Дисертації з теми "Violation du contrat"
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1
Bieri, Laurent. "Une analyse économique des sanctions en cas de violation du contrat d'entreprise." Bâle Helbing & Lichtenhahn, 2005. http://deposit.ddb.de/cgi-bin/dokserv?id=2674841&prov=M&dokv̲ar=1&doke̲xt=htm.
2
Douche-Doyette, Nathalie. "La sanction de la violation du droit de la consommation dans les contrats de consommation." Thesis, Université de Lorraine, 2012. http://www.theses.fr/2012LORR0226/document.
Анотація:
La seconde moitié du XXème siècle a été marquée par l'avènement de la sociétéde consommation et, corrélativement, par l'apparition d'un droit nouveau dont l'objectif est de protéger les consommateurs : le droit de la consommation. Il se définit par sa finalité comme l'ensemble des règles dont l'objet est de protéger les intérêts des consommateurs et s'applique essentiellement dans les contrats de consommation. Aucun régime général de la sanction de la violation des dispositions consuméristes n'a été organisé par le législateur. Les sanctions prévues sont majoritairement des sanctions pénales, les sanctions civiles sont alors celles du droit commun des contrats.A partir du droit positif, l'étude cherche à construire un régime spécial de la sanction, commun à tous les contrats de consommation. L'étude est orientée vers la recherche de sanctions efficaces, qui permettent de renforcer l'effectivité de la règle de droit et la protection des consommateurs. Elle distingue nécessairement l' analyse de l'efficacité de la fonction réparatrice de la sanction, qui est conditionnée par la prise en compte de la situation de la victime du comportement sanctionné, et l'analyse de l'efficacité de la fonction dissuasive de la sanction qui est conditionnée par la prise en compte de la situation de l'auteur du comportement sanctionnéThe second half of the 20th century has been marked by the emergence ofconsumer society and correspondingly by the evolution of a new area of law: consumer law. This field of law can be defined as a body of rules aiming at protecting the interests of consumers and which is essentially applied in the context of consumer contracts. The legislator has not established a general system of sanctions for the violation of consumer law provisions. The sanctions are mostly criminal in nature, while the civil sanctions are those provided for by general contract law.On the basis of the existing rules this thesis aims to establish a specific system ofsanctions common to all consumer contracts. The thesis is governed by the search for adequate sanctions which would increase the effectiveness of the legal rules as well as the effectiveness of the protection of consumers. The effectiveness of the reparative function of the sanctions is analysed separately from the effectiveness of their deterrent function. This distinction is necessary, since the reparative function of sanctions is determined by the situation of the victim of the violation of the rules, whereas the deterrent function of sanctions takes into account the situation of the person responsible for the violation
3
Chandler, John-Matthieu. "La loyauté du mandataire." Electronic Thesis or Diss., Paris 1, 2022. http://www.theses.fr/2022PA01D069.
Анотація:
La présence du devoir de loyauté en droit des contrats interroge tant il paraît faire double emploi avec la bonne foi. La première ambition de la thèse consiste à déterminer la place et la fonction de chacune de ces normes. L’analyse permet de relever qu’elles ne traduisent pas le même concept. La bonne foi traduit celui de fidélité à la parole donnée, et la loyauté, celui de dévouement. Par nature, le champ d’application du devoir de loyauté est donc limité. Pour l’essentiel, il se réduit aux relations où l’une des parties reçoit un pouvoir de représentation comme dans le mandat. La deuxième ambition de la thèse consiste à en rationaliser les manifestations dans ce contrat où il s’exprime avec la plus forte intensité. Enfin, au regard de la faiblesse des sanctions dont son manquement fait l’objet en droit positif, la dernière ambition de la thèse consiste à proposer une réhabilitation de la fonction punitive de la responsabilité civile et à repenser les sanctions susceptibles d’être prononcéesThe presence of the duty of loyalty in contract law raises questions, since it seems to duplicate the duty of good faith. The first ambition of the thesis is to determine the place and function of each of these norms. The analysis shows that they do not express the same concept. Good faith translates the concept of fidelity to one's word, and loyalty, that of devotion. By its very nature, the scope of the duty of loyalty is therefore limited. For the most part, it is limited to relationships where one of the parties receives a power of representation, as in the mandate (agency). The second ambition of the thesis is to rationalize its manifestations in this contract where it is expressed with the greatest intensity. Lastly, in view of the weakness of the sanctions of which its breach is the object in positive law, the last ambition of the thesis consists in proposing a rehabilitation of the punitive function of civil liability, and in rethinking the sanctions that can be pronounced
4
Naulleau, Mickaël. "La normalisation du deuil dans l'entreprise face à l'ab-sens de la relation d'emploi: Une étude mixte et longitudinale sur les perceptions de brèche et de violation du contrat psychologique des salariés d'une société de Travail Temporaire." Phd thesis, Université de Nantes, 2010. http://tel.archives-ouvertes.fr/tel-00845413.
Анотація:
La thèse questionne le devenir du " contrat implicite " qui lie un salarié à une entreprise. L'extrême variabilité des conditions économiques et sociales mais aussi la révision conséquente des configurations organisationnelles conduisent chacun des acteurs à devoir opérer une redéfinition plus ou moins profonde de ses attentes à l'égard de l'entreprise. D'aucun ne peut faire l'économie d'une interrogation de " ce " qui fonde sa relation d'emploi... pas même le manager. La recherche questionne l'épreuve subjective imposée par les modifications organisationnelles sur la relation d'emploi par un regard théorique pluridisciplinaire (gestion/management et psychanalyse) sur les perceptions de brèche et de violation du contrat psychologique et par la mise en œuvre d'une approche méthodologique exploratoire mixte (quantitative et qualitative) et longitudinale. Elle vise à la fois à comprendre les résistances éventuelles à toutes formes de changement, les réactions attitudinales, comportementales et psycho-sociales conséquentes ou encore, les moyens dont dispose l'entreprise pour intégrer cette dimension subjective dans ses pratiques.
5
Naulleau, Michaël. "La normalisation du deuil dans l'entreprise face à l'ab-sens de la relation de travail : une étude mixte et longitudinale sur les perceptions de brèche et de violation du contrat psychologique des salariés d'une société de travail temporaire." Nantes, 2010. http://www.theses.fr/2010NANT4032.
Анотація:
La thèse questionne le devenir du « contrat implicite » qui lie un salarié à une entreprise. L'extrême variabilité des conditions économiques et sociales mais aussi la révision conséquente des configurations organisationnelles conduisent chacun des acteurs à devoir opérer une redéfinition plus ou moins profonde de ses attentes à l'égard de l'entreprise. D'aucun ne peut faire l'économie d'une interrogation de « ce » qui fonde sa relation d'emploi. . . Pas même le manager. La recherche questionne l'épreuve subjective imposée par les modifications organisationnelles sur la relation d'emploi par un regard théorique pluridisciplinaire (gestion/management et psychanalyse) sur les perceptions de brèche et de violation du contrat psychologique et par la mise en œuvre d'une approche méthodologique exploratoire mixte (quantitative et qualitative) et longitudinale. Elle vise à la fois à comprendre les résistances éventuelles à toutes formes de changement, les réactions attitudinales, comportementales et psychosociales conséquentes ou encore, les moyens dont dispose l'entreprise pour intégrer cette dimension subjective dans ses pratiques.
6
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.
Анотація:
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.
7
Sutton, Gigi. "An integrated model of job satisfaction : expectations, experiences and psychological contract violation." Thesis, Queensland University of Technology, 2000.
8
Sousa, Diogo Miguel Gaspar de. "Preventing atomicity violations with contracts." Master's thesis, Faculdade de Ciências e Tecnologia, 2013. http://hdl.handle.net/10362/11471.
Анотація:
Concurrent programming is a difficult and error-prone task because the programmer
must reason about multiple threads of execution and their possible interleavings. A concurrent program must synchronize the concurrent accesses to shared memory regions,
but this is not enough to prevent all anomalies that can arise in a concurrent setting. The programmer can misidentify the scope of the regions of code that need to be atomic, resulting in atomicity violations and failing to ensure the correct behavior of the program.
Executing a sequence of atomic operations may lead to incorrect results when these operations are co-related. In this case, the programmer may be required to enforce the
sequential execution of those operations as a whole to avoid atomicity violations. This
situation is specially common when the developer makes use of services from third-party packages or modules.
This thesis proposes a methodology, based on the design by contract methodology,
to specify which sequences of operations must be executed atomically. We developed an
analysis that statically verifies that a client of a module is respecting its contract, allowing the programmer to identify the source of possible atomicity violations.Fundação para a Ciência e Tecnologia - research project Synergy-VM(PTDC/EIA-EIA/113613/2009)
9
Lucas, Colleen M. "The effect of social accounts on psychological contract violation." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0015/MQ48022.pdf.
10
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.
Анотація:
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.
11
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.
Анотація:
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
12
Cassar, Vincent. "Identifying and investigating the component forms of psychological contract violation." Thesis, Birkbeck (University of London), 2004. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.676902.
13
Wu, Dan. "Ontology Integration with Non-Violation Check and Context Extraction." Licentiate thesis, KTH, Programvaruteknik och Datorsystem, SCS, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-117555.
Анотація:
Matching and integrating ontologies has been a desirable technique in areas such as data fusion, knowledge integration, the Semantic Web and the development of advanced services in distributed system. Unfortunately, the heterogeneities of ontologies cause big obstacles in the development of this technique. This licentiate thesis describes an approach to tackle the problem of ontology integration using description logics and production rules, both on a syntactic level and on a semantic level. Concepts in ontologies are matched and integrated to generate ontology intersections. Context is extracted and rules for handling heterogeneous ontology reasoning with contexts are developed. Ontologies are integrated by two processes. The first integration is to generate an ontology intersection from two OWL ontologies. The result is an ontology intersection, which is an independent ontology containing non-contradictory assertions based on the original ontologies. The second integration is carried out by rules that extract context, such as ontology content and ontology description data, e.g. time and ontology creator. The integration is designed for conceptual ontology integration. The information of instances isn't considered, neither in the integrating process nor in the integrating results. An ontology reasoner is used in the integration process for non-violation check of two OWL ontologies and a rule engine for handling conflicts according to production rules. The ontology reasoner checks the satisfiability of concepts with the help of anchors, i.e. synonyms and string-identical entities; production rules are applied to integrate ontologies, with the constraint that the original ontologies should not be violated. The second integration process is carried out with production rules with context data of the ontologies. Ontology reasoning, in a repository, is conducted within the boundary of each ontology. Nonetheless, with context rules, reasoning is carried out across ontologies. The contents of an ontology provide context for its defined entities and are extracted to provide context with the help of an ontology reasoner. Metadata of ontologies are criteria that are useful for describing ontologies. Rules using context, also called context rules, are developed and in-built in the repository. New rules can also be added. The scientific contribution of the thesis is the suggested approach applying semantic based techniques to provide a complementary method for ontology matching and integrating semantically. With the illustration of the ontology integration process and the context rules and a few manually integrated ontology results, the approach shows the potential to help to develop advanced knowledge-based services.QC 20130201
14
Scheetz, Andrea M. "The Effect of Psychological Contract Violations on Employee Intentions to Report Fraud." Case Western Reserve University School of Graduate Studies / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=case1459529297.
15
Lombardi, Jorge. "La responsabilité des tiers complices de la violation d'une obligation contractuelle dans le droit panaméen." Paris 2, 2000. http://www.theses.fr/2000PA020049.
16
Johnson, Nicole Annette. "An Examination of the Relational Aspects of Leadership Credibility, Psychological Contract Breach and Violation, and Interactional Justice." Diss., Virginia Tech, 2009. http://hdl.handle.net/10919/37557.
Анотація:
Especially during times of intense change, managers may negatively impact the quality of employee-manager relationships by breaching or violating psychological contract terms and exhibiting unfair treatment (i.e., interactional injustice) in the workplace. A psychological contract is conceptualized as an exmployee's perception or individualistic belief about the reciprocal and promissory nature of the employment relationship (Argyris, 1960; Levinson, Price, Munden, Mandl, & Solley, 1966; Rousseau, 1989, 1990, 1995; Schein, 1965, 1994). Misperceptions surrounding contractual changes and perceived misalignments between managers' words and deeds have contributed to employee perceptions of contract breach and violation, which are linked to negative employee attitudes and behaviors (Andersson, 1996; Morrison & Robinson, 1997; Pate, Martin, & Staines, 2000; Rousseau, 1995). Employees may simultaneously experience interactional injustice when managers act in disparaging ways and fail to provide adequate explanations (Bies, 1989; Bies & Moag, 1986).
Leadership literature has provided evidence that high-quality leadership can positively influence employees' behaviors and attitudes and increase perceptions of workplace fairness (Dirks & Ferrin, 2002; Kickul, Gundry, & Posig, 2005; Kouzes & Posner, 2003). However, the relational role of leadership credibility, within the context of psychological contract breach and violation and interactional justice, has not been examined in leadership, psychological contract, and organizational justice literatures. This study was designed to explore the relationships between leadership credibility, interactional justice, and psychological contract breach and violation. The results of the study confirmed that employees' perceptions about leaders' credibility does strongly relate to managerial violation, interpersonal justice, and informational justice.Ph. D.
17
Zottoli, Michael A. "Understanding the process through which breaches of the psychological contract influence feelings of psychological contract violation: an analysis incorporating causal, responsibility and blame attributions." The Ohio State University, 2003. http://rave.ohiolink.edu/etdc/view?acc_num=osu1054515958.
18
Spies, Alan R. "Psychological contract violations in pharmacy students and their affect on outcomes /." Full text available from ProQuest UM Digital Dissertations, 2006. http://0-proquest.umi.com.umiss.lib.olemiss.edu/pqdweb?index=0&did=1324368201&SrchMode=1&sid=5&Fmt=2&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1218815711&clientId=22256.
19
Strydom, Chanette. "The psychological contract of designated and non-designated groups in a financial institution / C. Strydom." Thesis, North-West University, 2009. http://hdl.handle.net/10394/5035.
Анотація:
Due to socio-political transformation, South Africa has been subjected to dramatic changes that influenced employment relationships, employment contracts between employees and employers arid the psychological contract of employees. Due to all these socio-political changes different groups of employees experience differences in their psychological contracts and have certain expectations that their organisation should fulfil. The general objective of this research is to determine the psychological contract of designated and non-designated groups of a banking institution in the North West Province. A cross-sectional survey design was used to collect the data and reach the objectives of this study. Stratified random sample (n = 131) was taken from permanently appointed designated and non-designated employees of different branches in a South African banking institution in the North West Province. A structured, self-completion questionnaire was used to collect the data. The Psycones Questionnaire and discrimination and affirmative action questions were selected from different existing questionnaires and were used to compile the questionnaire.
Descriptive statistics (e.g. means, standard deviations, skewness and kurtosis) were used to analyse the data. Pearson product-moment correlation coefficients were used to assess the relationships between the variables. Multiple regression analyses were used to investigate the effects of the variables in this study, multivariate analysis of variance (MANOVA) was performed to assess the differences in the experience of affirmative action policies of demographic groups. Item-level analysis is performed by using analysis of variance (ANOVA). The results indicated that designated and non-designated groups of employees do not experience a difference in their breach or violation of their psychological contracts when affirmative action policies are correctly implemented and communicated. Based on the findings of this study organisations are advised to ensure that affirmative action policies are implemented correctly and communicated to all groups of employees, and then designated and non-designated employees would not differ in their experience of violation in their psychological contracts. Limitations in the research are identified and recommendations were made.Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2010.
20
Le, Thi Bao Quynh, and Taha Javaid. "Leader Member Exchange Theory and Psychological Contract Fulfillment: An Empirical Study in a Vietnamese Organization." Thesis, Högskolan i Halmstad, Akademin för ekonomi, teknik och naturvetenskap, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-42722.
Анотація:
Background: Leader member exchange (LMX) theory focuses on the different associations established by the leaders with their followers through a system of exchanges (high quality and low exchanges), whereas a psychological contract is a tacit agreement between the employer and employee and comprises of employee's beliefs regarding the mutual obligations between the employee and an employer. Since an organization communicates and negotiates through its representatives which indicates people in managerial positions, it is meaningful to draw that the relationship quality between employee and their supervisors may affect the tacit agreement between the employee and organization. Though prior integration of Leader Member Exchange theory and Psychological contract has established the link between these two area of literature, as well as LMX dimensions to Psychological contract fulfilment, there is no empirical study taken place in Asia where Anand, Hu, Liden and Vidyarthi (2011) once observed that LMX and its dimensions may operate differently in more collectivistic and higher power distance cultures. Therefore, this research aims to examine the two main aspects of literature in one of the leading construction management of Asia located in Vietnam. Research questions: Does LMX improve psychological contracts between the organization and the employees? Sub-research question: What is the effect of LMX dimensions on psychological contract fulfilment? Is there any right mix of LMX dimensions in the organization that positively affects the psychological contract? Purpose: The purpose of this study is to examine the interaction effects of leader-member exchange (LMX) and its dimensions on psychological contracts in one specific organization, in other words, it investigates to answer if the different quality exchanges between the leaders/managers with employees support to enhance better mutual obligations between them and give negative or positive effects to the psychological contracts. Secondly, it figures out what exactly is the effect of LMX dimensions on psychological contract fulfilment. Practically, it is to help the researchers and practitioners recognize the increasingly important role of psychological contract which is normally unwritten in formal contract but otherwise gives huge negative influence which results in losing employee’s retention and loyalty. Accordingly, by generating “leader-member exchange” more effectively, the leaders will distribute and/or exchange resources toward the employees better which results in better employee retention and talent management strategies, directly contributing to the organization’s long term sustainable development. Theoretical framework: Articles were used for this thesis were meticulously chosen, focusing on reliable sources and quality content that cover the theoretical background of both main research area of Psychological contracts and Leader-Member Exchange during their historical research until recent. Particular information of the empirical organization and the related industry were brought from the organization and related reports and professional analysis from industry experts. Method: This is a cross-sectional study whose methodology choice is a Mixed methods research which inquires the involvement of both quantitative and qualitative data, integrating these two forms of data with narrative analysis. The data was collected from a construction management organization consists of 385 employees. It adopted interpretivism philosophy in order to create new, richer understandings and interpretations of issues related to social worlds and context, in particular exploring the issue of whether LMX theory have an influence on psychological contracts fulfilment. It follows a deductive reasoning as its main approach. Discussion and Conclusion: Based on the results of respondents’ surveys and the interpretation of the attendants from Focus Group, the discussion was structured and analyzed in line with the structure of the theoretical framework. The study reveals that the psychological contract fulfillment depends not only on the right combination of LMX dimensions and the concern of those most important dimensions but also the distinct characteristics of the organization which concern about their organization behavior and industry features. The study also provides solutions to leaders in order to overcome the problems associated with LMX that can lead to psychological contract breach. Originality/Value – This is the first study that focuses on examining the effect of LMX and its dimensions on psychological contract fulfilment in an Asian country.
21
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.
22
Rever-Moriyama, Sandra D. "Do unto others, the role of psychological contract breach, violation, justice, and trust on retaliation behaviours." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0021/NQ47911.pdf.
23
Yazbek, Philip. "The relationship between emotional intelligence and the psychological contract : an exploratory case study / Philip Yazbek." Thesis, North-West University, 2009. http://hdl.handle.net/10394/4348.
24
Phillips, Sarah Elizabeth. "The relationship between person-organization fit, attribution theory, and psychological contract violations within organizational settings." CSUSB ScholarWorks, 2003. https://scholarworks.lib.csusb.edu/etd-project/2291.
25
Le, Roux Charles Hendrik. "The idiosyncratic deal of employees and work outcomes at an academic institution / C.H. Le Roux." Thesis, North-West University, 2012. http://hdl.handle.net/10394/10289.
Анотація:
Every society has jobs that need to be done in order to survive and to improve its members’ subjective well-being. Work is an important source of individuals’ subjective well-being. Employees within higher education institutions face a complex environment and play an important role in the reconstruction and development in South Africa. Employees are experiencing more challenges in the workplace than ever before. They spend more time at work and because they have less leisure time, they have fewer opportunities of seeking meaning in their lives. These factors have an impact on the well-being and happiness of employees in higher education institutions. The aim of this study was to investigate the relationship between employees’ work experience, type of contract and work outcomes of employees at a higher education institution. A cross-sectional survey design was used with 483 employees at a higher education institution and a response rate of 62% (N = 300) was obtained. The measuring instruments used in this study included the Psychological Contract Across Nations (PSYCONES), Employment Contract Scale, Job Satisfaction Scale, Mental Health Continuum - Short Form and Intention to Quit Scale. Exploratory factor analyses and Cronbach alpha coefficients were computed to determine the construct validity and reliability of the measures. Pearson correlation coefficients, multivariate analysis of variance, one-way analysis of variance and hierarchical regression analyses were used to examine the relationship between the constructs in this study. Bootstrap-estimated confidence intervals were used to assess the significance of indirect effects. The results of study 1 confirmed the validity and reliability of measures (except for the social contract). Age, tenure and gender had statistically significant effects on the fulfilment of one dimension of the psychological contract, namely work conditions. Younger people with less tenure experienced more fulfilment of the psychological contract (regarding work conditions). Tenure also impacted psychological contract violation. Type of contract (permanent versus temporary) impacted the fulfilment of the psychological contract (specifically work conditions). Males (compared to females) experienced more fulfilment of the psychological contract (regarding work conditions) and less violation of the psychological contract. Tenure and type of contract were also related to experiences of the employment contract. The results of study 2 showed that psychological contract violation, job dissatisfaction and lack of flourishing directly impacted turnover intention. Lack of psychological contract fulfilment indirectly impacted job dissatisfaction and languishing via psychological contract violation. The employment contract did not have a statistically significant effect on job satisfaction, flourishing and turnover intention of employees in a higher education institution. Psychological contract violation indirectly impacted turnover intention via job dissatisfaction and languishing of employees. The results of this study confirmed the important role of fulfilment of the psychological contract and non-violation of the psychological contract regarding job satisfaction, flourishing and retention of employees in a higher education institution. Recommendations were made for future research.MCom, Labour Relations Management, North-West University, Vaal Triangle Campus, 2012
26
Robinson, Jonathan Edward. "Expectancy violation in visual perception: Characterising the brain signals of prediction error." Thesis, Queensland University of Technology, 2018. https://eprints.qut.edu.au/123710/1/Jonathan_Robinson_Thesis.pdf.
Анотація:
The brain generates internal models of the world to interpret incoming information and predict future sensation. These models need to be constantly updated so as to maintain accurate predictions. Fundamental to this is the signalling of violated expectations when new evidence contradicts predictions. Recent evidence has identified a candidate brain signal of violated expectation in visual perception. Here I investigate the operating characteristics of this signal and the extent to which it is consistent with indexing visual surprise. Over four experiments I robustly demonstrate response characteristics supporting current theoretical frameworks of predictive coding in the brain.
27
Grobler, Alida Jacoba. "The psychological contract and leadership styles : performance of a semi-professional rugby team / A.J. Grober." Thesis, North-West University, 2011. http://hdl.handle.net/10394/4385.
Анотація:
This dissertation examines the influence of the psychological contract and leadership styles on the perceived performance of semi-professional rugby teams. Little research has connected the psychological contract and sport, and little research has investigated the effect of specific leader behaviours on the performance of sport teams. It was therefore the objective of this dissertation to analyse the content of the psychological contract of rugby team members, and to determine the correlation between the psychological contract and the perceived performance of rugby team members. This dissertation also set out to analyse the content of the preferred leadership style of the team captain and the own leadership style of team members, and to determine the correlation between leadership styles and perceived performance.
A longitudinal research design was chosen, along with a non-probability sampling technique. The sample consisted of rugby team members from a prominent rugby-playing university in South Africa. Questionnaires were used to investigate the content of the psychological contract and preferred leadership style and own leadership style, as well as their relationship to perceived performance. The results indicated no correlation between the psychological contract and perceived performance, nor any correlation between leadership styles and perceived performance. A strong correlation, on the other hand, was found between the preferred leadership style of the team captain and the own leadership style of team members. A strong correlation between institute obligations and player obligations was also established.Thesis (M.Com. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2011.
28
Roberts, Michael James. "The sensitivity of expected utility violations to the experimental design: how context affects risky choice." Thesis, Montana State University, 1994. http://etd.lib.montana.edu/etd/1994/roberts/RobertsM1994.pdf.
Анотація:
Expected Utility Theory is tested under different question contexts. It is hypothesized that previously cited independence violations may result from experimental biases rather than a shortcoming of the Theory. An experimental survey presents risky choice questions as lotteries and as "real life" scenarios to test the relative frequency of independence violations under different test conditions. Simple proportion-difference test statistics show that some choice pairs elicit significantly different choices under the scenario contexts. A more sophisticated analysis, using logit regression models, finds that the scenario contexts reduce choice biases caused by the similarity of the alternatives. Choices over scenario-contexts are found to be consistent with Expected Utility Theory. Violations of Expected Utility Theory over lottery contexts are attributed to the similarity of the alternatives.
29
Bankins, Sarah Maria. "Investigating the dynamics of the psychological contract : how and why individuals' contract beliefs change." Thesis, Queensland University of Technology, 2012. https://eprints.qut.edu.au/53135/1/__qut.edu.au_Documents_StaffHome_StaffGroupH%24_halla_Desktop_Sarah_Bankins_Thesis.pdf.
Анотація:
The overall objective of this thesis is to explore how and why the content of individuals' psychological contracts changes over time. The contract is generally understood as "individual beliefs, shaped by the organisation, regarding the terms of an exchange agreement between individuals and their organisation" (Rousseau, 1995, p. 9). With an overall study sampling frame of 320 graduate organisational newcomers, a mixed method longitudinal research design comprised of three sequential, inter-related studies is employed in order to capture the change process.
From the 15 semi-structured interviews conducted in Study 1, the key findings included identifying a relatively high degree of mutuality between employees' and their managers' reciprocal contract beliefs around the time of organisational entry. Also, at this time, individuals had developed specific components of their contract content through a mix of social network information (regarding broader employment expectations) and perceptions of various elements of their particular organisation's reputation (for more firm-specific expectations).
Study 2 utilised a four-wave survey approach (available to the full sampling frame) over the 14 months following organisational entry to explore the 'shape' of individuals' contract change trajectories and the role of four theorised change predictors in driving these trajectories. The predictors represented an organisational-level informational cue (perceptions of corporate reputation), a dyadic-level informational cue (perceptions of manager-employee relationship quality) and two individual difference variables (affect and hardiness). Through the use of individual growth modelling, the findings showed differences in the general change patterns across contract content components of perceived employer (exhibiting generally quadratic change patterns) and employee (exhibiting generally no-change patterns) obligations. Further, individuals differentially used the predictor variables to construct beliefs about specific contract content. While both organisational- and dyadic-level cues were focused upon to construct employer obligation beliefs, organisational-level cues and individual difference variables were focused upon to construct employee obligation beliefs.
Through undertaking 26 semi-structured interviews, Study 3 focused upon gaining a richer understanding of why participants' contracts changed, or otherwise, over the study period, with a particular focus upon the roles of breach and violation. Breach refers to an employee's perception that an employer obligation has not been met and violation refers to the negative and affective employee reactions which may ensue following a breach. The main contribution of these findings was identifying that subsequent to a breach or violation event a range of 'remediation effects' could be activated by employees which, depending upon their effectiveness, served to instigate either breach or contract repair or both. These effects mostly instigated broader contract repair and were generally cognitive strategies enacted by an individual to re-evaluate the breach situation and re-focus upon other positive aspects of the employment relationship. As such, the findings offered new evidence for a clear distinction between remedial effects which serve to only repair the breach (and thus the contract) and effects which only repair the contract more broadly; however, when effective, both resulted in individuals again viewing their employment relationships positively.
Overall, in response to the overarching research question of this thesis, how and why individuals' psychological contract beliefs change, individuals do indeed draw upon various information sources, particularly at the organisational-level, as cues or guides in shaping their contract content. Further, the 'shapes' of the changes in beliefs about employer and employee obligations generally follow different, and not necessarily linear, trajectories over time. Finally, both breach and violation and also remedial actions, which address these occurrences either by remedying the breach itself (and thus the contract) or the contract only, play central roles in guiding individuals' contract changes to greater or lesser degrees. The findings from the thesis provide both academics and practitioners with greater insights into how employees construct their contract beliefs over time, the salient informational cues used to do this and how the effects of breach and violation can be mitigated through creating an environment which facilitates the use of effective remediation strategies.
30
Cordeiro, Luiz Henrique Machado. "O adimplemento imperfeito no direito brasileiro." reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2012. http://hdl.handle.net/10183/183330.
Анотація:
O presente trabalho visa apresentar um panorama geral a respeito da terceira espécie de inadimplemento no Direito brasileiro, considerando os esforços da doutrina e da jurisprudência em nosso sistema jurídico no trato deste tema, bem como considerando aspectos relevantes colhidos na experiência estrangeira. Na tentativa de contribuir para debate, será apresentada uma proposição para a identificação dessa terceira espécie de inadimplemento no Direito brasileiro.The present work aims to present an overview regarding the third kind of default in Brazilian law, considering the efforts of the doctrine and of the jurisprudence in our legal system in dealing with this issue, as well as considering relevant aspects gathered from the experience of foreign law. In an attempt to contribute to debate, a proposition will be presented for the identification of this third kind of default in Brazilian law.
31
Van, der Nest Jakobus Petrus. "Positive employment relations and organisational outcomes : the role of the psychological contract and employability / Jakobus Petrus van der Nest." Thesis, North West University, 2014. http://hdl.handle.net/10394/13092.
Анотація:
Globally competitive businesses have gone through a lot of change over the last few years, even decades. Organisations need to keep abreast with what is happening around them in order for them to reach their strategic targets. Over the past few years, many organisations realised that their most valuable assets are their employees and the knowledge that they possess. The main key to retaining employees is nested in a positive employment relationship. Current organisations, and more specifically mining organisations, are encountering great difficulty in maintaining a positive relationship with their employees; the numerous strikes bearing testimony to this. Some of these strikes lasted for long periods and one even ended in lives being lost. These days, many mining companies find themselves in escalating financial turmoil, due to human capital problems resulting in labour unrest and subsequent inoperativeness. Therefore, establishing and maintaining a positive employment relationship is of cardinal importance in recruiting and retaining quality employees who will give the organisation a competitive edge. One factor that contributes greatly to a positive employment relationship which is conducive towards promoting positive individual and organisational outcomes is the psychological contract. Fulfilment of the psychological contract where employers offer employees opportunities for personal growth, career advancement, and a supportive work environment will lead to employees experiencing job satisfaction, organisational citizenship behaviour and propensity to remain with the organisation. Violation of the psychological contract, however, will lead to discontent, resulting in increased turnover propensity. The way in which employees perceive their own employability might also have an effect on their decision whether or not to stay with the organisation that has violated their psychological contracts. The aim of the study was to investigate the role of the psychological contract and employability in a mining organisation and to determine the outcomes thereof. A quantitative approach was used to gather data. The questionnaires were distributed to employees (N = 205) across all levels within a mining organisation. The measuring instruments used were the Psychological Contract Inventory, Violations of Psychological Contract Questionnaire, Employability Scale, Job Satisfaction Scale, Organisational Citizenship Behaviour Scale and Turnover Intention Scale. Results in Article 1 (Chapter 2) showed that job satisfaction displayed a strong, positive relationship with psychological contract fulfilment and with organisational citizenship behaviour. Job dissatisfaction impacted turnover intention negatively. Furthermore, psychological contract fulfilment had an indirect positive impact on low turnover intention and organisational citizenship behaviour via job satisfaction. Article 2 (Chapter 3) showed that external employability displayed a strong, positive relationship with internal employability; whereas psychological contract violation had a significant positive relationship with turnover intention. It was further found that external employability moderated the relationship between psychological contract violation and turnover intention.MCom (Labour Relations Management), North-West University, Vaal Triangle Campus, 2014
32
Jankell, Alex. "Working right with worker rights : Corruption and worker right violations, a quantitative analysis." Thesis, Uppsala universitet, Statsvetenskapliga institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-446076.
Анотація:
The rights that govern a person's workplace relationship, worker rights, are an important part of everyday lifefor many people on earth. As these rights are violated, the safety of the workers livelihood is threatened and as such the lack of security undermines the social contract in society. The social contract approach to corruption, as championed by Bo Rothstein, holds that as the social contract is rejected, corruption ensues. This study examines the relationship between worker rights violations and corruption using OLS regressionwith a range of control variables. The essay finds that there is a relationship between the degree of worker right violations and corruption, but only in higher welfare countries. In the studied countries with the lowest welfare, the relationship does not manifest itself. The essay also finds that in comparison to other factors of rule of law worker right violations is perhaps not the most important one when finding determinants of corruption.
33
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.
Анотація:
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.
34
Fleury, Felipe Blanco Garcia Guimarães. "As infrações e sanções administrativas aplicáveis a licitações e contratos (Leis 8.666/93, 10.520/02, 12.462/11 e Lei 12.846/13)." Pontifícia Universidade Católica de São Paulo, 2016. https://tede2.pucsp.br/handle/handle/7041.
Анотація:
Made available in DSpace on 2016-04-26T20:24:17Z (GMT). No. of bitstreams: 1
Felipe Blanco Garcia Guimaraes Fleury.pdf: 1343341 bytes, checksum: 7fe6474c605c38190ffb1fa5a6253c19 (MD5)
Previous issue date: 2016-03-10It is intended, through this work, investigate administrative violations and sanctions provides in Laws 8.666/93, 10.520/02, 12.462/11 e 12.846/13, applicable to bids and contracts. To achieve this purpose, first we analyze the defining elements of the legal and administrative violation and sanctions, studying its structure, contents and implementation. That done, we studied the aspects and topics related to them of the administrative violations and sanctions. At the end, set these premises, we fixed the content, scope and application of the administrative violations and sanctions provided in these laws, from the interpretation of the rules that form part of its legal system
Pretende-se, por meio deste trabalho, investigar as infrações e sanções administrativas previstas nas Leis 8.666/93, 10.520/02, 12.462/11 e 12.846/13, aplicáveis às licitações e contratos administrativos. Para tanto, primeiramente nos debruçamos sobre os elementos definidores das infrações e sanções jurídicas e administrativas, estudando a sua estrutura, o seu conteúdo e sua aplicação. E, ao assim proceder, aprofundamos o estudo dos ilícitos e penalidades administrativas, enfrentando cada um dos seus aspectos e os temas a eles correlatos. Por fim, com amparo nestas balizas, gizamos o conteúdo, alcance e aplicação das infrações e sanções administrativas em espécie, previstas nas Leis de Licitação; do Pregão; do RDC; e de Anticorrupção, a partir da interpretação das normas que integram o seu regime jurídico
35
Jankauskas, Vilius. "Does the Incoterms 2010 FOB and DDP guarantee the rights for the buyer in case of violation the delivery clause in the contract?" Master's thesis, Lithuanian Academic Libraries Network (LABT), 2014. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2015~D_20141230_143155-98225.
Анотація:
ICC – International Chamber of commerce in 1936 first time introduced Incoterms clause. The Incoterms in the most simply way that may be defined as delivery terms. It represents seller’s and buyer’s (manufacturer and customer) relationship in the sales of good contract regarding the goods delivery clause. There were more than one revision of Incoterms until the latest 2010 versions has been released. Incoterms 2010 separated delivery terms into two different transportation ways – sea and inland waterway (4 rules) and any mode of transport (7 rules). These rules mostly are combined with the contract of sales of goods and define the way how the goods will be delivered for the buyer. The most important thing that Incoterms represent is the liability separation between the seller and the buyer. It became clear what obligations and duties the contracting parties has. These rules led to have easier communication between the seller and the buyer when the delivery clause was negotiated.
Today the Incoterrms 2010 suggest 11 delivery terms, where the parties may choose the most suitable term for them. All terms are divided into 4 groups and each of them has its own features. In this paper are discussed 2 of it: F group and D group. F and D groups consist from 3 terms each. In the work is analyzed FOB and DDP terms. First of it are suitable for the water and inland transport and second one for any mode of transport.
In this paper is analyzed the seller’s responsibility when he agrees... [to full text]1936 m. ICC – Tarptautiniai komercijos rūmai (angl. International Chamber of Commerce) pirmą kartą pristatė Incoterms sąlygas. Incoterms sąlygas galima apibūdinti kaip prekių pristatymo sąlygas. Incoterms apibūdina pardavėjo ir pirkėjo (gamintojo ir kliento) pareigas pristatant prekes kai yra pasirašyta pirkimo – pardavimo sutartis. Incoterms buvo ne kartą tobulintos iki buvo išleista paskutinė – 2010 m. versija. Incoterms 2010 išskiria du prekių pristatymo būdus: vienas jų, kai prekės gabenamos jūromis ar vidaus vandens keliais (4 taisyklės), antras – terminai tinkamai bet kuriai transport rūšiai (7 taisyklės). Šios taisyklės yar naudojamos kartu su pirkimo – pardavimo sutartimis, kur nusako, kaip prekės bus pristatytos pirkėjui. Labai svarbu paminėti tai, kad Incoterms taisyklės leidžia atskirti pardavėjo ir pirkėjo atsakomybę gabenant krovinius. Taisyklės apibūdina, už ką yra atsakinga kiekviena šalis. Šios taisyklės leido supaprastinti tarptautinę prekybą ir santykius tarp pardavėjo ir pirkėjo. Šiandien Incoterms pateikia 11 prekių pristatymo taisyklių, kurias šalys gali laisvai rinktis pagal savo poreikius ir galimybes. Visos taisyklės, pagal jų bruožus yra suskirstytos į 4 grupes. Šiame darbe yra aptariamos F ir D grupės, kurias sudaro po 3 terminus. Darbo metu yra analizuojamos FOB ir DDP taisyklės. FOB terminas taikomas kai prekės yra gabenamos vandens transportu, o DDP – bet kuria transporto rūšimi. Darbe aiškinama, kokią atsakomybę įgija pardavėjas, kai prekių... [toliau žr. visą tekstą]
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Baeshen, Mashhour H. "Antecedents and outcomes of psychological contract breach : coping behaviour as a mediator of the effects of feelings of violation related to service outcomes." Thesis, Cardiff University, 2018. http://orca.cf.ac.uk/117617/.
Анотація:
Psychological contract is “an individual’s relational schema regarding the rules and conditions of the resource exchange between the organization and the person” (Guo et al., 2015, p.4). When people think they are not getting what they expect from a contractual agreement, psychological contract breach occurs (Morrison and Robinson, 1997). Driven by lack of research investigating the antecedents and outcomes of psychological contract breach within service encounters, this study extends existing research on psychological contract theory (Rousseau, 1995) and service marketing literature using the cognitive appraisal theory to investigate antecedents and outcomes of psychological contract breach within a service setting. The study examines a comprehensive model that analyses cognitive appraisal and emotional elicitation to further contribute to service marketing literature. An examination of the direct effects of feelings of violation on service outcomes precludes an understanding of people’s responses to violation-inducing service incidents. Building upon stress-and-coping theory (Folkman and Lazarus, 1984), this study also examines three consumer coping strategies as mediators of violation on consumer’s affective states and behavioural outcomes. Therefore, this study aims to build on prior marketing literature research, which has focused narrowly on psychological contract fulfilment and violation, to expand service failure literature by examining antecedents and outcomes of perceived psychological contract breach in a more holistic view. Using a survey-based approach, 779 usable responses were collected using an online panel by targeting mobile phone users in the USA. Subsequently, structural equation modelling procedures were followed using AMOS23 to analyse the data. The findings reveal that psychological contract breach can be a source of service failure during service encounters and the perception of contract breach within service encounter failures lead to negative outcomes. Service managers should ask customers to provide feedback that tailored to capture psychological contract issues. Customer active and expressive coping strategies mediate effects of violation on service outcomes. Hence, when customers perceive a contract breach, service managers should encourage customers to use active coping to fix the problem. Otherwise, customers may cope by expressing their feelings of violation to others or deny the failure episode, both of which lead to unfavourable service outcomes for the firm.
37
Keggie, Stephen David. "A human rights violation during the South African transition: documenting narratives of the 1993 Highgate attack in a support group context." Doctoral thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/15551.
Анотація:
Includes bibliographical referencesA support group was formed in November 2006 for survivors and family members of victims of the 1993 attack on the Highgate Hotel in East London, South Africa. The purpose of the support group was to help group members come to terms with new information that had emerged concerning the identity of the perpetrators of the Highgate attack. Since the attack itself, and during the hearings of the Truth and Reconciliation Commission of South Africa, at which some of the survivors gave their testimonies, it was assumed that the attack had been planned and carried out by the Azanian Peoples Liberation Army, the armed wing of the Pan Africanist Congress; however, the new information indicated that the attack had been perpetrated by the security forces of the apartheid government. The present study investigates the impact of the new information about the attack on the life stories of group members in the support group context. This study employs theoretical concepts drawn from interdisciplinary studies of trauma and testimony after gross violations of human rights to examine how group members' narratives were shaped by their experiences in the support group. Qualitative research in psychology provides the guiding epistemological framework for this study. Two sets of individual interviews were conducted with group members; and these were then analysed using a narrative method. Narratives drawn from the interviews were presented in the form of narrative case studies, while the interviews were further analysed using thematic analysis and dialogic analysis as analytical tools to examine the relationship between the narratives and the support group context, as well as the continuities and variations across the two sets of interviews. These analyses were then discussed in relation to the literature on trauma and testimony, highlighting the significant role of the group in group members' healing processes.
38
Argren, Rigmor. "International legal responsibility for news media content that contributes to war crimes and/or serious human rights violations." Thesis, University of Essex, 2012. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.549303.
39
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.
Анотація:
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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Hannah, David Ramsay. "An investigation of the effects of trade secret protection procedures and psychological contract violations on employees' tendencies to divulge trade secrets /." Digital version accessible at:, 2000. http://wwwlib.umi.com/cr/utexas/main.
41
Galante, Victoria Josephine. "Feasibility of automating FIWC website noncompliance monitoring and enforcement activities." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2003. http://library.nps.navy.mil/uhtbin/hyperion-image/03Jun%5FGalante.pdf.
42
Sanders, Astrid. "The legal accountability of multinational corporations in English and American contract and tort laws for core labour rights violations in global supply chains." Thesis, University of Oxford, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.543611.
43
Odongo, Godfrey Odhiambo. "Making non-state actors accountable for violations of socio-economic rights: a case study of transnational corporations in the African context." Diss., University of Pretoria, 2002. http://hdl.handle.net/2263/932.
Анотація:
"The exclusive focus on the state-centric paradigm of IHRL fails to address the increasing number of an array of private (non-state) actors who may come into play in terms of violations of human rights. Therefore while this study proceeds from the premise that the state is the primary focus of IHRL, it will be argued that the state cannot certainly be deemed the sole bearer of responsibility for human rights violations in view of the increase in the number of potential violators.
Consequently, the study aims to address three issues. Firstly, it seeks to investigate the increase in the number of violators of human rights to include non-state actors (particularly transnational (multinational) corporations TNCs) and the effect of this increase on the violations of ESCRs. While the discussion will focus on the accountability of private actors vis-à-vis the protection of ESCRs, the area of civil and political rights is considered no less important. The discussion takes cognisance of the indivisibility and inter-dependence of all human rights in the sense that no precise contours separating all human rights can be said to exist.
Secondly, the study seeks to review the dominant approach to human rights including human rights treaties and other relevant instruments to assess their potential in asserting the human rights obligations (including, ESCRs obligations)) of non-state actors.
Thirdly and with specific reference to the TNC as a non-state actor in the African context, the study seeks to investigate the challenges to the problem of implementing the accountability of TNCs through the IHRL framework and suggest ways of addressing these challenges.
Central focus will be placed on the accountability of TNCs for human rights violations, particularly ESCRs. The choice of TNCs in this study is justified on account of the immense economic power wielded by these entities vis a vis the changing notion of state sovereignty as will be emphasized in chapter 2.
At a more specific level, the case study on the problem of accountability of TNCs is narrowed down to an African context particularly for two reasons. Firstly, the problem of control of TNCs is highlighted more in the case of the weaker state in the African context. Secondly, the African Commission on Human and Peoples’ Rights’ recent decision in the SERAC case that forms the basis of the case study in chapter 4 brings into light within a human rights treaty monitoring framework, the challenges of TNC- accountability within the context of Africa." -- Chapter 1.Prepared under the supervision of Professor Tobias van Reenen at the Faculty of Law, University of the Western Cape, Cape Town, South Africa
Thesis (LLM (Human Rights and Democratisation in Africa)) -- University of Pretoria, 2002.
http://www.chr.up.ac.za/academic_pro/llm1/dissertations.html
Centre for Human Rights
LLM
44
Swanepoel, Francina Johanna Petronella. "Experiences of the psychological contract, work engagement and life satisfaction of learners in the chemical industry / F.J.P. Swanepoel." Thesis, North-West University, 2013. http://hdl.handle.net/10394/10605.
Анотація:
The rapid change within the South African workplace and competitiveness of organisations required employed and unemployed individuals to be trained and retrained as a large number of the South African population is unskilled. In the chemical industry employability of individuals is of extra ordinarily importance to both employer and individual. One of the main focuses of the Chemical Industries Education and Training Authority (CHIETA) is to enable learners through the promotion of employability to enter into learnerships to develop the necessary skills to develop sustainable livelihoods (CHIETA, 2011). There are high expectations of the learnerships system which was implemented during 2001 in South Africa. This system is set as a key strategic component of the National Skills Development Strategy, 2011-2016. Learnership programmes are implemented in South African organisations which is a great platform for employee development. Employees are afforded the opportunity to broaden their knowledge in the studied field and gain the needed skills within the organisation (Department of Labour, 1997). Learnerships are seen as a demand driven formal labour market tool, to address the existing need for critical, scarce - high and intermediate - skills levels. Simultaneously, it is seen as an employment-creation mechanism at the low and intermediate skills levels. This statement is a fundamental principle of a survey done on learnerships (Smith, Jennings, & Solanki, 2005). Researchers concluded that learnership programmes are the ideal for employees to acquire the needed skills to become competent and to provide jobs for the unemployed and in this manner enhance employability (Smith et al., 2005). The main aim of article one was to determine the differences in the levels of the psychological contracts, violation of the psychological contract, learners‟ expectations, employability, life satisfaction and work engagement between individual variables (type of learnership contracts, gender, race, age, date of commencement of learnership, date of completion of learnership). A cross-sectional survey design was used. A total of 237 learners completed the questionnaire. The psychological contract scale, violation of the psychological contract scale, learners‟ expectations scale, employability scale, life satisfaction scale, work engagement scale and biographical scale were administered. The results indicated that a statistically significant difference was obtained for age, date of commencement of learnership and date of completion of learnership, but no relationship exists with type of learnership contract, gender and race. The aim of the second article was to determine the relationship between learners within learnership psychological contract, state of the psychological contract, expectations and violations of psychological contract, employability, work engagement and life satisfaction. Furthermore, the study strives to determine whether violation of the psychological contract, learners‟ expectations and employability could predict life satisfaction of learners. A practically significant relationship with a medium effect exists between violation of the psychological contract, state of psychological contract (negative), and employability (positive). A positive practically significant relationship exists between state of psychological contract and work engagement. No relationship was found between employability, life satisfaction and work engagement. A positive practically significant relationship with a medium effect exists between life satisfaction and work engagement. Employer obligations and employability predict life satisfaction. The state of the psychological contract (trust) and life satisfaction predict work engagement of learners.MA (Labour Relations Management), North-West University, Vaal Triangle Campus, 2014
45
Mullinder, Louis. "A comparative study of the criminalisation of the violation of a corpse in context of traditional medicine in subequatorial Africa including consideration of customary law." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/60072.
Анотація:
This discourse is a comparative study of the criminalisation of the violation of a corpse in context of traditional medicine in subequatorial Africa, including consideration of customary law and seeks specifically to examine whether the use of body parts for medicine falls within the paradigm of traditional medicine as opposed to professed any use in witchcraft. The question of any possible cultural defence for the violation of a corpse in traditional medicine is also examined.
Regard has been given to relevant legislative precepts in subequatorial Africa including any common-law position, any statutory legislative precepts, including constitutional law, for the Democratic Republic of the Congo, the Gabonese Republic, the Kingdoms of Lesotho and Swaziland, the Republic of the Congo, the Republics of Angola, Botswana, Burundi, Kenya, Madagascar, Malawi, Mozambique, Namibia, Rwanda, South Africa, Uganda, Zambia, Zimbabwe, and the United Republic of Tanzania.
In the Republic of South Africa, the violation of a corpse is a common-law crime, which sees its origins historically in Roman law and Roman-Dutch law. It has been found that the penal codes of the Democratic Republic of the Congo, the Gabonese Republic, the Republics of Angola, Botswana, Burundi, Kenya, Malawi, Rwanda, Uganda and the United Republic of Tanzania criminalise acts of violation on any corpse, but are applicable only to perpetrators and not to end-users, except for the Republic of Rwanda and the possessors of body parts for the Republic of Burundi. In the Republic of South Africa any removal of or trade in any body part in contravention of any law is also a criminal offence.
Research has not found any specific reference to the violation of a corpse for the Kingdoms of Lesotho and Swaziland, the Republic of the Congo, the Republics of Madagascar, Mozambique, Namibia, Zambia and Zimbabwe in extant legislative precepts, but all subequatorial African constitutions provide for the right to life. Case law relating to the violation of a corpse for traditional medicine purposes has been found only for the Republic of South Africa, for the then-Rhodesia and the Republic of Botswana.
In most of the subequatorial African countries, customary law is valid only insofar as it does not conflict with the constitutions of the majority of countries, with the exceptions of the constitutions of the Gabonese Republic, the Republic of Congo and the United Republic of Tanzania for which no provision for customary law in the constitutions of these countries has been found.
In the Republic of South Africa, customary law, or a cultural defence is not condoned in instances of murder for body parts according to case law. Since research has discovered only a paucity of case law relating to the crime of violating a corpse in traditional medicine circumstances, it has not been possible to ascertain whether such use is widespread within traditional medicine, or confined to specific instances only.
This discourse concludes that the legal position of the crime of violating a corpse for the use of body parts in traditional medicine in the Republic of South Africa should not be reviewed to accommodate such use, but that all relevant legal precepts should be reviewed and changed purposefully to provide for clarification for the specificity of this crime and to oppose any perception of such practices and beliefs in traditional medicine as being justified in any manner.Mini Dissertation (MPhil)--University of Pretoria, 2017.
Public Law
MPhil
Unrestricted
46
Agostino, Luca. "Feasibility study of a new generation neutrino detectors in the context of the LBNO experiment." Paris 7, 2014. http://www.theses.fr/2014PA077184.
Анотація:
Les futures expériences de détection de neutrinos vont essayer de répondre à plusieurs questions ouvertes : la détermination de la hiérarchie des masses ainsi que la découverte de la violation de la symétrie CP dans le secteur léptonique des particules élémentaires. Dans ce contexte le projet LAGUNA-LBNO propose un solide programme de physique basé sur l'emploi d'un détecteur à Argon liquide double phase (GLACIER) installé dans la mine de Pyhasalmi en Finlande à 2300 km du CERN où un faisceau de neutrinos sera produit. Dans cette thse une étude détaillée du potentiel physique des deux premiers choix du projet est présentée : le déjà cité Liquid Argon installé à Pyhasalmi et un détecteur Cherenkov à eau (MEMPHYS) installé sous la montagne du Fréjus à 130 km de distance du CERN. Une comparaison du potentiel de détermination de la hiérarchie de masse des neutrinos ainsi que de la découverte de la violation de CP et la mesure de la phase δ constituent le coeur de ce travail. L'exploitation d'un petit prototype du détecteur MEMPHYS est aussi présentée. Cette thèse justifie le choix du détecteur à Argon liquide pour sa majeure sensibilité et versatilité. Des expériences complémentaires sont aussi bien envisagées : la synergie avec un autre faisceau (de Protvino en Russie) et une étude d'une "Baseline" plus courte (Garpenberg - Pyhasalmi)The LAGUNA/LBNO consortium proposes a next generation neutrino observatory to address fundamental questions in particle and astroparticle physics [89]. The first option of the Design Study consists of a far detector, in its first stage a 20 kt LAr double phase TPC and a magnetised iron calorimeter, situated at 2300 km from CERN inside the Pyhasalmi mine and a near detector based on a high-pressure argon gas TPC. The very long baseline allows a precise neutrino spectrum shape determination over the lst and 2nd oscillation maxima and will therefore allow the exploration of the L/E behavior, distinguishing the e-ects arising from !cP and the neutrino propagation in matter clarifying the ordering of the masses of neutrinos and measuring the CP phase. In parallel, it will allow to investigate a broad astrophysics program including Supernovae neutrino detection and proton decay. The second option of the LAGUNA/LBNO Design Study is a Megaton scale Water Cherenkov detector (MEMPHYS) installed under the Frejus mountain (130 km from CERN) with the aim to determine the CP violation in the leptonic sector and to study astrophysical sources of neutrinos as well as atmospheric neutrinos and proton decay. In both cases a dedicated neutrino beam from CERN is assumed. This PhD work is a detailed study for the evaluation of the physics potential of both options putting in evidence the advantages and the differences of the two technologies. This thesis will detail the reasons of the choice of a Giant double phase Liquid Argon detector at a very long baseline taking into account also the latest improvements in the knowledge of the neutrino oscillation parameters from current experiments and considering future beam layouts and complementary baselines. It will be proven that LBNO can guarantee the Mass Hierarchy determination within the first years of run and a 5 sigma coverage of most of the phase space in about 10 years of run
47
Dalcourt, Émilie. "L'effet de l'âge sur la relation entre la violation du contrat psychologique et l'engagement organisationnel." Thèse, 2006. http://hdl.handle.net/1866/1602.
48
Viens, Marie-Christine. "L'influence de la violation du contrat psychologique sur les comportements de citoyenneté organisationnelle : l'effet modérateur de la justice organisationnelle." Thèse, 2006. http://hdl.handle.net/1866/1562.
49
Affaki, Béatrice. "L'influence des motifs de rupture du contrat psychologique sur le comportement des individus au travail : l'effet modérateur du genre." Thèse, 2008. http://hdl.handle.net/1866/2184.
50
De, Vita Romaric. "Les impacts de la violation du contrat psychologique sur le silence et le cynisme : l'effet de l'adéquation entre la culture organisationnelle et les valeurs individuelles." Thèse, 2006. http://hdl.handle.net/1866/1615.