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The psychological contract of temporary employees with a university degree in Vietnam

Tran Thi Bao Le
Fonte: Universidade do Minho Publicador: Universidade do Minho
Tipo: Dissertação de Mestrado
Publicado em //2012 ENG
Relevância na Pesquisa
86.81%
Dissertação de mestrado em Gestão de Recursos Humanos; In Vietnam, graduate employees have entered the labor market with temporary contracts of employment and precarious employment conditions. The psychological contract is currently one of the most interesting research topics; nevertheless this concept is virtually unknown among those responsible for human resources management in Vietnam. Thus, this study was conducted to identify the psychological contract that characterizes the employees with a temporary employment contract, and to describe this reality in the context of Vietnam. The objective of this study is therefore to understand what type of psychological contract is held by Vietnamese employees, with a university degree, working as temporary employees, and to understand how they deal with the broken promises from their employer. The empirical study uses a quantitative methodology. Thus, questionnaire surveys were applied to employees in Ho Chi Minh City, during the month of March 2012. The questionnaire was conducted online and to participate in the research, respondents had to satisfy two criteria: have experience as employees on temporary or short-term contract, and an education level equal or superior to a degree. A total of 106 questionnaires were received. The questionnaire collected information on the expectations held by respondents as to the employment relationship...

Contrato psicológico e comportamentos de cidadania organizacional : análise da relação num contexto de mudanças no setor da saúde

Vieira, Márcia Andreia Marques
Fonte: Universidade do Minho Publicador: Universidade do Minho
Tipo: Dissertação de Mestrado
Publicado em //2013 POR
Relevância na Pesquisa
66.74%
Dissertação de mestrado em Gestão de Unidades de Saúde; O presente estudo procurou conhecer a relação entre a natureza do contrato psicológico e os comportamentos de cidadania organizacional (CCO), bem como os efeitos do incumprimento do contrato psicológico na disposição para realizar comportamentos de cidadania organizacional no global, e por fim o seu efeito nas dimensões que constituem os comportamentos de cidadania (CCO dirigidos à instituição/superior hierárquico, CCO dirigidos aos colegas e/outros profissionais, CCO dirigidos a doentes/familiares). Para o efeito, estudou-se uma amostra de enfermeiros a trabalhar num hospital público, em Portugal, com recurso à metodologia quantitativa. Os resultados sugerem que os contratos de tipo psicológico relacional e equilibrado têm uma associação significativa com os CCO, contudo o mesmo não acontece com o contrato psicológico transacional. No que diz respeito ao incumprimento do contrato psicológico não foi possível encontrar relação com os CCO global nem especificamente com as dimensões.; This study aims to understand the relationship between the nature of the psychological contract and of the organizational citizenship behaviors (OCB), and the effects of the psychological contract breach on the availability to display organizational citizenship behavior overall...

Corte salarial na Função Pública: implicações para o contrato psicológico

Fortuna, Rita Antunes de Matos
Fonte: Instituto Universitário de Lisboa Publicador: Instituto Universitário de Lisboa
Tipo: Dissertação de Mestrado
Publicado em //2011 POR
Relevância na Pesquisa
66.81%
Mestrado em Políticas de Desenvolvimento de Recursos Humanos; O presente estudo procurou conhecer como a percepção dos cortes salariais no sector público se relacionava com o contrato psicológico dos trabalhadores e consequentemente no desejo de saída da Função Pública, compromisso afectivo e desejo de saída da Organização. Numa amostra constituída por 212 colaboradores da Função Pública percebeu-se que os trabalhadores têm dois contratos psicológicos - um com o Estado e outro com a Organização, onde exercem diariamente as suas funções. Verificou-se ainda que as percepções dos trabalhadores de razões legítimas para a mudança têm uma relação negativa com a ruptura do contrato psicológico com a Função Publica e após se controlar este efeito verifica-se que o mesmo acontece com a Organização. No que diz respeito às percepções dos trabalhadores acerca de razões não legítimas para a mudança conclui-se que não têm relação significativa com a ruptura do contrato psicológico com a Função Pública ou com a Organização. Por fim constatou-se que a percepção de ruptura do contrato psicológico se relaciona significativamente com o desejo de abandono da Função Pública, bem como da Organização e também com o compromisso afectivo com a Organização.; This study analyzed how the perception of a reduction in the monthly income of Public Service workers related with their psychological contract...

Padrões longitudinais na mudança organizacional: um estudo de caso numa unidade de administração local

Abril, Tiago Manuel da Costa Silva
Fonte: Instituto Universitário de Lisboa Publicador: Instituto Universitário de Lisboa
Tipo: Dissertação de Mestrado
Publicado em //2014 POR
Relevância na Pesquisa
66.37%
Mestrado em Psicologia Social e das Organizações; A presente investigação assume um carater exploratório, com o objetivo de compreender as mútuas influências longitudinais que a identificação organizacional, justiça organizacional, motivação no trabalho, compromisso para mudar e violação do contrato psicológico têm durante um processo de mudança organizacional. Existiram três waves de avaliação, com uma amostra total de 120 funcionários públicos, cujas regressões transversais foram utilizadas para estimar efeitos longitudinais, com 77 participantes com resposta na wave1 (antes da reestruturação) e wave2 (durante a reestruturação), 73 na wave2 e wave3 (um mês depois da wave2), e com 60 na wave1 e wave3. Os resultados apresentam que a identificação organizacional se altera. Durante uma mudança organizacional surge nova identificação organizacional, que difere da identificação organizacional anterior à mudança. Os resultados na justiça organizacional demonstram que a abordagem do autointeresse e a da identificação social são complementares. O efeito de interação da identificação organizacional e motivação no trabalho apresenta maior poder explicativo da justiça organizacional do que cada variável individualmente. Os resultados da motivação no trabalho indicam que não basta os outcomes serem justos...

L’influence de la violation des conditions d’emploi constitutives du contrat psychologique et des conditions d’exercice de la profession, sur l’intention de quitter : le cas des professionnels de la gestion des ressources humaines

Derome, Stéphanie
Fonte: Université de Montréal Publicador: Université de Montréal
Tipo: Thèse ou Mémoire numérique / Electronic Thesis or Dissertation
FR
Relevância na Pesquisa
66.66%
Au cours de la dernière décennie, les changements observés sur le marché amènent les organisations à améliorer leurs conditions de travail afin d’être en mesure d’attirer et de retenir des travailleurs performants. Les PRH n’y font pas exception. En effet, les PRH présentent des attentes bien précises et développent un contrat psychologique qui leur est propre. Cette recherche porte sur l’intention de quitter des PRH. Plus précisément, elle vise à identifier à travers la théorie du contrat psychologique, les conditions d’emploi et d’exercice de la profession qui, lorsqu’elles ne sont pas respectées, influencent positivement l’intention de quitter des PRH. Il ressort de nos analyses statistiques que la violation du contrat psychologique, notamment des conditions d’emploi et des conditions d’exercice de la profession, influence positivement l’intention de quitter des PRH. Nos analyses nous ont permis d’identifier les différentes conditions d’emploi et d’exercice de la profession qui ont une influence sur l’intention de quitter des PRH. En ce qui concerne les conditions d’emploi, il s’agit de celles reliées au développement de carrière, à l’atmosphère au travail et au contenu de l’emploi. Du côté des conditions d’exercice de la profession...

The employee-organisation relationship of university academics: social exchange, psychological contract & organsational support perspectives

O'Driscoll, Finian
Fonte: University of Limerick Publicador: University of Limerick
Tipo: info:eu-repo/semantics/doctoralThesis; all_ul_research; ul_published_reviewed; ul_theses_dissertations
ENG
Relevância na Pesquisa
56.82%
peer-reviewed; While the Higher Education literature is replete with studies investigating the effects the work environment has on the employment relationship and job-related attitudes of academics, there is a paucity of empirical research which directly examines the underlying nature of the exchange mechanisms manifest within this environment. Therefore, in response to calls to expand our understanding of factors which influence employee attitudinal outcomes in the workplace, this study sought to investigate those mechanisms which reflect and influence the employee-organisation relationship of University academics. Grounding itself within the broad framework of Social Exchange Theory, the present study utilised and integrated Psychological Contract and Organisational Support Theories as exemplar representations of the exchange approach to the employment relationship. Quantitative results from an on-line cross-sectional survey of 445 university academics unearthed the presence of two distinct clusters of employee-organisation relationship as evidenced by two contrasting forms of psychological contract. In turn, each exchange relationship reflected differential levels of job satisfaction, affective commitment, normative commitment, perceived organisational support and perceptions of psychological contract breach...

Effects of Psychological Contract Breach on Organizational Citizenship Behaviour: Insights from the Group Value Model

Restubog, Simon; Hornsey, Matthew J; Bordia, Prashant; Esposo, Sarah R.
Fonte: Wiley-Blackwell Publicador: Wiley-Blackwell
Tipo: Artigo de Revista Científica
Relevância na Pesquisa
66.37%
Research on psychological contract breach has referenced social exchange as its dominant theoretical foundation. In this study, we draw insights from the group value model as a theoretical extension to explain employees' negative responses to psychologica

Effects of psychological contract breach on performance of IT employees: The mediating role of affective commitment

Restubog, Simon; Bordia, Prashant; Tang, Robert L.
Fonte: The British Psychological Society Publicador: The British Psychological Society
Tipo: Artigo de Revista Científica
Relevância na Pesquisa
76.49%
In this study, we investigated the relationships between psychological contract breach, affective commitment, and two types of employee performance (i.e. civic virtue behaviour and in-role performance). It was predicted that an experience of contract brea

Investigating the role of psychological contract breach on career success: Convergent evidence from two longitudinal studies

Restubog, Simon; Bordia, Prashant; Bordia, Sarbari
Fonte: Elsevier Publicador: Elsevier
Tipo: Artigo de Revista Científica
Relevância na Pesquisa
66.37%
The current study extends past research by examining leader-member exchange as a mediator of the relationship between employee reports of psychological contract breach and career success. In addition, we tested a competing perspective in which we proposed

Breach Begets Breach: Trickle-Down Effects of Psychological Contract Breach on Customer Service

Bordia, Prashant; Restubog, Simon; Bordia, Sarbari; Tang, Robert L.
Fonte: Sage Publications Inc Publicador: Sage Publications Inc
Tipo: Artigo de Revista Científica
Relevância na Pesquisa
66.59%
Adopting a multifoci approach to psychological contract breach (i.e., breach by the organization referent and breach by the supervisor referent), the authors propose a trickle-down model of breach. Results from three studies show that supervisor perceptio

Mentors, supervisors and role models: do they reduce the effects of psychological contract breach?

Zagenczyk, Thomas J.; Gibney, Ray; Kiewitz, Christian; Restubog, Simon
Fonte: Wiley-Blackwell Publicador: Wiley-Blackwell
Tipo: Artigo de Revista Científica
Relevância na Pesquisa
66.37%
Psychological contract breach has become a significant problem for many organisations in today's business environment because it fosters a belief within employees that the organisation does not support them. Accordingly, we examine whether organisations c

When Employees Strike Back: Investigating Mediating Mechanisms Between Psychological Contract Breach and Workplace Deviance

Bordia, Prashant; Restubog, Simon; Tang, Robert L.
Fonte: American Psychological Association Publicador: American Psychological Association
Tipo: Artigo de Revista Científica
Relevância na Pesquisa
76.43%
In this article, psychological contract breach, revenge, and workplace deviance are brought together to identify the cognitive, affective, and motivational underpinnings of workplace deviance. On the basis of S. L. Robinson and R. J. Bennett's (1997) mode

Reactions to psychological contract breach: a dual perspective

Chen, Zhen (George); Tsui, Anne S.; Zhong, Lifeng
Fonte: John Wiley & Sons Inc Publicador: John Wiley & Sons Inc
Tipo: Artigo de Revista Científica
Relevância na Pesquisa
66.62%
This study examined reactions to psychological contract breach from two separate perspectives, that is, employee's reactions to perceptions of employer breach and supervisor's reactions to perceptions of employee breach of the psychological contract. In a

Workplace Familism and Psychological Contract Breach in the Philippines

Restubog, Simon; Bordia, Prashant
Fonte: Blackwell Publishing Ltd Publicador: Blackwell Publishing Ltd
Tipo: Artigo de Revista Científica
Relevância na Pesquisa
66.37%
The present study addresses the call for theory-based investigations on workplace familism. It contributes to the literature by proposing and testing the moderating role of workplace familism between psychological contract breach and civic virtue behaviou

Behavioural Outcomes of Psychological Contract Breach in a Non-Western Culture: The Moderating Role of Equity Sensitivity

Restubog, Simon; Bordia, Prashant; Tang, Robert L.
Fonte: Blackwell Publishing Ltd Publicador: Blackwell Publishing Ltd
Tipo: Artigo de Revista Científica
Relevância na Pesquisa
66.37%
This study tests the effects of psychological contract breach on several employee outcomes: workplace deviant behaviours directed at the organization (WD-O) and its organizational members (WD-I), in-role performance, and organizational citizenship behavio

The Interactive Effects of Psychological Contract Breach and Organizational Politics on Perceived Organizational Support: Evidence from Two Longitudinal Studies

Kiewitz, Christian; Restubog, Simon; Zagenczyk, Thomas J.; Hochwarter, Wayne
Fonte: Wiley-Blackwell Publicador: Wiley-Blackwell
Tipo: Artigo de Revista Científica
Relevância na Pesquisa
66.57%
We explore the effects of the social context on the relationship between psychological contract breach (PCB) and perceived organizational support (POS) in two studies. We build on the premise that psychological contract breach (i.e. the organization's fai

Effects of group apology and reparation after breach of psychological contract

Alongi, Anthony
Fonte: Rochester Instituto de Tecnologia Publicador: Rochester Instituto de Tecnologia
Tipo: Tese de Doutorado
EN_US
Relevância na Pesquisa
86.92%
Psychological contracts are expectations of reciprocal obligations between an employee and an organization which are held by the employee. Research has shown that victims who experience psychological contract breach may seek to retaliate towards the offending organization. Little research has investigated how a breach can be remediated. The present study investigated the effects of a group apology and reparation on victim‟s sense of power and revenge cognition after a breach of psychological contract. Participants were asked to imagine themselves in a vignette in which a student experiences psychological contract breach by their academic department. The outcome of the scenario differed according to the condition to which they were assigned: they received no response from the department, they received reparations, they received an apology, or they received an apology with reparations. All participants then completed the same series of measures, including their sense of power, revenge cognitions, likelihood to transmit a negative rumor, calculus-based trust, and identification-based trust. Results showed that reparations elicited a greater sense of power and less revenge cognition in the victim compared to not receiving a response. Receiving an apology did not increase sense of power or decrease revenge cognition. Additionally...

When employees behave badly: The roles of contract importance and workplace familism in predicting negative reactions to psychological contract breach

Restubog, Simon; Zagenczyk, Thomas J.; Bordia, Prashant; Tang, Robert L.
Fonte: Blackwell Publishing Ltd Publicador: Blackwell Publishing Ltd
Tipo: Artigo de Revista Científica
Relevância na Pesquisa
66.63%
In this paper, we examine the influence of contract importance, feelings of violation, and workplace familism on the relationship between psychological contract breach and organizational deviance. Results from a study of 168 supervisor-employee dyads in a pharmaceutical organization suggest that (a) feelings of violation mediated the relationship between perceived breach and supervisor-rated organizational deviance; (b) relational and transactional contract importance influenced the relationship between breach and feelings of violation such that the relationship was stronger under conditions of high relational and transactional importance; and (c) high levels of workplace familism mitigated the effects of feelings of violation on supervisor-rated organizational deviance.

Values underlying perceptions of breach of the psychological contract

Botha,Leon; Moalusi,Kgope P.
Fonte: SA Journal of Industrial Psychology Publicador: SA Journal of Industrial Psychology
Tipo: Artigo de Revista Científica Formato: text/html
Publicado em 01/01/2010 EN
Relevância na Pesquisa
66.73%
ORIENTATION: This study identifies the most prominent breaches of the psychological contract and the values underlying the perceptions that violations have occurred. RESEARCH PURPOSE: The study identifies the most important breaches and investigates which values underlie employee perceptions of breach of the psychological contract. It also addresses values that lead to employees interpreting incidents as breaches. MOTIVATION FOR THE STUDY: The study calls on the fact that employees make inconsequential contributions to the terms of many formal employment contracts may imply that such contracts cannot be viewed as documents between equals. RESEARCH DESIGN, APPROACH AND METHOD: The study identifies the most prominent breaches of the psychological contract and the values underlying the perceptions that violations have occurred. MAIN FINDINGS: The data revealed lack of promotion, poor interpersonal relations between colleagues and bad treatment by seniors as three main breaches of the contract, and social recognition, world of peace and sense of accomplishment as three dominant values that underlie perceptions of contract violation. PRACTICAL/MANAGERIAL IMPLICATIONS: The competent and intelligent manner in which lack of promotion is handled and communicated to employees is vital because it has implications for their willingness to contribute...

Organisational commitment in a post-merger situation

Theron,Anthonie Van Straaten; Dodd,Nicole Marguerite
Fonte: South African Journal of Economic and Management Sciences Publicador: South African Journal of Economic and Management Sciences
Tipo: Artigo de Revista Científica Formato: text/html
Publicado em 01/01/2011 EN
Relevância na Pesquisa
56.65%
The aim of this study was to investigate organisational commitment in an organisation that had recently experienced organisational restructuring (a merger). The psychological contract that exists between employees and organisations is brittle due to many organisational changes that stem from organisational restructuring. When psychological contracts are breached, employees may experience reduced commitment to the organisation. The target population for this study consisted of all employees working at three recently-merged higher education institutions in the Nelson Mandela Metropolis (n=100) and a selfadministered questionnaire was distributed amongst staff. The results indicated that an increase in the number of positive human resource management (HRM) practices reported by respondents correlated with a decrease in violation and breach of the psychological contract, despite organisational restructuring. It was further revealed that effective management of the psychological contract is crucial during organisational restructuring, in order to maintain the commitment and loyalty of employees.