Tesi sul tema "Contrats – Psychologie"
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Cherrad, Othmane. "La consolidation du contrat psychologique en phase de maintenance : le cas des salariés des EHPAD". Electronic Thesis or Diss., Bordeaux, 2023. http://www.theses.fr/2023BORD0430.
The psychological contract, defined as the set of non-formalized mutual expectations between the employer and the employee (Rousseau, 1989), represents a promising avenue for exploring the employment relationship in demanding organizational contexts, such as that of EHPADs. These are faced with colossal challenges such as labor shortages, work overload, and deteriorating working conditions, making this sector a fertile ground for studying staff retention mechanisms through the lens of the psychological contract. Unlike other approaches that focus on specific aspects of the employment relationship, the psychological contract highlights the individual beliefs and expectations of employees (Rousseau, 1995), thus recognizing the diversity and dynamic evolution of needs and aspirations (Rousseau, 2004). This perspective becomes even more relevant as employee retention is closely linked to the realization of these mutual expectations (Rousseau 1989; Morrison and Robinson, 1997). It is observed that a disrupted psychological contract can lead to a move towards a reparative stage, following a perceived breach of this contract (Rousseau et al., 2018). This breach, identified as an organizational failure to fulfill certain obligations, can motivate employees to leave (Lub et al, 2016; Alcover et al, 2017; Morrison and Robinson, 1997).This thesis focuses on the underlying mechanisms of consolidating the psychological contract. This concept is understood in our research as a cognitive and emotional adjustment process carried out by employees to prevent this transition to repair. This notion serves as a bridge between theory and practice, introducing an additional dimension that deserves in-depth exploration of potential individual and managerial strategies to ensure stability and satisfaction of employees in the EHPAD sector. It reveals how, despite increasing organizational constraints and often limited resources, EHPADs can maintain committed and satisfied staff. By exploring these dynamics through the lens of psychological contract consolidation, we aim to contribute to the understanding of individual and organizational determinants of employee retention in these structures.To deepen our exploration of this issue, we formulated three research sub-questions, each corresponding to a distinct case study, resulting in the writing of three research articles. These case studies provide complementary contributions on a theoretical and empirical level, exploring the mechanisms of psychological contract consolidation in specific and demanding contexts. The first dimension relates to the identification of the determinants of psychological contract consolidation in EHPADs, as well as the modes of implementation of the contract consolidation subject to negative disturbances. The second theme focuses on the role of emotional regulation processes in strengthening the psychological contract of actors working in an EHPAD specialized for people with Alzheimer's, examining how these processes interact in such an emotionally demanding organizational context. Finally, the third article addresses the issue of restructuring the content of the psychological contract during the maintenance phase when it is confronted with radical changes, emphasizing the importance of reciprocal adaptation processes in this phase of the psychological contract
Laval, Marion. "Essai sur les contrats de jeux et paris". Toulouse 1, 2012. http://www.theses.fr/2012TOU10034.
Gambling has always been a controversial activity. Some consider it fun and attractive other find it devious and dangerous. This activity has been regulated by the Government because of this paradox. Therefore a system based on administrative authorizations was implemented giving exclusive rights to the three main actors of the sector : the ‘Pari mutual urbain’, the ‘Française des Jeux’ and casinos. As a result, the French gambling system is a monopolistic one. Because it is considered as a specific activity, the Government chose to limit legal actions by restricted civil right and to severely condemn infractions by a binding penal right. The recent evolution of gambling, mainly driven by the Internet usage, added to the European commission pressure, forced the legislator to intervene. In order to limit the proliferation of illegal gambling websites, he moved away from its initial politic and opened the gambling market to competition. The n°2010-476 law from the 12 of may 2010 appeared as a renewal of ancient rights whose rules were not adapted to modern times. Taking into consideration both players’ wishes and government’s interest, this law has a double ambition : to promote a secure and diversified market and to fight against illegal market players’ offer. If the law n°2010-476 from the 12 of may, relating to the gambling market opening to competition and its regulation, appears to mix new and past decisions, it is also giving us an opportunity, two yeas after its implementation, to analyze this sector before and after this law in order to appraise its benefits and its limits
Guetz, Jean-Marie. "Le processus d'évolution des contrats psychologiques et du sens au travail : le cas d'une entreprise agro-alimentaire". Thesis, Dijon, 2014. http://www.theses.fr/2014DIJOE007.
Globalization and economic crises, as well as the pressures of competition and customer demands, are forcing companies, in order to survive, to initiate changes and revise their promises and payment prospects, sometimes in a brutal way. Organizational boundaries are disintegrating, atypical or triangular relationships are developing, staffs feel weakened, and values are ?. The ambiguity of these situations initiates the processes of sensemaking. Traditional expectations based on trust, stability and fidelity are shaken up. Job security and long-term internal careers are being replaced by the concepts of employability and flexisecurity. Employees try to understand and to detect what is happening in organizations. « Contract makers » then come a long side to explain and to detail changes in the promises and obligations of the psychological contract between the employee and the organization. When this process fails, it is the « contract influencers » such as unions who give meaning, but is not necessarily the one the management expected... Restructuring plans which include downsizing lead to the increasing number of processes of rupture and violation of the psychological contract and down-grading in the social climate. The process of selling the site and, the lack of long-term prospects create uncertainty and anxiety among employees. Transitional psychological contracts with no guarantee conditions emerge and when this situation persists it is likely to generate hostile and deviant behaviors that can lead to distrust psychological contract.This thesis examines the process of forming and developing the psychological contracts through the prism of sensemaking, employees of a food company in Dijon. An analytical framework based on a contextualist quantitative and qualitative mixed method allows us to follow the process of establishing and developing rupture and reconstruction of psychological contracts, as well as to understand how people concerned in the organization construct reality
Veg, Nathalie. "Les déterminants du potentiel d'extension d'une marque : L'analyse comparée du rôle des contrats de marque ouverts et fermés". Paris 9, 2008. https://portail.bu.dauphine.fr/fileviewer/index.php?doc=2008PA090036.
The extension strategies are very commonly used by brands. The academic research have widely analysed their key success factors. However, they do have very little interest about the brand extension potential. However, this is a key concept to define before any decision is taken to where and how far brands can be extended in a coherent and legitimate way. The purpose of the thesis was to define what the determinants of brand extension potential were. The literature review and the double methodology (semiotics and experimental) have put forward three features of this concept. They are: the thickness of the brand narrative contracts, their number and their openness. The research results show that a brand linked to one or more open brand contracts will be able to be extend in many product categories and / or in new market segments « man – woman »
Alliez, Camille. "L' office du juge en matière de crédit à la consommation". Montpellier 1, 2008. http://www.theses.fr/2008MON10047.
The consumer credit is a contract making it possible to the consumer to finance the purchase of consumer goods without having the funds necessary. This contract which especially developed with the consumer society during the second part of the XXth century rests on a relation unbalanced between a financial institution and a consumer. The question of “the office of the judge as regards consumer credit” has arisen for a few years, because of the importance of the contentious matters which this unbalanced contract causes, often presented like a factor of over-indebtedness. It is advisable to raise the question of the intervention of the judge in this contract (Left 1) before studying the methods of this intervention (Left 2). The judge “d'Instance”, exclusively qualified on the matter, indeed is led to raise office certain means of defence of the failing borrower (often absent from the debates), as the irregularity of the preliminary offer of credit or the preclusion from the action in payment, step which is not validated by the Supreme court of appeal : the ignored rules would not concern a law and order of protection, which can be discussed. In the field close to the abusive clauses, the Court of Justice of the European Communities recognized with the judge the capacity to seize office of the abusive character of a clause contained in a contract of loan on personal property. In several recent judgments, the Court of Justice of the European Communities did not decide with all the clearness awaited on the precise question of the office of the matter judge of consumer credit, but the recent intervention of the legislator in article 34 of the law n° 2008-3 of January 3 2008, made it possible to clear up the situation by granting to the judge the possibility of raising of office non-observance of the provisions of the Code of consumption. This whole of given testifies to the acuity of the problem and its national dimension as well as Community
Martin-Bonnel, de Longchamp Lucie. "Evaluation du risque de non atteinte de la performance énergétique après rénovation : biais cognitifs, asymétries d'information et incitations optimales". Thesis, Strasbourg, 2019. http://www.theses.fr/2019STRAB002/document.
This thesis aims at contributing to make the energy renovation market long-lasting and self-sustaining. To achieve this, our objective is to quantify the risk of not achieving energy performance after renovation. First, we analyze households’ psychological factors that should be considered to improve energy consumption prediction models. Drawing on the Je rénove BBC program, we highlight four cognitive biases that negatively impact the difference between actual and predicted energy consumption. We then study the most appropriate contract structures improving the flow and quality of renovation projects, encouraging craftsmen to work better. On one hand, we determine optimal contracts for an Agent who has to perform two tasks and underestimates the impact of one of them on the building's performance. On the other hand, we test individual-based and group-based incentives on the ability of several real Agents (craftsmen) to coordinate, according to their initial training (DORéMI, …)
Lamargot, Laurent. "L'évolution du contrat psychologique d'une cohorte de jeunes professionnels infirmiers en France : une étude de cas longitudinale". Thesis, Angers, 2016. http://www.theses.fr/2016ANGE0024/document.
The health sector has experienced many changes over the last decades which entails a loss of caregivers’ bearings affecting their employment relationship. This thesis is placed along the avenues of research suggested by the literature which highlight the focus put on the consequences of the breach and violation of the psychological contract, neglecting its construction and dynamics. This doctoral work is intended to be a contribution to these less studied aspects through a longitudinal qualitative approach. A year-long case study was carried out with a cohort of 40 newly-graduated nurses who were recruited in 18 French health facilities nationally. The reciprocity of the contract is also considered from the perspective of the management representatives. The data resulting from 219 interviews conducted were complemented with observations and documentary analysis. On the theoretical level, the approach adopted enables the dynamics of the psychological contract to be understood and a model to be proposed; from the anticipated creation, during nursing studies, up to a stabilized phase after a year of professional activity in a care service. On the managerial level, this work suggests possible reasoning for the construction of a sustainable and satisfying employment relationship between the hospital structure and caregivers
Bienenstock, Sophie. "Trois essais sur l'analyse économique du droit de la consommation". Thesis, Paris 2, 2016. http://www.theses.fr/2016PA020025/document.
Consumers have bounded rationality and exhibit cognitive biases. The thesis studies the consequences of such biases on consumer choice and implications on consumer policy. Each chapter of the thesis investigates one specific bias (quality bias, utility misperception and projection bias) in a given market structure. The first two chapters focus on stan- dard duopoly models, in whichcognitive biases are incorporated: I build a horizontally differentiated duopoly based on Dixit (1979)in chapter 1, and a vertically differentiated duopoly inspired by Gabszewicz & Thisse (1979) in chapter 2. As for the third chapter, it extends to three periods, in a monopolistic framework, the projection bias model proposed by Loewenstein et al. (2003). I come to the conclusion that, while cognitive biases sometimes lead to suboptimal consumption decisions (chapters 1 and 2), naive consumers can be better off than their sophisticated counterparts(chapter 3). This observation pleads in favor of a non-systematic and context dependant legal intervention to counter cognitive errors. I argue in favor of a new approach of consumer policy, that would focus less on information disclosures in favor of debiasing schemes. Examples of such debiasing policies are discussed throughout the thesis
Prost, Emilien. "Legitimacy and incentives in a hierarchical relationship". Thesis, Université de Lorraine, 2019. http://www.theses.fr/2019LORR0121.
The general purpose of our thesis is, on the one hand, to study the influence of legitimacy of the manager on the motivation of his employee to exert effort and, on the other hand, to analyze how the manager integrates this potential influence into his behavior in order to bolster his authority. Finally, we are interested in strategies that the firm can design to bolster the legitimacy of its managers by choosing between several procedures of selection. Our approach is both theoretical, based on game theory, and empirical using experimental economics.First, we define a procedural legitimacy that consists in considering an executive as legitimate if he was promoted through a competition with no unfair treatment. Then, we define a meritocratic legitimacy that is the ability to master the operational task exerted by the employee. Finally, we define an aristocratic legitimacy, which is the ability of an individual to master managerial tasks.In a first chapter, we show that the future leader's effort during the competition is not necessarily a good way to bolster a procedural legitimacy because a very strong performance can just betray the fact that he has benefited from an advantage. Moreover, we show that the loser of the competition will always be a "bad loser" because his belief that he was disadvantaged during the competition will always be reinforced if he behaves with Bayesian rationality. The stake for the firm is then to delegate to an external entity the management of the selection of leaders to ensure that any unfair treatment presupposed during the competition does not provide any information regarding a potential unfair treatment in the future. In a second chapter, we show that to select on managerial abilities allows to increase the salary of executives even though these skills are less difficult to master. The reason is that it neutralizes the problems of rivalry between employees and executives and thus preserves the self-confidence of the one who has failed to be promoted (thus making it less costly to incentivize). The third chapter is an experimental work that aims to show that a meritocratic procedure incites the losers to actually ask for higher wage to compensate their discouragements following their failure
Neveu, Valérie. "La confiance organisationnelle : une approche en terme de contrat psychologique". Paris 1, 2004. http://www.theses.fr/2004PA010052.
Bromberg, Marcel. "Contrat de communication : persuasion et langage". Paris 8, 1999. http://www.theses.fr/1999PA081545.
Pak, Sim Tess, e 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.
Amani, Hamedani Mohammad Hossein. "Le contrat psychologique au sein des organisations : l'exemple des entreprises iraniennes". Bordeaux 4, 2010. http://www.theses.fr/2010BOR40018.
Emphasizing that the core of any organizations is certainly its human resource, how to manipulate it emerges as the fundamental question which could not be accomplished unless behavior, attitude and interactions of individuals are analyzed, requiring focus on psychological features of individuals. Knowing that employees' subjective understanding of (promissory-based) prospective reciprocal exchanges with organization as definition of Psychological Contract by Rousseau, here pursuing how this construct interrelates with prominent constructs and based on the literature review, resulting the main research question as "Could Job Flexibility and Participations through Human Resources Management and the relevant practices have significant impact on Psychological Contract which in turn will thereafter influence positively Job Satisfaction and Organzational Commitment as two major components relating strictly with organizational performance ?", We draw our research threee hypotheses comprising of six variables as Job Flexibility and Participation as two independent observed variables, Human Resource Management as latent and unobserved variable, Psychological Contract as médiator which mediates between Human Resource Management and the two final dependent variables : namely Job Satisfaction and Organizational Commitment. The relevant conceptual model shows how these variable are positioned and direction of influences. Thus the hypotheses seek for exploring and confirming that the two independant variables are components of Human Resource Management and it could meaningfully obtained and estimated based on them, then to test and derive the volume of its impact on Psychological Contract and finally such relation between Psychological Contract and last two dependant variables. The nature of data, questions and hypotheses necessitated implementing the deductive process and quantitative strategy after which five reliable and validated questionnaires were employed to accomplish measurement of variables. Implementing firstly the exploratory and confirmatory factor analysis and then running the structural equation modelling, we obtained satisfactory correlation coefficients and could justify high level of goodness-of-fit certifying consistency and validation of the model. The theoretical and managerial implications within Iranian context benefit managers how manage human resource to obtain better individual and organizational performance. Finally we think out model has added value concentrating on psychological contract
Kraak, Johannes. "L’impact du contrat psychologique sur les intentions de fin de carrière". Thesis, Toulouse 1, 2013. http://www.theses.fr/2013TOU10040/document.
Like other Western European countries, the Netherlands has witnessed an increase in the average age of its working population. Since a few years these changes have incited the Dutch government to review the taxation of private early retirement schemes and to push back the legal retirement age. At the same time companies are asking employees to be ever more employable, so that they can compensate for the loss of lifelong employment security. Although there are many stereotypes about the motivation and capabilities of older workers, these employees will now have to work longer and are more likely to change jobs and to continue developing themselves.The goal of this study was to examine how the contents of the employer-employee relationship, conceptualized through the psychological contract, influence two employability-related career intentions for a sample of employees aged 45-55 and active on the Dutch labor market. A second goal was to study how stereotypes influence this relationship.Our research model was realized through a quantitative study in which almost 1100 employees participated. We found that deficient/excess inducements and the level of fulfilment of specific psychological contract dimensions had different relationships with the career intentions of participants and that the seeing oneself as an older worker had a moderating effect on some of these relationships
Castaing, Sébastien. "Antécédents et effets de l'évaluation du contrat psychologique dans la fonction publique". Toulouse 1, 2006. http://www.theses.fr/2006TOU10052.
New public personnel management practices, which are implemented in the French civil service, generally aim to give greater importance to efficacy and efficiency in administrative functioning. Users expect a high-level public service quality; taxpayers expect to pay a low cost for it. These management practices could influence public employment relationship that is usually based on public service values as treatment equality, loyalty and public interest. Psychological contract concept is applied to understand the public employment relationship evolution in the French civil service. Individual perception of the promises fulfilment by the organization represents psychological contract evaluation. In the French civil service context, psychological contract is supposed to be based on public service ideology. During important organizational changes, psychological contract evaluation could notably influence servants work commitment. This thesis studies the psychological antecedents and the attitudinal consequences of psychological contract evaluation. It uses a deductive process. Research hypothesis were tested on a sample of 1023 servants
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/.
Human subjectivity has aroused throughout the years the curiosity of researchers all over the world. Due to steady changes in the work scenarios, organizational structures after Fordism viewed as adequate answers to management can no longer manage today fast changing cycles and the way individuals perform within social structures. In this context, psychological work contracts emerged and gained importance by their contribution to take into account the concerns from both sides in work relations. On those grounds, this study aimed to investigate psychological contracts, the understanding of their formation as processes, their modifications and continuity in work relationships in organizations. The achievement of those goals enabled through an exploratory descriptive study grounded on the hermeneutics of the narrative analysis. The data were gathered by the transcription of recorded semistructured interviews. The participants were managers and two other people of his/her team. One set of participants was chosen in three distinct organizations. The results grounded both the conceptual redefinition of psychological contracts and the proposition of a new model for their understanding. The findings corroborated the traditional theoretical topics concerning the formation of contracts earlier than the enrollment in the organization, however, also presented advances regarding seeing contracts as more complex and dynamic phenomena which operate in terms of editions and re-editions, as well as the better understanding how routine work is configured as the interactional space where the dynamics of mappings and adjustments take place. The study conclusions point out towards a redefinition of the work psychological contracts. Furthermore it introduces the idea of simultaneity of formation and adjustment processes and the conception of edition and re-edition opposing to the traditional school of psychological contracts as dynamics of continuity. Equally, it pointed out reciprocity and social exchange as pillars for the phenomena which can modify, adjust and set them in work relations. Managers can be seen as the anthropomorfization of the organizations even when bounded by contextual limits which may restrain or broaden the management of their psychological contracts. It is held that the psychological contracts do not only exist on the individual, but for and from historically built relationships. Finally, some considerations regarding the functionality and possibilities of the management of psychological contracts are made to recognize them as a contemporary tool for dynamic and complex environments as well as suggestions for future research
Levering, Kimery. "Contrast-based ideals constrain graded structure". Diss., Online access via UMI:, 2008.
Shepherd, Alex. "Pyschophysical studies of contrast colours". Thesis, University of Cambridge, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.361680.
Bragança, Nuno António de Noronha. "Impacto do contrato formal sobre o contrato psicológico: O caso da marinha portuguesa". Master's thesis, Instituto Superior de Psicologia Aplicada, 2001. http://hdl.handle.net/10400.12/363.
O conceito de contrato psicológico tem vindo a ser estudado por um número cada vez maior de académicos. Este conceito que será discutido nesta dissertação, é semelhante a outros constructos desenvolvidos em estudos organizacionais Estando associado a uma tradição da investigação organizacional nas relações de troca (Beard & Edwards, 1995), o conceito de contrato psicológico refere-se "à percepção que um indivíduo tem das obrigações recíprocas que existem com o seu empregador." O contrato psicológico decorre, assim, de convicções próprias do indivíduo enquanto empregado, quando acredita que existe uma obrigação em corresponder com determinadas contribuições em troca de incentivos específicos (Schalk & Freese, 1997), ou seja, são percepções de obrigações mútuas e não meras expectativas (Rousseau, 1990). Em primeiro lugar, os contratos psicológicos diferem entre si na sua extensão, sendo esta característica aquilo que os torna específicos. A duração do contrato, reflectindo o grau de envolvimento e investimentos em relações de longo prazo, é uma segunda dimensão dos contratos. Em terceiro lugar, os contratos variam, num contínuo, entre o tipo transaccional e relacional, sendo estes os dois tipos de contrato psicológico mais estudados (Castanheira & Caetano, 1998). Presumivelmente, os contratos psicológicos são importantes porque é esperado que os indivíduos com contratos relacionais versus contratos transaccionais pensem, sintam e se comportem de forma diferente para com a sua organização. Segundo Rousseau (1995), o indivíduo com um contrato psicológico do tipo transaccionai enfatiza os aspectos económicos da sua relação de emprego, preocupando-se em receber as recompensas financeiras que espera, estando disposto a sair se essas obrigações não se cumprirem. O indivíduo com um contrato do tipo relacional tem, por outro lado, um envolvimento mais pessoal com a sua organização e percepciona de forma mais vincada uma relação de longo prazo. Neste estudo foi abordado, assim, um assunto que se relaciona com a implementação de novas condições contratuais de trabalho e os tipos de contratos psicológicos que daí advêm, na Marinha Portuguesa, numa amostra de 400 indivíduos. O instrumento aplicado neste trabalho foi operacionalizado tendo por base um questionário já existente (Rousseau, 2000) sobre o qual foram conduzidas diversas técnicas estatísticas de onde resultaram um número de factores que se constituíram como novas variáveis. De seguida foi conduzida uma análise de variância multivariada e regressões múltiplas tendo os resultados apontado para a existência de diferenças significativas entre os dois grandes grupos em análise. O tipo de contrato formal estabelecido com a organização revela assumir o papel de preditor de maior magnitude para a grande maioria dos factores que caracterizam o tipo de contrato psicológico estabelecido com a organização, quer na perspectiva da relação de obrigação da organização para com o indivíduo, quer na outra situação considerada no estudo, a relação de obrigação na perspectiva do indivíduo para com a organização. Por fim, atendendo ainda aos resultados obtidos, procurou-se tipificar o contrato psicológico apresentado pelos indivíduos da amostra em estudo consoante o contrato formal que detinham com a organização. Esta tipificação aponta, neste caso e tendo presente o contínuo que caracteriza o contrato psicológico que, os indivíduos com um contrato formal em aberto -quadros permanentes- apresentam características maioritariamente relacionais, enquanto os indivíduos com contratos formal a termo certo - regime de contrato e voluntariado - apresentam, tendencialmente, características de um contrato psicológico mais transaccional.
De, Villartay Sophie. "Consommateurs et salariés face à une crise de réputation d'entreprise : une lecture par le contrat psychologique et l'identification organisationnelle". Thesis, Paris 1, 2020. http://www.theses.fr/2020PA01E035.
While there is an abundance of literature on reputation in the management sciences, the effects ofcorporate reputation crises on stakeholders have to be explored. Researches on the effects of thesecrises on employees are limited, and the phenomenon is still poorly understood among consumers. Theaim of this thesis is to gain a better understanding of the mechanisms and factors that amplify the crisisfor each of these two stakeholders. We propose to mobilize the analytical framework of thepsychological contract and organizational identification to better understand the phenomenon. In linewith the work of Fournier (1998) and Macneil (1980), a first study describes the mechanisms andperceptual dynamics of the business-customer relationship after negative information in the media: therupture, then the perceived or not perceived violation, of the psychological contract can explain whythe reputation crisis does not always lead to a change in consumer attitudes. A second research projectpresents the results of a qualitative study on a company subject to reputation damage and examines theway in which current employees integrate the reputation crisis into their psychological contract. Theanalysis reveals that organisational identification of employees could be a factor that amplifies theviolation of the psychological contract. These latter findings are quantitatively tested and confirmed ina third research study. Finally, our thesis provides Marketing and Human Resources departments withoperational tools to diagnose the reputation crisis, through an identification of the factors amplifyingthe crisis among employees and customers
Lefeuvre, Régis. "Rationalisation et contrat expérimental en situation de double soumission". Aix-Marseille 1, 2002. http://www.theses.fr/2002AIX10039.
Dossou-Yovo, Koffi. "Gouvernance et contrat psychologique en contexte clanique : cas de la Société Béninoise d'Energie Electrique (SBEE) et du Conseil National des Chargeurs du Bénin (CNCB), deux entreprises publiques". Thesis, Paris, CNAM, 2016. http://www.theses.fr/2016CNAM1113/document.
This thesis is an understanding of the recurring transgression of testing the framework of "good governance" imposed by the World Bank, opposite the finding of bad results Beninese public enterprises (former Dahomey). So it tries to answer a question: why are the mechanisms established, procedures and rules constantly violated in the public sector? Answering this question captures the causes of the remoteness of used performance businesses, in this context, from the perspective of socio-economic efficiency, user-customers satisfaction and good use of resources. This research is based on the idea that management practices must be part of the socio-cultural context and mobilizes the notion of clan as providing the basis for the formation of the suppliers and employees psychological contract of public companies in public procurement on the one hand, and employment relationships on the other. This promotes the context of transgressions of "good governance". There has been talk of exploring, SBEE and CNCB, if the clan logic based or not psychological contracts, prone transgressions, what separates these companies from performance.From Interviews conducted with stakeholders in public procurement (suppliers, internal organs award to the company) and employment relations (personal, leaders), operation of the documents collected within companies and narration of observed facts, it appears that the public company is represented as a clan. Also coexist political, ethnic and family clans as the "adoptive paternalism" whose action logics include transgressions involving the misuse of public resources and the dissatisfaction of the users-customers. However, the clan is not exclusive. The perception of public enterprises by the various stakeholders as well as the good faith of people, eager to bring their expertise to get out of unemployment, determine the psychological contracts. It happens, in general, that the psychological contract is subject to rupture, which is the source of great disappointment. This may not be definitive. With a fight of strength, hope or the advent of a new director, their former expectations / promises can be restored, corresponding to a recovery of the psychological contract. The performance of public enterprises is first of all, clanic. But, looking for the satisfaction of physiological needs by honest work is poorly exploited. The remoteness of public enterprises performance is enhanced by a set of converging factors including the clan, company representation as "a godsend to distribute" then search for job security in an unemployment context and particularly the fear of unemployment. On the factors listed above, what are the solutions to the transgressions? - First, the decline of the state of governance of public enterprises through the integration of outside directors, although not participating in their capital. - It is impossible to exclude the clan logic. However, the organizational rules must be implemented and the common goals of performance must be set and achieved together. - Develop the new rules on the principle of inclusiveness, ensure their proper dissemination / internalization and collective monitoring of their implementation. - Focus on work values and contribution to the nation. As perspective, research on the performance of public enterprises is based on the reality of the clan and representations help to better define the objectives to make them feasible
Llique, Ramírez Rosa Natalí, e González Erick Beyá. "Labor Instability in Peru and its Impacts on Psychology from a View of Psychoanalysis". Derecho & Sociedad, 2017. http://repositorio.pucp.edu.pe/index/handle/123456789/118434.
El presente artículo pretende brindar una visión más amplia acerca de la inestabilidad laboral como fenómeno que afecta a los trabajadores peruanos en los distintos regímenes laborales existentes, es decir, no sólo desde la perspectiva del Derecho Laboral, que es la rama que se ocupa de la misma en primera instancia, sino desde una perspectiva psicológica para lo cual se integrarán los conceptos psicoanalíticos utilizados por Sigmund Freud, así como mostrar, desde el punto de vista de los autores, que la inestabilidad laboral es un fenómeno que afecta a la salud tanto física, como psicológica y emocional del trabajador. Finalmente, los autores, pretenden brindar propuestas para lidiar con el problema de la inestabilidad laboral.
Guénéchault, Fanny. "L'anticipation du contrat culturel intraeuropéen : étude des processus psychiques à l'oeuvre dans l'anticipation du contrat culturel chez le citoyen français dans le contexte de la construction européenne". Amiens, 2010. https://tel.archives-ouvertes.fr/tel-00687299.
The present work has arisen from an interest in the meaning given by French citizen to two sociopolitical events on 2002, the circulation of Euro and the second tour of the presidential elections, this study treats psychic processes in the work in the anticipation of cultural european contact. After a way by the European and French contexts, we presented the frame of the intercultural psychology, necessary for our thought. We determined three processes susceptible to participate in the anticipation: MAD (Denoux, 1992), the ideological position of the subject towards the European construction, the cultural position of the subject in front of the European construction. The analysis of political speeches and eight talks of search allowed the elaboration of the tool of investigation, a questionnaire, made one's will with twenty subjects before its final shape. Composed of five parts, it was presented to a sample of one hundred and nineteen subjects. Hundred and ten questionnaires were considered valid and the results were subjected to an analysis of the CHI 2 of independence with the software STATVIEW. The main result is the validation of the hypothesis according to which the anticipation builds itself according to the subject's cultural location. Three intermediate variables are involved in the process: family's intercultural experience as structural element of the anticipation, the political orientation of the subject, as a contextual factor of anticipation and the meaning of the cultural position on a double axis, on the one hand the connection that the subject bears with cultural identity and on the other hand, his connection to the Other, explained by MAD. We thus conclude that the anticipation by the subject of the cultural contact, in the context of the European construction builds itself mainly according to the cultural position of the subject defined according to a double axis and with regard ti the meaning of context that the subject gives to the cultural identity, the family intercultural experience, process added to the political orientation of the subject, element concerning the context of the cultural contact
Mullenbach, Astrid. "La responsabilité des entreprises à l'égard de ses salariés : une approche par le contrat psychologique". Paris 1, 2006. http://www.theses.fr/2006PA010064.
Roberts, M. "Analyses of adaptation and contrast in speech perception". Thesis, University of Nottingham, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.356039.
Hayes, Rachel L. "How are second language phoneme contrasts learned". Diss., The University of Arizona, 2003. http://hdl.handle.net/10150/289939.
Herrbach, Olivier. "Le comportement au travail des collaborateurs de cabinets d'audit financier : une approche par le contrat psychologique". Toulouse 1, 2000. http://www.theses.fr/2000TOU10043.
Pérez, Becerra Liliana. "Les effets des politiques des ressources humaines sur le contrat psychologique : les cas des agents municipaux". Paris 5, 2010. http://www.theses.fr/2010PA05H125.
The workplace relationship consists of an agreement for the exchange of services between the employee and the employer. The terms and conditions of the pact are interpreted differently by each part. Each individual develops a "psychological contract" based on his perception of reciprocal promises and obligations. Studies show that the evaluation and implementation of this agreement has significant repercussions on the attitudes and behaviors of employees. In France, the concept of the "psychological contract" has not been deeply studied. International literature on the subject has mainly focused on the private sector. Our works aims to discover the particularities of this contract in the public sector, for local civil servants, a group which has not been analyzed but which has a very important position in the French employment market. Our research wants to contribute to debate both on a theoretical and in and operational basis: on one hand, we analyse the employee's perceptions of wage policies as one of the factors influencing the psychological contract; on the other hand, we explore the links between the perception of the breach of contract and how the employee places himself in terms of salary with regards to others. We find one of the first indicators of the existent reciprocity between organisational justice and psychological contract. Our work confirms in this way the existence of a link between procedural justice (perception of equality and transparency in wage policies) and the perception of a breach in the psychological contract. We also confirm the link between the perception of this breach and salary comparisons (distributive justice)
Wyatt, Jordan. "Contrast and Condensation in Analysis of Chess Games". Thesis, American University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10247673.
We created 4 sequences of chess moves intended (and verified) as sufficiently good (2 sequences), in play quality, or bad (2 sequences) to induce contrast. In experiment 1, 24 experienced chess-players (USCF Elo > 1300) watched these sequences and rated them with regards to overall quality (−100 to +100) and estimated Elo ratings, a proxy for play quality, of the players involved. In experiment 2, a different group of 24 experienced chess-players rated the sequences of chess games by “How much better did the winner play than the loser?” on a 1 to 7 scale. Results revealed negative contrast (experiment 1) and no evidence of condensation (experiments 1 and 2) as well as the potential that one’s own actual Elo may have anchored the ratings given to one set of stimuli.
Pohl, Muna [Verfasser]. "The Perception of Laryngeal and Length Contrasts in Early Language Acquisition / Muna Pohl". Konstanz : Bibliothek der Universität Konstanz, 2012. http://d-nb.info/1024853640/34.
Lakhdar, Motia Eddine. "L’engagement organisationnel lu sous le prisme du contrat psychologique : le cas de l’association AL AMANA microfinance – Maroc". Thesis, Paris, CNAM, 2018. http://www.theses.fr/2018CNAM1200/document.
This research is about the organizational commitment within a microfinance association after an organizational change. An exit strategy was put in place as part of this change and had an impact on the psychological contracts of the organizational agents and consequently on the relations that bind them to their organization (association).Our objective through the adoption of the psychological contract as a grid for reading AL AMANA's contracts is to explain the processes of evolution of the individual and collective psychological contracts of the organizational agents following the change event which constitutes, as we will see, a critical incident. This will help us to determine the intra-organizational and extra-organizational factors of the evolution of the psychological contracts that impact the resilience observed within the association and allowing it to exit the crisis
Soufflet, Audrey Emilie. "Les politiques de rétribution globale au service de la performance des agents publics : une analyse par la théorie du contrat psychologique dans les collectivités territoriales françaises". Thesis, Aix-Marseille, 2013. http://www.theses.fr/2013AIXM1130.
The French public sector has implemented for several years some policies aiming to reward public employees regarding to their performance. The mixed results of these initiatives led to question the relevancy of the pursued objectives (performance criteria) as well as the relevancy of the process and of the tools used for evaluating employee performance (policies, evaluation, tools, and so on). One of the most important results is probably the absence of a motivational impact of a performance-based remuneration. In this regard, our research aims to extend the concept of performance-based remuneration to the concept of total reward, including extrinsic and intrinsic rewards. We select the “psychological contract” framework of analysis to understand the impact of a total reward, within French local organizations, on public employees’ attitudes. We especially collect employees’ implicit expectations and perceptions for understanding the realization of the “psychological contract” and its impacts on the dyad employee-manager. Our results confirm the limited impact of extrinsic rewards for enhancing employee performance, captured through their attitudes. They show, on the contrary, the importance of intrinsic rewards for employee attractiveness and loyalty. We conclude that extrinsic and intrinsic rewards should be carefully combined by managers within a global and planned rewarding strategy appropriate to each local organization’s characteristics
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.
Mai-Nivoit, Catherine. "L’influence du contrat psychologique sur la formation organisationnelle : Recherche-action au sein d’un site de production automobile français". Thesis, Paris, CNAM, 2015. http://www.theses.fr/2015CNAM1007.
The Psychological Contract is defined as a belief of the employee on reciprocal obligations between himself and his employer, which is also based solely on the perception of the organization's promises but does not necessarily correspond to reality. Although this concept provides researchers with abundant literature, few studies have focused specifically on its relationship with organizational training. The literature review consulted for this research shows that socio-demographic, organizational and training characteristics influence the Psychological Contract and also that the objectives of organizational performance and employability, contextual factors and transfer of training contribute to the effectiveness of the training. The purpose of this action-research is to answer the question of the extent of the influence of the Psychological Contract on organizational training. The study sample consists of 119 unqualified workers in a French automotive production site. The first part of this research's results is dedicated to the study of the psychometric validity of the Psychological Contract's measurement tool, the "Psychological Contract Inventory" (PCI) and the influence of socio-demographic, organizational and formational variables on the Psychological Contract. The second part focuses on the influence of the realization of the Psychological Contract on training satisfaction. From the literature review and the results obtained, a theoretical model is proposed which would include the influence of individual, organizational and training characteristics of the employee's Psychological Contract and the influence of the realization of the Psychological Contract on training satisfaction. In the third part, the practical and theoretical implications of the results are discussed
Davies, Jim. "Correlation and consistent contrast biases shown in free sort categorization". Thesis, Georgia Institute of Technology, 1998. http://hdl.handle.net/1853/29448.
Kouma, Daouda. "Contrat de communication et réception publicitaire". Paris 8, 2000. http://www.theses.fr/2000PA081685.
Baker, Daniel Hart. "Interocular suppression and contrast gain control in human vision". Thesis, Aston University, 2008. http://publications.aston.ac.uk/1432/.
Puzdriac, Camelia. "Espace individuel et groupal pour penser la transition en Roumanie : approche psychosociologique clinique". Paris 10, 2008. http://www.theses.fr/2008PA100033.
At the end of the year 1989, the Romanian people entered a multi-dimensional period of transition. Along the 20th century, it went through a very sinuous period of its history - through monarchy, wars, temporary governments, a repositioning of its frontiers, a long communist period, followed by a short revolution that took place in a period of rather brutal mutations of the countries in the soviet block, even if Romania had a special position in this context. This research has been realized on four generations, by means of semi-coordinated individual and group interviews. It is about a clinical perspective on the daily life of the Romanian people, which analyses the relation of the individuals as a psychic, family group and social subject, through the instrumentality of a social contract, created by the communist regime. The ability a subject can create / find in himself in order to adapt to the post-communist period changes and to new external social groups - thus, to his own potential future - depends on a fragment of the irrepresentable psychological marks which he shares with the collective events which left a mark on the destiny of his predecessors and on his own delusive investment in these marks. All along the life histories of our participants, we emphasized the social contract established by the regime with the common citizen, depending on the characteristics of the tyrannical bond, on the perverse mechanism of creating and maintaining this contract and on the totalitarianism's effects on the psychic in Romania
Wood, Michael D. "Role of k-opioid receptor agonist U-50,488H in consummatory successive negative contrast". Fort Worth, Tex. : Texas Christian University, 2006. http://etd.tcu.edu/etdfiles/available/etd-07262006-161404/unrestricted/wood.pdf.
Wodociag, Sophie. "Les cadres pendulaires à l'international : caractérisation et analyse de leur relation au travail". Thesis, Grenoble, 2014. http://www.theses.fr/2014GRENA021/document.
Managers who commute internationally represent an emerging category of personnel. During their international missions, they commute weekly between their headquarters and other worldwide locations. They are neither expatriates, nor sedentary managers. Who exactly are they? What organizational policies and procedures have been implemented to manage and help them? Are their difficulties known and recognized? So many questions that the literature has not yet addressed, whereas the use of shortterm international mobility has increased by 10% since 2002 and a further mobility intensification is foreseen? in the next five years (20% increase). Following an exploratory objective, our research focused on the characterization of the managers who commute internationally and their relationship with the workplace. We utilized several methods (qualitative and quantitative methods, use of the diary study) and complementary theoretical frameworks (Job-Demands – Resources Model (Demerouti and al., 2001) and Psychological Contract (Rousseau, 1989)). Our work consisted of three studies. The first quantitative study (1.841 participants), lead through a partnership with APEC, examined the contours and characteristics of the managers who commute internationally, highlighting the similarity of their level of exhaustion and emotional well-being with that of national commuters and sedentary managers. It confirmed that this category of personnel, more diversified than the expatriates, more feminized, experts as well as managerial profiles, was characterized by a specific behavior. Through the collection of life stories (1 0 participants), the second study defined the psychological contract of the managers who commute internationally: those that sacrificed their time, to the detriment of their private life, in exchange of professional career and enrichment. Conflicts between private and professional life emerged when the international commuting threatened the family well-being; in this situation, spousal support was considered a primary resource. The third study (30participants), a diary study, highlighted the importance of certain resources to manage daily this kind of mobility: professional opportunities, development and psychological detachment limited the burnout level during the mission. Finally, recommendations were addressed in order to improve the organizational valorization of the managers who commute internationally. Indeed, these later are the intermediary between the headquarters and the subsidiaries of multinationals, they diffuse the organizational information and culture. They represent a fundamental intangible value that the organization has to care of
I quadri pendolari internazionali rappresentano una categoria di personale emergente. A seconda delle loro missioni internazionali, viaggiano ogni settimana tra la loro sede di lavoro e altri paesi per il mondo. Essi non sono né degli espatriati e né dei quadri tradizionali. Chi sono realmente? Quale strumento di gestione ha implementato l’azienda per inquadrarli? Si conoscono le loro difficoltà ? Sono queste prese in considerazione dall’azienda? Tante domande che la letteratura non ha ancora affrontato, mentre l'uso della mobilità internazionale a breve termine è aumentato del 10% dal 2002 e tenderà ad intensificarsi ulteriormente nei prossimi cinque anni, con una crescita prevista del 20%. Con un obiettivo esplorativo, questa ricerca si interessa alla caratterizzazione dei quadri pendolari nella mobilità internazionale e della loro relazione con il lavoro. Lo studio è basato su un insieme di metodologie diversificate (metodologia qualitativa, analisi di dati quantitativi, uso del metodo diary study), su dei modelli teorici di analisi complementari (il JD-R Model (Demerouti et al., 2001) ed su il contratto psicologico (Rousseau, 1989). 3 studi complementari sono stati condotti. Il primo studio quantitativo (1 841 partecipanti) è concentrato sull'esame dei contorni e caratteristiche dei quadri pendolari internazionali, mettendo in evidenza la similarità del loro livello di esaurimento e di benessere emotivo con quello dei pendolari nazionali e quadri sedentari ; ha confermato che questa categoria di personale, più diversificata degli espatriati, più femminilizzata, includendo dei profili sia di esperti che di manager, si comporta in un determinato modo. Attraverso la raccolta di storie di vita (10 partecipanti), il secondo studio, a sua volta, ha definito il contratto psicologico dei quadri pendolari internazionali, essi sacrificano (a discapito della loro vita privata) il loro tempo in cambio di una evoluzione e di un arricchimento professionali. I conflitti tra le sfere di vita emergono quando il pendolarismo internazionale minaccia il benessere delle famiglie; il sostegno del coniuge si presenta allora come una risorsa fondamentale. Infine, il terzo studio (30 partecipanti), di tipo diary study, ha evidenziato l'importanza di alcune risorse per la gestione quotidiana di questo tipo di mobilità: opportunità di sviluppo professionale e distacco psicologico potrebbero contenere il livello di esaurimento professionale durante le trasferte. Infine, sono state suggerite delle raccomandazioni affinché le organizzazioni imparino a valorizzare questa categoria di personale che, facendo spola tra la sede centrale e le filiali delle multinazionali, è portatrice dell’informazione e della cultura dell’ organizzazione e costituisce un rilevante valore immateriale dell’azienda stessa
Dimitrakopoulos, Christos. "The contrast effect in judgments of physical attractiveness of self and others". Thesis, University College London (University of London), 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.243370.
Boyle, J. Patrick. "Suspicion: Assimilation and Contrast Effects of a Primed Social Evaluative Mind-Set". W&M ScholarWorks, 2001. https://scholarworks.wm.edu/etd/1539626340.
Trentzsch-Joye, Sabine. "Rupture du contrat psychologique, stress et souffrance au travail : une recherche réalisée au sein du dispositif souffrance au travail du CHU Toulouse-Purpan". Phd thesis, Université Toulouse le Mirail - Toulouse II, 2011. http://tel.archives-ouvertes.fr/tel-00634276.
Ouattara, Kiyali. "Les contrats psychologiques des comptables libéraux aujourd'hui". Thesis, Paris, CNAM, 2018. http://www.theses.fr/2018CNAM1216/document.
This thesis explores the forms of commitment and provides an answer to the question: What is becoming of the normative contract of chartered accountants in a context of change of their profession? We crossed two theoretical fields: that of the organizational behavior with the theory of the psychological contract and the sociology of the professions with the integrated model of De Rozario (2006). We conducted 20 qualitative interviews with chartered accountants and mobilized an analysis grid based on the psychological contract theory that takes into account human and non-human contract makers. The results allow us to say that despite the current contractual violations and transitions, the profession of liberal accountants continues to lead to a commitment through its normative contract. The latter comprises three individual psychological contracts which are transactional, transitional and relational contracts. Current changes are leading to increasingly complex transactional psychological contracts with networks of experts and a relational psychological contract with management tools, especially digital devices, to respond to the crisis they face. Finally, the relational contract with the profession reduces today to its diploma component, moving towards relational contracts of expert networks of proximity
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/.
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.
Theodosiou, Ioannis E. "Essential elements in international contract negotiations". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2006. http://library.nps.navy.mil/uhtbin/hyperion/06Jun%5FTheodosiou.pdf.
Morrison, Jeffrey Glenn. "The effects of hue and contrast on binary classification". Thesis, Georgia Institute of Technology, 1987. http://hdl.handle.net/1853/28758.
Morton, Jane Elizabeth. "Order effects in auditors' internal control judgments: Belief perseverance versus the contrast effect". Diss., The University of Arizona, 1993. http://hdl.handle.net/10150/186314.
Liao-Troth, Matthew Allen. "The psychological contract of volunteer workers and its consequences". Diss., The University of Arizona, 1999. http://hdl.handle.net/10150/288936.