards changed the relationship with the exception of major changes regarding institutional focus and/ or position within the institution.
Consistent with the literature, contingent faculty perceiving their overall experiences and relationship with the institution as positive had longer tenure with the institution, identified more with the institution, and exhibited more organizational commitment behaviors. Contingent faculty perceiving their experiences as negative tended to have shorter tenures with their institutions, did not identify with the institution, and exhibited less organizational commitment behaviors. However, even though organizational practices and experiences varied greatly, two types of experiences and perceptions remained consistent. First, participants were surprised and disappointed in student level of preparation for college academic work yet expressed commitment to their students' success as greater than their commitment to institutional expectations. Second, participants expressed overall satisfaction with teaching experiences, and began to identify themselves as teachers, regardless of prior professional affiliation or relationship with the institution.
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Van, der Merwe Sophie Wilhelmine. "Perceived breach and violation of the psychological contract in a collectivistic culture." Thesis, Rhodes University, 2015. http://hdl.handle.net/10962/d1017523.
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The significance of relationships on economic actions and employee behaviour makes it critical for employers to understand the dynamics of employment through mutual obligations (Rousseau, 1990; Guest, 2004b). The psychological contract affords a broad platform to study the employment relationship (Thomas et al., 2010), and is an important tool for organisational success (McDermott et al., 2013). The literature review contained in this study indicates the differences in contracting environments due to the prevailing cultural orientation. However, there is a dearth of research in collectivistic culture, to which this study will add. The literature also makes a distinction between perceptions of breach and violation. While perceptions of breach of the psychological contract is the perception that the employer has not met all obligations and promises, violation is the emotional and affective state following breach (Morrison & Robinson, 1997) and results in negative or deviant behaviours (Chiu & Peng, 2008). Both breach and violation perceptions negatively affect employee behaviours and attitudes in the workplace (Aggarwal & Bhargava, 2014). This research assumed a constructivist paradigm and builds understanding of the outcomes of breach and violation of the psychological contract on employees’ working life in a collectivistic environment. Primary data collection was by in-depth semi-structured, one on one interviews with five employees of a state-subsidised organisation in East London, making use of convenience sampling. Follow up interviews were conducted, resulting in 7ₑ/₄ hours of interviewing time. Cultural orientation was ascertained through the use of a questionnaire. The findings of this study confirmed that the type of psychological contract entered into influences the outcomes of perceptions of breach and violation. Both dimensions of collectivism, namely institutional and in-group, were practised in this environment, which also impacted on both the individual’s experience and outcomes for the organisation. The latter was influenced by commitment to organisational goals and supervisory or collegial relationships. Most notable of the results is the effect of expectations of transitional justice on experience of the psychological contract. Practical implications and recommendations for future research are made. This research is presented in three sections; firstly the research is presented in the format of an academic paper and includes a concise summary of literature and research method. The second section is an expanded literature review of the psychological contract and its influencing factors, as well as the outcomes of breach and violation. The last section describes and justifies in detail the design of the research and the research procedure followed.Alternate name: Van der Merwe, Somine
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Stenson, Nicholas. "Personality matters! : investigating the role of psychological contract breach, revenge cognitions, and individual differences in rumour transmission /." [St. Lucia, Qld.], 2006. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19297.pdf.
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Tallman, Rick. "Needful employees, expectant employers and the development and impact of psychological contracts in new employees." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/NQ62670.pdf.
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Sutton, Gigi. "An integrated model of job satisfaction : expectations, experiences and psychological contract violation." Thesis, Queensland University of Technology, 2000.
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Chiuzi, Rafael Marcus. "As dinâmicas de formação e continuidade dos contratos psicológicos de trabalho." Universidade de São Paulo, 2014. http://www.teses.usp.br/teses/disponiveis/47/47134/tde-27112014-104051/.
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A subjetividade humana despertou, ao longo dos séculos, a curiosidade de pesquisadores no mundo todo. Dadas as modificações constantes do cenário do trabalho, as estruturas organizacionais pós Fordistas que outrora ofereciam respostas, agora não mais dão conta de ciclos de mudanças mais rápidos incorporando sociedade, indivíduo e a maneira de se gerir pessoas dentro de estruturas sociais. Neste contexto, os contratos psicológicos de trabalho ganham importância ímpar ao coadunar interesses de ambas as partes na tentativa de construção de melhores relações de trabalho. Assim, o objetivo do presente estudo é investigar os contratos psicológicos, entendendo como ocorrem seus processos de formação, modificações e continuidade nas relações de trabalho dentro das organizações. Para tanto, optou-se pelo desenho de um estudo descritivo exploratório de abordagem qualitativa utilizando como método hermenêutico a análise de narrativas. Utilizou-se como instrumento de coleta de dados entrevistas com roteiro semiestruturado. As entrevistas foram gravadas e o conteúdo transcrito integralmente para análise dos dados. Os participantes do estudo foram divididos em conjuntos, sempre formados pelo gerente e duas pessoas de sua equipe. Foram estudados três conjuntos em três organizações diferentes de grande porte, nacionais, sendo duas delas de capital aberto. Os resultados encontrados foram a base para a proposição de um novo modelo e redefinição conceitual de contratos psicológicos. A discussão corrobora com tópicos mais tradicionais da teoria, tais como a formação dos contratos antes mesmo do ingresso na organização, contudo, apresenta avanço na proposição de pensá-los como fenômenos complexos e dinâmicos que operam em termos de edições e reedições, bem como o entendimento de que o cotidiano de trabalho configura-se como o espaço interacional onde o mapeamento e dinâmicas de ajuste e continuidade ocorrem. As conclusões do estudo apontam para uma redefinição do conceito de contratos psicológicos de trabalho. Também é introduzida a ideia da simultaneidade dos processos de formação e ajustes, em oposição à escola tradicional e a concepção de edição e reedição do que são os contratos psicológicos como dinâmica da continuidade. Igualmente é apontada como conclusão a concretização da reciprocidade e das trocas sociais como bases fundantes do fenômeno a ponto de parametrizá-lo, modificá-lo e ajustá-lo nas relações de trabalho. Os gerentes são enxergados como a antropomorfização organizacional ainda que haja limites impostos pelo contexto que restringe ou amplia as possibilidades de gestão desses contratos. Firma-se o posicionamento de que os contratos psicológicos não residem apenas no indivíduo mas para, e a partir das, relações historicamente construídas. Por fim, são tecidas considerações acerca da funcionalidade e possibilidades da gestão dos contratos psicológicos como alternativa contemporânea para dar conta de ambientes cada vez mais dinâmicos e complexos assim como sugestões para futuras pesquisas envolvendo este objeto de estudoHuman subjectivity has aroused throughout the years the curiosity of researchers all over the world. Due to steady changes in the work scenarios, organizational structures after Fordism viewed as adequate answers to management can no longer manage today fast changing cycles and the way individuals perform within social structures. In this context, psychological work contracts emerged and gained importance by their contribution to take into account the concerns from both sides in work relations. On those grounds, this study aimed to investigate psychological contracts, the understanding of their formation as processes, their modifications and continuity in work relationships in organizations. The achievement of those goals enabled through an exploratory descriptive study grounded on the hermeneutics of the narrative analysis. The data were gathered by the transcription of recorded semistructured interviews. The participants were managers and two other people of his/her team. One set of participants was chosen in three distinct organizations. The results grounded both the conceptual redefinition of psychological contracts and the proposition of a new model for their understanding. The findings corroborated the traditional theoretical topics concerning the formation of contracts earlier than the enrollment in the organization, however, also presented advances regarding seeing contracts as more complex and dynamic phenomena which operate in terms of editions and re-editions, as well as the better understanding how routine work is configured as the interactional space where the dynamics of mappings and adjustments take place. The study conclusions point out towards a redefinition of the work psychological contracts. Furthermore it introduces the idea of simultaneity of formation and adjustment processes and the conception of edition and re-edition opposing to the traditional school of psychological contracts as dynamics of continuity. Equally, it pointed out reciprocity and social exchange as pillars for the phenomena which can modify, adjust and set them in work relations. Managers can be seen as the anthropomorfization of the organizations even when bounded by contextual limits which may restrain or broaden the management of their psychological contracts. It is held that the psychological contracts do not only exist on the individual, but for and from historically built relationships. Finally, some considerations regarding the functionality and possibilities of the management of psychological contracts are made to recognize them as a contemporary tool for dynamic and complex environments as well as suggestions for future research
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Stafford, Jeremy Owen Sutton Charlotte. "An examination of the relationship between a realistic job preview and job applicants' psychological contract perceptions." Auburn, Ala., 2007. http://repo.lib.auburn.edu/2007%20Fall%20Dissertations/Stafford_Jeremy_50.pdf.
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Mills, Julie. "Improving the management of prison-based education staff through an examination of multi-agency psychological contracts." Thesis, Open University, 2006. http://oro.open.ac.uk/49163/.
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Puchala, Naomi Margaret. "The formation of, and change in, the psychological contracts of graduates entering the Queensland public sector." Thesis, Queensland University of Technology, 2010. https://eprints.qut.edu.au/39340/1/Naomi_Puchala_Thesis.pdf.
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The workplace is evolving and the predicted impact of demographic changes (Salt, 2009; Taylor, 2005) has seen organisations focus on strategic workforce planning. As part of this, many organisations have established or expanded formalised graduate programs to attract graduates and transition them effectively into organisations (McDermott, Mangan, & O'Connor, 2005; Terjesen, Freeman, & Vinnicombe, 2007). The workplace context is also argued to be changing because of the divergence in preferences and priorities across the different generations in the workplace - a topic which is prolific in the popular culture media but is yet to be fully developed in the academic literature (Jorgenson, 2003). The public sector recruits large numbers of graduates and maintains well established graduate programs. Like the workplace context, the public sector is seen to be undergoing a transition to more closely align its practices and processes with that of the private sector (Haynes & Melville Jones, 1999; N. Preston, 1995). Consequently, questions have been raised as to how new workforce entrants see the public sector and its associated attractiveness as an employment option. This research draws together these issues and reviews the formation of, and change in, the psychological contracts of graduates across ten Queensland public sector graduate programs. To understand the employment relationship, the theories of psychological contract and public service motivation are utilised. Specifically, this research focuses on graduates' and managers' expectations over time, the organisational perspective of the employment relationship and how ideology influences graduates' psychological contract. A longitudinal mixed method design, involving individual interviews and surveys, is employed along with significant researcher-practitioner collaboration throughout the research process. A number of important qualitative and quantitative findings arose from this study and there was strong triangulation between results from the two methods. Prior to starting with the organisation, graduates found it difficult to articulate their expectations; however, organisational experience rapidly brought these to the fore. Of the expectations that became salient, most centred on their relationship with their supervisor. Without experience and quality information on which to base their expectations, graduates tended to over-rely on sectoral stereotypes which negatively impacted their psychological contracts. Socialisation only limited affected graduates' psychological contracts and public service motivation. The graduate survey, measured thrice throughout the first 12 months of the graduate program, revealed that the psychological contract and public service motivation results followed a similar trajectory of beginning at mediocre levels, declining between times one and two and increasing between times two and three (although this is not back to original levels). Graduates attributed these to a number of sectoral, organisational, team, supervisory and individual factors. On a theoretical level, this research provides support for the notion of ideology within the psychological contract although it raises some important questions about how it is conceptualised. Additionally, support is given for the manager to be seen as the primary organisational counterpart to the employee in future theoretical and practical work. The research also argues to extend current notions of time within the psychological contract as this seems to be the most divergent and combustible issue across the generations in terms of how the workplace is perceived. A number of practical implications also transpire from the study and the collaborative foundation was highly successful. It is anticipated that this research will make a meaningful contribution to both the theory and practice of the employment relationship with particular regard to graduates entering the public sector.
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Eriksson, Klara, and Maria Wahlberg. "Psykologiska kontrakt : Faktorer som påverkar konsultens uppfattning av sina egna och uppdragsgivarens åtaganden." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-19313.
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Många företags användande av konsulter har under de senaste åren ökat och det finns luckor i forskningen kring denna yrkeskategori. Syftet med denna studie är att undersöka huruvida individuella och arbetsrelaterade faktorer hos konsulter påverkar uppfattning av fullföljande samt omfattning av psykologiska kontrakt i relation till en uppdragsgivare. Deltagarna var 172 konsulter, från tre konsultföretag, som besvarade en enkät delvis hämtad från projektet PSYCONES. Resultatet visade att konsulternas individuella samt arbetsrelaterade faktorer påverkade det psykologiska kontraktet och att det som påverkade mest är grad av tillit gentemot uppdragsgivare, antal arbetade timmar i veckan samt ålder. Dock påverkade inga av faktorerna kopplade till konsultrollen uppfattning av fullföljande samt omfattning av psykologiska kontrakt. Denna studie bidrar med vetskap om att psyko-logiska kontrakt skapas mellan konsult och uppdragsgivare, att tillit är en viktig komponent även i denna form av arbetsrelation samt en antydan att konsulters arbetssituation inte skiljer sig anmärkningsvärt från andra an-ställningsformer.
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FONTINHA, ALEXANDRE SANTOS. "THE HIGH PERFORMANCE WORK SYSTEMS AND THE PSYCHOLOGICAL CONTRACTS AT WORK: WHAT DOES MOTIVATE A CONSULTING OPERATION?" PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2006. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=9550@1.
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Os eventos organizacionais dos últimos 10 anos -
outsourcing, downsizing,
reengenharia, aquisições, fusões, etc - estão desafiando
os departamentos de Recursos
Humanos tradicionais e as práticas executivas
estabelecidas desde a metade dos anos de
1970 (John P. Morgan, 2001). Como conseqüência destas
mudanças surgiu, em meados
da década de 1990, uma abordagem inovadora conhecida como
HPWS (High
Performance Work Systems ou Sistemas de Trabalho de Alto
Desempenho): Conjuntos
de práticas de alto desempenho com a finalidade de
selecionar, desenvolver e reter a força
de trabalho, com habilidades, conhecimentos e competências
superiores e motivá-la à
aplicar seu know-how no local de trabalho. Verificou-se,
entretanto, que o resultado da
aplicação destas práticas poderia variar em função: da
indústria, da cultura da
organização, dos valores dos empregados, da estratégia da
empresa, etc. Considerou-se
razoável, então, observar a teoria sobre Contratos
Psicológicos de Trabalho como uma
das ferramentas necessárias à maior compreensão do tema. O
entendimento das bases de
um Contrato Psicológico traz a possibilidade de
compreensão dos acordos implícitos da
relação empregado/empregador, o que pode ajudar no estudo
da influência destes em uma
aplicação tradicional de HPWS. A razão da escolha, como
cenário de estudo, de uma
operação de consultoria é simples: operações de
consultoria são, por sua natureza,
ambientes complexos e possuidores de uma cultura forte e
singular onde a utilização de
HPWS é uma prática bastante conhecida, reunindo, portanto,
todas as variáveis
necessárias à observação do fenômeno. O objetivo principal
desta dissertação, é, portanto,
ratificar que os consultores pesquisados percebem a
aplicação de cada HPWS de maneira
distinta. Esta verificação é metodologicamente fundamental
para que se possa seguir na
busca de possíveis relações entre: a importância que cada
consultor dá aos HPWS, os
tipos predominantes de Contratos Psicológicos e a Cultura
da Organização; objetivos
secundários desta dissertação mas não por isso menos
importantes desde o ponto de vista
do autor.The organizational events of the last 10 years - outsourcing, downsizing, reengineering, acquisitions, joint ventures, etc - are challenging the traditional HR and established executive practices since the decade of 1970 (John P. Morgan, 2001). As a consequence of these changes, an innovative approach was developed in the middle of 90´s, the HPWS (High Performance Work Systems): a group of high-performance practices with the objective of select, develop and retain the work-force with superior skills, knowledge and abilities, motivating them to the use of this know-how in the workplace. Although, verifying that these implementations could present different results, impacted by the industry, the organizational culture and strategy, etc, was reasonable to accept the theory about Psychological Contracts at Work as a necessary instrument to a deeply comprehension of the subject. To understand the basis of a Psychological Contract helps the comprehension of the implicit agreements built between the employer and the employee, what can help the study of the influence of these agreements in a traditional HPWS implementation. The reason of the choice of a consulting operation, as the environment of the survey, is simple: consulting operations are complex environments with a strong organizational culture where the utilization of HPWS is a usual aspect, resuming all necessary variables to the observation of the phenomenon. So, the primary objective of this dissertation is to verify if this evaluated group perceives the implementation of each HPWS in a different way. This verification is, methodologically speaking, a fundamental step to the search of possible relationships between: how important is each HPWS for these consultants, what is the predominant Psychological Contract in place and the typology of organizational culture, all secondary objectives of this dissertation but, from the point of view of the author, as important as the primary one.
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Eckerd, Stephanie Nicole. "An Examination of Firm-Level and Individual-Level Contracts in Buyer-Supplier Relationships." The Ohio State University, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=osu1306783185.
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Barnhill, Christopher R. "An Examination of the Antecedents and Outcomes of Psychological Contract Violation of Intercollegiate Student-Athletes." The Ohio State University, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=osu1311864418.
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Duran, Fazeelat. "Analysis of police officers' and firefighters' psychological contracts, and its influence on their occupational stressors and well-being." Thesis, University of Birmingham, 2019. http://etheses.bham.ac.uk//id/eprint/8643/.
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This thesis investigates the application of psychological contract theory to police officers and firefighters. Chapter 1 systematically searches the published psychological contract measures to evaluate how this concept is operationalised within many tools. Chapter 2 critically reviews the PSYCONES measure of psychometric properties and identifies it as a valid and reliable tool, although some of the concepts are not necessarily psychometric. Chapter 3 investigates the experiences of police officers in relation to psychological contract, occupational stressors and well-being. Work–life balance is identified as an important factor affecting the well-being of employees. Chapter 4 examines the role of psychological contract and its effect on the well-being of police officers through an online survey. Significant results are identified. Chapter 5 explores the experiences of firefighters in regard to psychological contract, occupational stressors, coping strategies and well-being. Chapter 6 investigates the importance of psychological contract and its effect on the well-being of firefighters through an online survey. A few significant relationships are identified. In Chapter 7, the thesis is concluded, the findings for both samples are summarised, and the limitations, future research and implications are discussed.
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Clemmons, Francini R., and Holly M. Falconieri. "Analysis of Fleet Readiness Center Southwest concept integration: new-employee orientation and communication processes." Thesis, Monterey, California, Naval Postgraduate School, 2007. http://hdl.handle.net/10945/38039.
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Approved for public release; distribution is unlimited.Fleet Readiness Center Southwest has embraced integration of personnel and processes from Aircraft Intermediate Maintenance Departments and Naval Aviation Depots supporting Naval Aviation Maintenance. This transformation marks a change in Naval Aviation Maintenance history and will align Fleet Readiness centers with the Naval Enterprise vision. As civilian and military personnel begin working side-by-side, orientation, communnication, and process relationships are being redefined to combine the previous infrastructure of two organizations under one roof. The new relationsships are designated to be comparable to the aviation maintenance industry's business structure to leverage opportunities for growth as well as sustainability for the industry. The authors analyzed new-employee orientation, personnel integration and communication processes to determine their effectiveness to convey FRCSW's vision and efforts for integration.
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Finnegan, David Jesse. "Knowledge sharing in the introduction of a new technology : psychological contracts, subculture interactions and non-codified knowledge in CRM systems." Thesis, University of Warwick, 2005. http://wrap.warwick.ac.uk/1186/.
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This longitudinal comparative study using a multidisciplinary approach, applies a processual analysis (Pettigrew, 1985; Pettigrew, 1990; Pettigrew, 1997) from a knowledge sharing perspective, to the implementation of what the literature shows to be a relatively under researched area of Customer Relationship Management( CRM) systemsi n contemporary (2001-2004) situations within Birmingham City Council and IBM. A specific focus is given to areas neglected in previous CRM studies - sub-cultures, psychological contracts, how tacit/non-codified knowledge is surfaced and shared, and with what effects on implementation. It investigates how the system stakeholders and the information system (IS) itself evolved through encountering barriers, sharing knowledge, finding new uses and inventing workarounds. A rich picture emerges of how sub-cultural silos of knowledge linked with psychological contracts and power-based relationships influence and inhibit adoption and acceptance of the CRM system. A major contribution of this processual study is to focus on the relatively neglected 'R' in CRM systems implementations. Hitherto, there has been little attempt to analyse the micro elements in the implementation of CRM systems using the lens of a multidisciplinary approach in a longitudinal study. The investigation of knowledge sharing (in particular non-codified knowledge sharing) across the key sub-cultures in the implementation process of CRM systems remains understudied. Scholars such as Lawrence and Lorch (1967), Boland and Tenkasi (1996), Newell et al. (2002) and Iansiti (1993) write of 'knowing of what. others know', 'mutual perspective taking', 'shared mental space' and 'T- shaped skills', as aids to tacit /non-codified knowledge sharing. However, they do not address fully the micro processes that lead to the above. This research aims to fill this knowledge gap, by investigating the micro elements (including in our study the psychological contracts) that lead to 'mutual perspective taking', enabling tacit/noncodified knowledge sharing across the key sub-cultures and their impacts on the adaptation and acceptance of a CRM system. This processual study lays a strong foundation for further research along the route of investigating multiple micro level elements in the process of implementation of a CRM system in order to enhance understanding of such phenomena in a contemporary situation. This qualitative study compares the CRM implementations at IBM. COM and Birmingham City Council. It penetrates the knowledge sharing issues faced by practitioners in a system integration environment. We highlight and discuss the importance of psychological contracts and their interdependencies on sub-cultural interactions and knowledge sharing. We have been able to relate and discuss real life issues in the light of existing academic theories, in order to enhance our understanding of the relatively neglected knowledge sharing phenomena in a CRM environment. The processual analysis framework extensively used and further developed in this research provides keys to its further use in enhancing the richness of future IS implementation studies at a micro level. The research contributes to the study of IS development by providing an integrative approach investigating the existing academic understandings at a micro level in a contemporary situation. A major contribution is also a detailed insight into the process of Boland and Tenkasi's (1996) 'mutual perspective taking' through the investigation of psychological contracts and their interdependencies on sub-cultural interaction and knowledges haring. An interesting finding has been that the distinctive contexts of the two cases have had lesser effects than the distinctive nature of CRM Systems and the implementation processes adopted. The study shows that irrespective of sectoral backgrounds the two organisations studied in this research failed to address adequately a range of common issues related to human behaviour, psychology, organisational characteristics, sub-cultural interactions and knowledge sharing. According to our research findings these factors have greater explanatory power for the results achieved than the distinctive contexts in which the two organisations operated.
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De, Wet Elizabeth Catharina. "The effect of mergers on the psychological- as well as employment contracts in Free State FET colleges /| E.C. de Wet." Thesis, North-West University, 2008. http://hdl.handle.net/10394/1783.
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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.
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Nguyen, Lynda. "An eye for an eye : investigating the interactive effects among psychological contract breach, interactional justice and negative reciprocity in predicting workplace revenge /." [St. Lucia, Qld.], 2007. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe20084.pdf.
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Guchait, Priyanko. "Human resource management practices and organizational commitment and intention to leave the mediating role of perceived organizational support and psychological contracts /." Diss., Columbia, Mo. : University of Missouri-Columbia, 2007. http://hdl.handle.net/10355/4912.
Full textAbstract:
Thesis (M.S.)--University of Missouri-Columbia, 2007.The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on January 3, 2008 ) Includes bibliographical references.
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Burgman, Petra, and Johanna Jonasson. "Organisationsförändringars betydelse för psykisk hälsa : Länkat till arbetsrelaterade krav-kontroll samt psykologiska kontrakt." Thesis, Mälardalen University, School of Sustainable Development of Society and Technology, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-9458.
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Antal förändringar, arbetsrelaterade krav, arbetsrelaterad kontroll samt psykologiska kontrakt är alla faktorer som har kopplats samman med psykisk hälsa på arbetsplatsen vid organisationsförändringar. Dessa variablers gemensamma och unika innebörd för psykisk hälsa har i denna studie mätts i form av en enkätundersökning, där 84 anställda deltog varav 16 var kvinnor. Syftet var att belysa hur den psykiska hälsan hos de anställda vid en svensk myndighet såg ut efter de förändringar som myndigheten genomgått, samt klargöra de ovan nämnda faktorernas koppling till en god respektive dålig psykisk hälsa. Resultatet visade att de anställda överlag tycktes ha en god psykisk hälsa och att alla de undersökta variablerna med undantag för antal förändringar och arbetsrelaterad kontroll visade en samvariation med psykisk hälsa. Studien ger underlag till förslag över faktorer som kan beaktas inför kommande förändringar inom organisationer.
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Bruns, Katherine [Verfasser], Stefan [Akademischer Betreuer] Fries, and Elke [Akademischer Betreuer] Wild. "Striving and well-being in a vocational setting: vocational trainees' personal work goals and psychological contracts / Katherine Bruns ; Stefan Fries, Elke Wild." Bielefeld : Universitätsbibliothek Bielefeld, 2017. http://d-nb.info/1140586041/34.
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Boddy, Ronald Leslie. "The antecedent roles of personal constructs and culture in the construing of psychological contracts by staff in a Czech financial services company." Thesis, Heriot-Watt University, 2017. http://hdl.handle.net/10399/3302.
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The modern conceptualisation of the psychological contract recognises a tacit mental representation or schema, spanning all aspects of an employee’s perception of work. Reciprocity is a normative force in contract functioning. For over 500 years, the Czech Republic was subject to the rule of other nations. The failed totalitarianism of the most recent Soviet hegemony precipitated the Velvet Revolution and Czech adoption of the market economy in 1989. Some commentators have argued that unproductive work attitudes remain as a legacy of the command system. Following the phenomenological paradigm and constructivist epistemology, the research uses concepts from Personal Construct Psychology to compare the work constructs of Czech and non-Czech staff within the Czech and UK subsidiaries of the same company, examining antecedent effects of culture and individual experiences on psychological contract formation and development. The findings show that the two nationalities construe work along broadly similar lines, prioritizing its social qualities. Czech constructs seem to be simpler than those of non- Czechs, apparently lacking the value placed on personal ambition and achievement by the comparator group. Czechs do, however, appear to value independence much more than non-Czechs, with young Czechs also seemingly expecting social justice and the right to self-determination. The findings make a strong case for suggesting that these values have their origins in Czech culture and history, implying that both influence the work dispositions of Czechs and may plausibly be psychological contract antecedents. The conclusions call for a wider conceptualisation of the psychological contract, specifically in its anticipatory (pre-work) form, and suggest that existing theory might benefit from giving greater consideration and prominence to the social properties of work. Suggestions for further research and business applications are included.
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Menegon, Letícia Fantinato. "A influência dos traços de personalidade na formação dos contratos psicológicos." Universidade de São Paulo, 2010. http://www.teses.usp.br/teses/disponiveis/12/12139/tde-25022010-112720/.
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Este trabalho concentra-se no estudo de um dos instrumentos específicos utilizados pelas organizações para administrar suas relações com seus empregados o contrato psicológico. Por meio de uma pesquisa descritiva, buscou-se responder se os traços de personalidade influenciam na formação dos tipos de contratos psicológicos, bem como na percepção de ruptura e violação dos mesmos. A base teórica escolhida pra o desenvolvimento desta tese é a psicologia analítica de Carl Gustav Jung. Para tanto, foi realizada uma pesquisa, utilizando-se o método quantitativo, com 528 alunos e ex-alunos de um curso de pós-graduação lato sensu. A taxa de resposta da pesquisa aplicada foi de 34,84% da amostra inicial. Os resultados apresentaram associação entre as funções psíquicas racionais (pensamento e sentimento) e a formação da tipologia do contrato psicológico (relacional e transacional), contribuindo para o preenchimento de uma das maiores lacunas ainda presente nos estudos sobre o tema: a influência que a personalidade exerce na formação dos contratos psicológicos.This work focuses on a study of the specific tools used by organizations to manage their relationships with their employees - the psychological contract. Through a descriptive study, we sought to answer whether personality traits influence the formation of psychological contracts types, as well as the perception of breach and violation of them. The theoretical basis chosen to develop this thesis is the analytical psychology of Carl Gustav Jung. Therefore, a survey was conducted, using the quantitative method, with 528 students and former students of a post-graduate course. The response rate of applied research was 34.84% of the initial sample. The results showed an association between the rational psychic functions (thinking and felling) and the formation of the type of psychological contract (relational and transactional), helping to fill one of the biggest gaps still present in the studies on the subject: the influence that personality plays in the formation of psychological contracts.
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Damke, Joice Franciele Wendling. "Sistemas de controle estratégico e contratos psicológicos: um estudo na Fundação Parque Tecnológico Itaipu – Brasil." Universidade Estadual do Oeste do Paraná, 2017. http://tede.unioeste.br/handle/tede/3596.
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An increasing number of studies have sought to analyze the relationship between managerial systems control and psychological contracts. There are few studies that evaluate this relationship through the strategic levers of control proposed by Simons (1995). Combining variables in these dimensions, this study aimed to investigate the relationship between strategic systems control and psychological contracts at Itaipu Technological Park Foundation - Brazil. Data collected from a survey of 197 respondents using Simon´s model (1995) as a construct for strategic systems control and by Rousseau (1989, 1995) for psychological contracts and investigated by correlation analyzes revealed positive associations between strategic levers of control and psychological contracts, highlighting the levers of diagnostic and interactive systems, which produced the highest correlations with psychological contracts in the research organization. The results show the relationship of strategic control levers' interdependence in the development of psychological contracts and point to gaps (discrepancies) between expected and performed in terms of the formal use of control systems, one of the managerial contributions of this study
Um número crescente de estudos tem buscado analisar a relação entre sistemas de controles gerenciais e contratos psicológicos. São raros os estudos que avaliam esta relação por meio das alavancas de controle estratégico propostos por Simon (1995). Conjugando variáveis nessas dimensões, este estudo objetivou investigar a relação entre sistemas de controle estratégico e contratos psicológicos na Fundação Parque Tecnológico Itaipu Brasil. Dados levantados em survey junto a 197 respondentes utilizando o modelo de Simon (1995) como constructo para sistemas de controle estratégico, de Rousseau (1989; 1995) para contratos psicológicos, e investigados por análises de correlações, revelaram associações positivas entre as alavancas de controle estratégico e contratos psicológicos, com destaque para as alavancas dos sistemas diagnósticos e interativos, que produziram as maiores correlações com contratos psicológicos na organização pesquisada. Os resultados evidenciam a relação de interdependência das alavancas de controle estratégico no desenvolvimento de contratos psicológicos e apontam os gaps (discrepâncias) entre o esperado e o desempenhado em termos da utilização formal dos sistemas de controle, uma das contribuições de natureza gerencial deste estudo.
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Fong, Dominic. "The role of the psychological contract in affecting employee behaviour under the influence of merger and acquisition: a study of local regional managers in Hong Kong." Thesis, Curtin University, 2009. http://hdl.handle.net/20.500.11937/793.
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In past decades, the expectation of synergy has fueled many thousands of mergers and acquisitions. Meanwhile, economists and analysts have reported a large proportion of merger failures. This apparent contradiction has provided researchers with a rich source of studies. One of the likely causes of a merger failure is the “people factor”. Revolving around the axis of mergers and acquisitions, the peoples affected are, on the one side, the stockholders, top management, and economists who “talk the project” and tend to have a positive attitude and on the other side, the people who “walk the project” – the employees - who have a more hesitant attitude.This empirical study adopted the construct of Psychological Contracts to measure the expectations of employees who are influenced by mergers and acquisitions. Based on this construct, a model was developed to study employees’ behaviour after a merger, examining it from a multitude of dimensions. Using the PLS-Graph analysis tools, the model was tested with the aim of assessing the factors’ impact on employees’ behaviour. Apart from the direct causal relationship between two variables, the indirect effects caused by other variables are assessed as well.The first contribution made by this research is the fact that it examines the relevance of a psychological contract in a non-Western geographical region. Next, the study clearly confirms some of the existing conceptualizations regarding psychological contracts and reveals some additional insights, particularly in relation to the consideration of psychological contracts in a non-Western socio-cultural context.The research aspires to generalize the model for predicting the post-merger behaviour of employees anywhere, across any industry, business segment and profession.
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Kim, Kowoon. "The Influence of Perceived Psychological Contract Violations on Expatriate Attitudes: The Moderating Role of Individual, Organizational, and National Factors." FIU Digital Commons, 2018. https://digitalcommons.fiu.edu/etd/3684.
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As a business becomes dependent on knowledge and intellectual capabilities, human resource management is undoubtedly a key driver of an organization’s success. In the same vein, the importance of managing human resources for the multinational enterprise (MNE) cannot be overstated (Dowling, 1999; Hiltrop, 1999; Tung, 1984). Since a large number of MNEs depend on expatriates to run their global operations despite their relatively high costs, it is essential for MNEs to develop a better understanding of expatriate management. In this regard, the psychological contract has received recent attention as an underlying mechanism for managing expatriates. However, existing psychological contract studies have paid little heed to the unique contexts of expatriate employment relationships (Ng & Feldman, 2009; Lub, Bal, Blomme, & Schalk, 2016), which are different from domestic employment relationships. Expatriates are often exposed to more complex environments than their domestic counterparts, such as different cultures. Moreover, expatriate contracts usually involve multiple parties and are directed by various interests (Kraimer & Wayne, 2004; Mendenhall & Oddou, 1985). Therefore, the current understanding of psychological contracts in the expatriation context is not well understood. This could potentially hinder the ability to manage expatriates on international assignments. Using social exchange theory and equity theory, this dissertation seeks to explore expatriates’ psychological contracts in the multi-contextual nature of expatriation. More particularly, this dissertation aims to examine the effects of psychological contract violations on attitudinal outcomes in the expatriation context and also discover potential moderators of that relationship at the individual, organizational, and national levels. Using an expatriate sample, this dissertation employs two questionnaires within a two-week interval. The findings of this dissertation contribute to a clearer understanding of expatriate management by answering essential questions of what impact perceived psychological contract violations have on expatriate attitudes and how individual, organizational, and national factors influence the effects of perceived psychological contract violations.