The impact of human resource management practices on the psychological contract during a psychological recession
- Theron, Anthonie Van Straaten
- Authors: Theron, Anthonie Van Straaten
- Date: 2011
- Subjects: Psychology, Industrial , Contracts -- Psychological aspects , Organisational behaviour
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: vital:8772 , http://hdl.handle.net/10948/d1012611 , Psychology, Industrial , Contracts -- Psychological aspects , Organisational behaviour
- Description: The aim of this study was to investigate the impact of Human Resource Management (HRM) practices on the psychological contracts of employees who have been negatively impacted by the widespread psychological recession. The psychological contract that exists between employees and organisations is brittle due to the psychological recession, which is defined as an emotional state in which employees feel extremely vulnerable to economic hardship. This contributes to a negative and cynical view of the present and an even bleaker view of the future. Breach of the psychological contract has severe negative consequences for employees and organisations. These include reduced employee well-being, trust levels, various organisational citizenship behaviours, increased cynical attitudes toward the organisation, and stronger intention to quit. The target population for the present study consisted of all permanent support staff working at an organisation that has recently went through a large-scale retrenchment exercise (n=52). A self-administered questionnaire was distributed amongst employees. The findings suggest that when the harsh effects of the psychological recession increase, employees are more likely to engage in various destructive behaviours at work due to breach and violation of their psychological contracts. Furthermore, the results indicated that an increase in the number of progressive HRM practices correlated with a decrease in breach and violation of the psychological contract. It was further revealed that the widespread psychological recession may make the employment relationship brittle and prone to breach and violation. The findings suggest that through the effective development and application of many explicit HRM practices, employees’ psychological contracts may become less fragile to breach and violation during a psychological recession.
- Full Text:
- Date Issued: 2011
- Authors: Theron, Anthonie Van Straaten
- Date: 2011
- Subjects: Psychology, Industrial , Contracts -- Psychological aspects , Organisational behaviour
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: vital:8772 , http://hdl.handle.net/10948/d1012611 , Psychology, Industrial , Contracts -- Psychological aspects , Organisational behaviour
- Description: The aim of this study was to investigate the impact of Human Resource Management (HRM) practices on the psychological contracts of employees who have been negatively impacted by the widespread psychological recession. The psychological contract that exists between employees and organisations is brittle due to the psychological recession, which is defined as an emotional state in which employees feel extremely vulnerable to economic hardship. This contributes to a negative and cynical view of the present and an even bleaker view of the future. Breach of the psychological contract has severe negative consequences for employees and organisations. These include reduced employee well-being, trust levels, various organisational citizenship behaviours, increased cynical attitudes toward the organisation, and stronger intention to quit. The target population for the present study consisted of all permanent support staff working at an organisation that has recently went through a large-scale retrenchment exercise (n=52). A self-administered questionnaire was distributed amongst employees. The findings suggest that when the harsh effects of the psychological recession increase, employees are more likely to engage in various destructive behaviours at work due to breach and violation of their psychological contracts. Furthermore, the results indicated that an increase in the number of progressive HRM practices correlated with a decrease in breach and violation of the psychological contract. It was further revealed that the widespread psychological recession may make the employment relationship brittle and prone to breach and violation. The findings suggest that through the effective development and application of many explicit HRM practices, employees’ psychological contracts may become less fragile to breach and violation during a psychological recession.
- Full Text:
- Date Issued: 2011
The development of an instrument to measure intrapreneurship: entrepreneurship within the corporate setting
- Authors: Hill, Marguerite Elizabeth
- Date: 2003
- Subjects: Entrepreneurship , Psychology, Industrial , Organizational change
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:2991 , http://hdl.handle.net/10962/d1002500 , Entrepreneurship , Psychology, Industrial , Organizational change
- Description: “Intrapreneurship is not a choice, it is the only survival attitude” (Pinchot, 2000, p.75). In 1985 Pinchot coined the term ‘intrapreneurship’, short for intra-corporate entrepreneurship, which describes the practice of entrepreneurship within organisations. Intrapreneurship is increasingly becoming a term used in the business world to describe organisations that are willing to pursue opportunities, initiate actions, and emphasise new, innovative products or services. Due to the dynamic nature of modern organisations, it is imperative that organisations and their managers remain receptive to new ideas, approaches and attitudes. It is therefore the belief that rapid and cost-effective innovation is the primary source of lasting competitive advantage in the twenty-first century, leaving organisations no alternative but to become intrapreneurial or cease to exist. This thesis focuses on this need and examines ways in which intrapreneurship can be measured in organisations in order to provide a benchmark for further organisational development. A questionnaire (known as the Intrapreneurial Intensity Index) was designed and distributed to a sample of 500 employees working in large South African organisations, which classified themselves as ‘forward-thinking’ and aimed for an intrapreneurial ‘type of thinking’. The results obtained from these questionnaires underwent item analysis, after which the questionnaire was redesigned in an electronic format. A pilot case study was then conducted in order to test the reliability of the instrument. Finally the questionnaire was redistributed to a sample of six organisations that are viewed as being ‘intrapreneurial’ and two that are regarded as being ‘non-intrapreneurial’. The data from this sample was used to test the validity of the Intrapreneurial Intensity Index and to demonstrate its application. This study resulted in an instrument that can be used to ascertain the intensity of intrapreneurship present in a large organisation. Specifically, this instrument can provide an overall view of the organisation’s intrapreneurial ability, as well as identify the specific areas in the organisation that require change or modification in order to become more intrapreneurial. This instrument provides a valuable means of identifying areas in need of organisational change, by determining an organisation’s intrapreneurial properties in the organisation’s core areas.
- Full Text:
- Date Issued: 2003
- Authors: Hill, Marguerite Elizabeth
- Date: 2003
- Subjects: Entrepreneurship , Psychology, Industrial , Organizational change
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:2991 , http://hdl.handle.net/10962/d1002500 , Entrepreneurship , Psychology, Industrial , Organizational change
- Description: “Intrapreneurship is not a choice, it is the only survival attitude” (Pinchot, 2000, p.75). In 1985 Pinchot coined the term ‘intrapreneurship’, short for intra-corporate entrepreneurship, which describes the practice of entrepreneurship within organisations. Intrapreneurship is increasingly becoming a term used in the business world to describe organisations that are willing to pursue opportunities, initiate actions, and emphasise new, innovative products or services. Due to the dynamic nature of modern organisations, it is imperative that organisations and their managers remain receptive to new ideas, approaches and attitudes. It is therefore the belief that rapid and cost-effective innovation is the primary source of lasting competitive advantage in the twenty-first century, leaving organisations no alternative but to become intrapreneurial or cease to exist. This thesis focuses on this need and examines ways in which intrapreneurship can be measured in organisations in order to provide a benchmark for further organisational development. A questionnaire (known as the Intrapreneurial Intensity Index) was designed and distributed to a sample of 500 employees working in large South African organisations, which classified themselves as ‘forward-thinking’ and aimed for an intrapreneurial ‘type of thinking’. The results obtained from these questionnaires underwent item analysis, after which the questionnaire was redesigned in an electronic format. A pilot case study was then conducted in order to test the reliability of the instrument. Finally the questionnaire was redistributed to a sample of six organisations that are viewed as being ‘intrapreneurial’ and two that are regarded as being ‘non-intrapreneurial’. The data from this sample was used to test the validity of the Intrapreneurial Intensity Index and to demonstrate its application. This study resulted in an instrument that can be used to ascertain the intensity of intrapreneurship present in a large organisation. Specifically, this instrument can provide an overall view of the organisation’s intrapreneurial ability, as well as identify the specific areas in the organisation that require change or modification in order to become more intrapreneurial. This instrument provides a valuable means of identifying areas in need of organisational change, by determining an organisation’s intrapreneurial properties in the organisation’s core areas.
- Full Text:
- Date Issued: 2003
Organisation development: a formative evaluation of an OD intervention
- Routledge, Michael Henry Collis
- Authors: Routledge, Michael Henry Collis
- Date: 1999
- Subjects: Organizational change , Organizational behavior , Action research , Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:3044 , http://hdl.handle.net/10962/d1002553 , Organizational change , Organizational behavior , Action research , Psychology, Industrial
- Description: Rapid changes and increased competitiveness in business environments, together with greater demands by employees for improvements in the quality of their work lives, make it necessary for organisations to review their operating styles and functions. Many companies have found an answer in Organisation Development (OD) which focuses on ways in which people associated with organisations learn to diagnose and solve those problems which limit organisational effectiveness. The present study evaluates the progress of an OD intervention underway in an organisation in Zimbabwe. A formative evaluation is undertaken during an OD intervention. It is designed to assess the change effort's progress in such a way that steps can subsequently be taken to correct, modify or enhance such aspects of the intervention as may be determined by the evaluation. The study begins with a review of the company's original and revised Mission Statements as well as the present and last two sets of corporate three-year plans. These documents inform the construction of an interview guide. Individual interviews are then used to ascertain attitudes of respondents to the OD intervention and the changes it is bringing about. In addition the interviews are used to gauge the degree of commitment of respondents to the intervention. All the senior managers in the organisation are interviewed as well as the holding company's chief executive and the external consultant facilitating the intervention. The study records fundamental changes taking place in the attitudes of top managers and the first signs of an impact of these attitude changes on the formulation of company plans. Management styles and the culture of the organisation also show some change and influence on routine business operations. In addition there are early indications of an alteration of behaviour at other levels in the organisation. Business outcomes are improving and it is proposed that the benefits are due to fortuitous market developments assisted to an extent by the culture and attitude changes brought about by the OD intervention.
- Full Text:
- Date Issued: 1999
- Authors: Routledge, Michael Henry Collis
- Date: 1999
- Subjects: Organizational change , Organizational behavior , Action research , Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:3044 , http://hdl.handle.net/10962/d1002553 , Organizational change , Organizational behavior , Action research , Psychology, Industrial
- Description: Rapid changes and increased competitiveness in business environments, together with greater demands by employees for improvements in the quality of their work lives, make it necessary for organisations to review their operating styles and functions. Many companies have found an answer in Organisation Development (OD) which focuses on ways in which people associated with organisations learn to diagnose and solve those problems which limit organisational effectiveness. The present study evaluates the progress of an OD intervention underway in an organisation in Zimbabwe. A formative evaluation is undertaken during an OD intervention. It is designed to assess the change effort's progress in such a way that steps can subsequently be taken to correct, modify or enhance such aspects of the intervention as may be determined by the evaluation. The study begins with a review of the company's original and revised Mission Statements as well as the present and last two sets of corporate three-year plans. These documents inform the construction of an interview guide. Individual interviews are then used to ascertain attitudes of respondents to the OD intervention and the changes it is bringing about. In addition the interviews are used to gauge the degree of commitment of respondents to the intervention. All the senior managers in the organisation are interviewed as well as the holding company's chief executive and the external consultant facilitating the intervention. The study records fundamental changes taking place in the attitudes of top managers and the first signs of an impact of these attitude changes on the formulation of company plans. Management styles and the culture of the organisation also show some change and influence on routine business operations. In addition there are early indications of an alteration of behaviour at other levels in the organisation. Business outcomes are improving and it is proposed that the benefits are due to fortuitous market developments assisted to an extent by the culture and attitude changes brought about by the OD intervention.
- Full Text:
- Date Issued: 1999
Women's understandings and experiences of empowerment in an organisation: a qualitative feminist approach
- Authors: Jamieson, Sally Anne
- Date: 1999
- Subjects: Employee empowerment , Women -- Employment -- Social aspects , Feminism , Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:2997 , http://hdl.handle.net/10962/d1002506 , Employee empowerment , Women -- Employment -- Social aspects , Feminism , Psychology, Industrial
- Description: This study explores women's understandings and experiences of empowerment so that they could empower themselves by using their own knowledge to see through factors that serve to disempower them. At a time when empowerment and its future is under intense discussion in South Africa, it seems wise to move away from quantitative studies which do not facilitate the development of comprehensive theory in industrial psychology. This study provides a qualitative feminist analysis of women's understandings and experiences of empowerment in an organisation. Written protocols, interviews and a workshop were used as data collection tools and seven women from one organisation participated in the study. The research revealed that women understand and experience empowerment in a number of ways. These understandings and experiences are affected by various factors: organisational factors; personal characteristics and abilities; their relationship with others at work and at home; and societal factors such as double standards for men and women and role expectations. The breadth and scope of the results imply that any attempt to empower women should include relational, motivational and feminist perspectives on power and empowerment. In addition, the results indicate that providing a space in which the women could explore the network of disempowering practices in their lives, was empowering for the women. Through the process of the research, the participants' understandings of empowerment evolved from viewing empowerment as something that is predominantly external (for example, influenced by others and organisational factors) to something that is internal (for example, influenced by motivational factors). This study cautions against seeing empowerment as something that is solely internal because by doing so women are placing the responsibility of empowerment upon themselves thus setting themselves up for failure. However, through the process of seeing empowerment as internal, the women were able to move towards a feminist understanding of empowerment in which not only is empowerment external ("out there") or internal ("within") but includes acknowledging one's own responsibility in empowerment as well as external societal factors that serve to hamper women.
- Full Text:
- Date Issued: 1999
- Authors: Jamieson, Sally Anne
- Date: 1999
- Subjects: Employee empowerment , Women -- Employment -- Social aspects , Feminism , Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:2997 , http://hdl.handle.net/10962/d1002506 , Employee empowerment , Women -- Employment -- Social aspects , Feminism , Psychology, Industrial
- Description: This study explores women's understandings and experiences of empowerment so that they could empower themselves by using their own knowledge to see through factors that serve to disempower them. At a time when empowerment and its future is under intense discussion in South Africa, it seems wise to move away from quantitative studies which do not facilitate the development of comprehensive theory in industrial psychology. This study provides a qualitative feminist analysis of women's understandings and experiences of empowerment in an organisation. Written protocols, interviews and a workshop were used as data collection tools and seven women from one organisation participated in the study. The research revealed that women understand and experience empowerment in a number of ways. These understandings and experiences are affected by various factors: organisational factors; personal characteristics and abilities; their relationship with others at work and at home; and societal factors such as double standards for men and women and role expectations. The breadth and scope of the results imply that any attempt to empower women should include relational, motivational and feminist perspectives on power and empowerment. In addition, the results indicate that providing a space in which the women could explore the network of disempowering practices in their lives, was empowering for the women. Through the process of the research, the participants' understandings of empowerment evolved from viewing empowerment as something that is predominantly external (for example, influenced by others and organisational factors) to something that is internal (for example, influenced by motivational factors). This study cautions against seeing empowerment as something that is solely internal because by doing so women are placing the responsibility of empowerment upon themselves thus setting themselves up for failure. However, through the process of seeing empowerment as internal, the women were able to move towards a feminist understanding of empowerment in which not only is empowerment external ("out there") or internal ("within") but includes acknowledging one's own responsibility in empowerment as well as external societal factors that serve to hamper women.
- Full Text:
- Date Issued: 1999
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