Psychological Contracts

Nowadays, the changes that take place around the organizations force them to change, and those who cannot keep up with the change are outperformed. Employees of organizations applying organizational change practices do not always perceive these changes positively and experience a breach of their psychological contract. Therefore, employees feel negative emotions and negative changes are observed in their attitudes and behaviors. Consequently, both the organization and the employee have negative outcomes. Hence, in order to manage organizational change processes in harmony with employees, variables that can play a role in identifying possible problems and minimizing them are investigated.

What is the role of conflict in bringing about radical change? Taking the case of the gig economy, we study the conditions of possibility for fairer alternative ways of organising to emerge. Currently, some commentators underscore the sense of freedom of working as a self-employed contractor; others focus on its negative and exploitative dimensions. Less attention has been given to the potential emergence of (radical) conflicts around the nature of gig work. Thus, we contribute to the study of conflict in organisation theory by appreciating two different yet interrelated phenomena. First, how neoliberal gig work mobilises positive fantasies of individualised economic prosperity and independence, leading to reformist responses to social and contractual disputes. Second, how the dark side of gig work can trigger radical conflicts, which reject the assumptions underpinning the 'self-employed contractors' business model. We argue that the potential for radical (labour) revolts is buffered by neoliberal individualisation and hegemonic ideologyarticulated in the phenomenon that we term 'econormativity'. Yet, as the latter offers no resolution to structural grievances, conflict continues to simmer in the background. The article aims to advance, principally from an organisation studies perspective, our understanding of conflict and its role in unleashing radical alternatives.

This study aims to analyze the effect of recruitment, training, and performance appraisal on sales performance with psychological contract as an intervening variable at Internet Provider Compnay, Depok. The sample in this study were 120 employees of Internet Provider Company at Depok. The method used in this research is a quantitative approach with data analysis using Structural Equation Modeling (SEM) PLS. The results showed that recruitment had no significant effect on psychological contracts or sales performance. This indicates that the recruitment process carried out by the company has not been able to influence the perception of employee psychological contracts or improve sales performance. On the other hand, training proved to have a significant effect on psychological contracts, which indicates that effective training can improve employees' psychological contract perceptions of the company. In addition, training also has a positive effect on sales performance, which indicates that improving skills through training can improve company performance. Performance appraisal also showed a significant influence on psychological contract and sales performance, which means that objective performance appraisal can strengthen psychological contract and promote sales performance improvement. Overall, the psychological contract was shown to have a positive influence on sales performance, strengthening the relationship between good HR management and firm performance outcomes. These findings provide important implications for companies in improving the quality of recruitment, training, and performance appraisal to achieve optimal sales results.
Keywords : Recruitment, Training, Performance Appraisal, Sales Performance, Psychological Contract

The current papers aimed to drive the attention of employee performance. The study has critically analysed past literature of prominent scholars` work who investigated on the significance of employee performance for businesses. The paper has highlighted towards a very crucial component pertaining to the role of organizational support in fostering performance. The study has reviewed studies from notable databases to suggest that enterprises aiming to enhance employees` performance need to provide and enhance their support features. Therein, such organizations should work on their employees to harness support prospects ranging from colleagues, supervisors and management. In a nutshell, the study has underlined that employees who perceive higher organizational support, they tend to perform better. Since there is a cooperation and support from the organization towards individual employees which this leads towards individuals perceiving enhanced performance.

the overall approach to justice perceptions and the multifoci perspective of justice judgments. Specifically, this study aims to explore the effects of two additional sources of justice, coworker-focused justice and customer-focused justice, on relevant employees' outcomes-burnout, turnover intentions, job satisfaction, and workplace deviance-while controlling the effect of organisation-focused justice and supervisor-focused justice. Given the increased importance attributed to coworkers and customers, we expect coworker-focused justice and customer-focused justice to explain incremental variance in the measured outcomes, above and beyond the effects of organisation-focused justice and supervisorfocused justice. Participants will be university students from Austria and Germany employed by service organisations. Data analysis will be conducted using structural equation modeling.

In this case study, the professional mathematics teacher identity (PMTI) of final year mathematics education students is investigated in terms of their self-perceived and actualised identity. These prospective teachers were required to discuss and describe their own PMTI in terms of three aspects: mathematics specialisation, teaching-andlearning specialisation, and caring. Subsequently, they were observed in the classroom, where the actualisation of their PMTI was considered in terms of the same three. The participants' perceptions of their own PMTI and the actualisation of that PMTI in the classroom were found not to be congruent. While their self-perceptions regarding their prowess as Mathematics Specialists were accurate, since this is concretely tested as part of their studies, their self-perceptions as teaching-and-learning specialists and particularly as Carers, were not verifiable in their classroom practice. Espoused theory, theory that the individual perceives as true and valid, and which may thus be seen as intrinsic to their PMTI's, is not necessarily enacted.

Purpose: This paper sought to discuss the impact of COVID-19 on Virtual internship. It explores the interns experience and perceptionon virtual internship that was accelerated by the outbreak of COVID-19. Methodology: The study adopted a cross-sectional study on interns in different companies in Kenya. The study used both close-ended and open-ended online questionnaires to collect data from 161 interns about their experience and perception of switching to virtual internship. The data analyzed quantitatively and qualitatively. Results: Internship programs were interrupted by COVID-19 pandemic greatly. There was low number of interns in organizations, and management made changes on the scope and intake of interns. Among the changes made by organization was the shift from traditional internship to virtual internship. The virtual interns reported great satisfaction. They reported gaining by learning technical skills and soft skills for remote work. Unique contribution to theory, practic...

Organizational restructuring (merger, acquisitions and downsizing) is probably the most common strategic manoeuvres in business. Given the critical importance of human factors for their success, this study focused on two important issues. First, to explore the effects of organizational restructuring (merger, acquisition, downsizing) on psychological contract breach of employees working in private commercial banks of Pakistan and their effects on organizational identification and turnover intentions, Second, to explore the interaction effect of transformational leadership in relation between restructuring and psychological contract breach. This was a cross-sectional study in which data of 150 employees were collected from private commercial banks of Pakistan through personal and internet based surveys. Multiple hierarchical regression analyses were used to test various hypotheses designed for this research study. This study looks into the way that organizational restructuring (merger, acquisitions, and downsizing) has significant negative and equal effects on psychological contract breach, in response to that effects turnover intentions increases and organizational identification decreases. Findings of this study also highlighted that transformational leadership effectively reduces the negative effects of restructuring on psychological contract breach.

The article presents problems of schools’ functioning in the conditions of social change. Social change places new demands on the school concerning the scope of knowledge and type of skills students and graduates need in preparation for work and social life, as well as relationships with other people. The author presents in the article issues of how school functions under conditions of rapid change. He notes that it is a social institution, so it changes with the whole of society. In these new, complex conditions, the school cannot cope with the growing social and economic expectations. It is still an institution strongly rooted in tradition. Therefore, it does not meet the standards of an increasingly democratic society, it does not sufficiently respond to the needs of the labour market. In this situation, school crisis is more and more often discussed in Poland and in the world. The author poses the question: What will the education of tomorrow look like? In the text, he argues th...

The objective of this article consists of demonstrating, conceptually, the relevance of the psychological contract for the individuals' performance in the organizations. The labor agreement can be perceived in two ways: the formal contract, explicitly under the form of a written labor agreement, and other, informal and implicit, the psychological contract. Both involve rights, obligations and expectations on the part of the individual and of the organization. The literature accentuates the relevance of the contract psychological transaction, to the detriment of a contract more psychological relational, in spite of the psychological contracts assumed by the individuals if they place, in the reality, in a continuous one among these two types of contracts. In this study an explanatory conceptual model of the dynamic development of the psychological contract is presented, guided for performances high income. They are analyzed the contributes of the psychological contract for deepening of commitment relationships, through a larger involvement of the individuals in the process of objectives definition, and consequent impacts at the level of the performance. The model proposes the establishment of a positive and significant relationship among: trust (I greet of the agreement and noticed justice), commitment (objectives) and performance (high income).

This thesis is a statement of the researcher positions on the three research questions together with the story of how he got there. It has been prepared in accordance with the Brunel guidance on the submission of PhD papers and is now offered for the kind consideration of the Awarding Panel.

This paper investigates the psychological contract of black British clerical workers in English local authorities.It is argued that each employee upbringings differ from one person to another and from one country to another. Employers often offer the same exchange agreement to each employee regardless of his/her upbringing or desires, thus making it particularly difficult for many black British workers, whose upbringings are poles apart from their white colleagues to have the same psychological contract. For this reasons the black British workers argued they have to continue renegotiating the exchange agreement so as to achieve their desired expectations. This argument leads this paper to explore the factors that helps shape black British psychological contract.

The goal of the article is to empirically link the employment security to the employee's organisational citizenship behaviour (OCB) with examining the impact of psychological contract fulfilment (PCF). The discretionary behaviour of the employees towards the organisation and towards other employees of the organisation is very crucial as this is the element which affects the productivity of the employees in the organisation and how much an employee is attached to his organisation is related to his OCB which he exhibits. This study proposes to interpret and examine the associations between psychological contract and OCB and job security (JS) in the Indian Life Insurance sector so as to raise the light for the managers in Life Insurance sector to improve JS, providing a better experience in terms of psychological contract which will improve their citizenship behaviour. The Life Insurance companies are at a struggle point of retaining their talented manpower as this sector is the budding sector of India which is growing at a rate of 32% annually. For this, promising the JS is the tool in their hand which will directly impact their OCB also and hence their performance will also boost up. Data was collected from 288 full time employees of private life insurance companies and then structural equation modelling was applied to study the relationship. The results demonstrate the positive and significant relationship of JS and PCF on the OCB in the private life insurance sector.

The German hotel industry struggles with employee retention due to stressful working conditions and poor management. The COVID-19 pandemic highlighted the economic impact of a severe skilled labour shortage, making staff retention a top priority. This research explores the psychological contract of German hotel employees by exploring key aspects of the psychological contract; promises and expectations. It analysed job advertisements to uncover explicit and implicit promises perceived by employees, discussed with experienced hospitality professionals, and generated a list of 41 key expectations. The study reveals that employees prioritize the ability to plan their time and organize their personal lives over benefits like gym memberships and travel discounts. Four main themes emerged: reconciling work and personal life, professionalism, trust, and an engaging environment. Reliable scheduling and accommodating personal plans were the most important expectations. By incorporating these findings into managerial and HRD practices, such as appraisal interviews and onboarding as well as managerial training, hotels can better meet employee expectations, leading to more satisfied and productive staff. The findings indicate that HRM/D practitioners in the industry should engage in long-term career planning with their employees. This paper furthermore contributes to methodological literature on online focus groups and creation of Q Sets.

The paper aims to examine and explore the employee's expectations of the organisation as perceived by the employees. Employees expect to be rewarded and appreciated additionally than what has been disclosed under the legal contract of employment for their services rendered to the organisation. The Insurance sector of India is one of the largest markets in the world, which is increasing at 32-34% per year. There is vicious competition among companies to attract talented manpower. Understanding the expectations of employees is a must to retain and attract them. The data is collected from the Life Insurance sector employees using a structured questionnaire adopted from the previous studies. Only the employee's side was included in the study. 350 Questionnaires were distributed, out of which a total of 310 were received, which were complete in all senses. Factor Analysis in SPSS-22 was used to find the employee's expectations. This study is an attempt to add value to the existing literature in the area of psychological contract contents in India, which is having dearth due to ignorance by researchers, though this area has been explored thoroughly in Western countries.

This study aims to determine the effect of psychological contracts as a mediator in the relationship between supervisor support, organizational trust and workplace deviant behaviour. For this purpose, a total of 350 lecturers in seven Private Higher Education Institutions (IPTS) around Selangor and Kuala Lumpur were selected as research respondents. The questionnaire was distributed to respondents using instruments taken from the original source. This study found that organizational trust influences workplace deviant behaviour, while supervisor support does not affect workplace deviant behaviour. The study also found that supervisory support and organizational trust influence psychological contracts and psychological contracts influence workplace deviant behaviour. Finally, for mediation analysis, psychological contracts significantly influence the relationship between supervisor support, organizational trust and workplace deviant behaviour at work. This study concludes that supervisory support and organizational trust increase psychological contracts and thus reduce the workplace deviant behaviour among lecturers.

The aim of this study was to explore the impact of home education on the development of metacognitive skills in children viewed through the lens of a mother who practices this form of teaching. The research focused on identifying the motivations behind the mother’s decision to pursue home education, the organization of the teaching process, and the strategies she employs. A qualitative research methodology was adopted, utilizing the biographical method, including narrative inter-views and proxemic analysis to gain a comprehensive understanding of the participant’s experiences.The findings indicate that home education fosters the development of metacognitive skills, enabling children to gain a deeper awareness of their cognitive processes and to enhance abilities such as critical thinking and self-reflection. Based on the analysis of the mother’s experiences, practical recommendations are proposed for parents and educators in supporting the development of metacognitive skills in a home education setting.

Learning in the workplace has aroused scholarly interest over the past few decades. Many scholars have argued the positive significant effect that training has impacted job performance. The absence of existing research conducted in the Singapore context forms the bedrock for this study. The study adopted a quantitative method using a deductive approach and the research design is predictive and explanatory to establish the causal relationship between the variables. Employees (N=100) were randomly sampled. The model achieved constructs’ reliability and validity for both the inner model and the outer model. The results of this study established a significant relationship between workplace learning and employee performance (β=0.805, t=25.821, p=0.000).

Bu araştırmanın amacı, hizmetkâr liderliğin işe angaje olma üzerindeki etkisini incelemektir. Bu bağlamda liderlik tarzlarının çalışan tutumları üzerindeki etkilerini anlamak ve daha olumlu bir iş ortamı oluşturmak için stratejilerin belirlenmesi ve sonuçlar çıkarılması amaçlanmaktadır. Eğitim sektörü çalışanlarından anket yoluyla veriler toplanmıştır. Araştırma neticesinde toplanan verilerin analizleri SmartPLS programı kullanılarak hesaplanmıştır. Araştırmada, değişkenler arasındaki ilişkiyi açıklayabilmek için de korelasyon analizinden faydalanılmış olup ayrışma geçerliliğini doğrulamak için de çapraz faktör yüklerine bakılmıştır. Ayrıca (PLS-SEM) analizi ve en küçük kareler yöntemi ile yapısal eşitlik modellemesine de bakılmıştır. Yapılan analizler sonucunda; hizmetkâr liderliğin, işe angaje olma ve angaje olmanın alt boyutları arasında yer alan dinçlik, adanmışlık ve özümseme üzerinde anlamlı ve pozitif bir ilişkinin bulunduğu görülmüştür. Buradan hareketle, hizmetkâr liderlik tarzının iş yeri dinamiklerini nasıl etkilediği ve bu liderlik tarzının motive edici bir çalışma ortamı oluşturmada önemli bir unsur olduğu ortaya konulmuştur.

Employees are the most important resource for any organisation, the more important point is that
where engaged employees are assets for an organisation while unengaged employees prove to be a burden or
liability for it. So Employee Engagement is playing an important role from last 30 or more years in dealing with
HR issues. The main objective is to study the concept of Employee engagement in detail and also discuss factors
that are affected by engagement and that through which engagement is affected. The researcher will identify
various components of Employee Engagement and its importance for the organisation. Benefits of engagement
are also discussed. The methodology use by the author is qualitative and various secondary sources of
collecting data like papers from various Journals are collected and only selected papers are used for collecting
information. The major findings is engagement of employees results in better growth , prosperity of the
organisation and engaged employees are more satisfied, healthy and productive employees.
Keywords: Employee Engagement, Employee Performance, Employee.

Este artículo tiene tres objetivos: en primer lugar, ofrecer una síntesis de los resultados de los estudios recientes sobre los factores psicosociales y organizacionales implicados en los procesos de retiro laboral temprano, especialmente en el caso de la prejubilación en España. En segundo lugar, presentar un análisis sobre la necesidad de redefinición del retiro en el contexto español, en concreto a partir de la implementación de modalidades de "empleo puente". Y en tercer lugar, identificar las principales líneas de investigación futura y señalar las implicaciones prácticas para los trabajadores, las organizaciones y las sociedades en su conjunto.

Proyecto académico sin fines de lucro, desarrollado bajo la iniciativa de acceso abierto Este artículo tiene tres objetivos: en primer lugar, ofrecer una síntesis de los resultados de los estudios recientes sobre los factores psicosociales y organizacionales implicados en los procesos de retiro laboral temprano, especialmente en el caso de la prejubilación en España. En segundo lugar, presentar un análisis sobre la necesidad de redefinición del retiro en el contexto español, en concreto a partir de la implementación de modalidades de "empleo puente". Y en tercer lugar, identificar las principales líneas de investigación futura y señalar las implicaciones prácticas para los trabajadores, las organizaciones y las sociedades en su conjunto. Palabras clave: Trabajadores mayores, Retiro temprano, Empleo puente, Jubilación, Salud ocupacional. This paper has three objectives: firstly, we offer a synthesis of the recent results regarding the psychosocial and organizational factors involved in early retirement processes, especially in the case of early retirement in Spain. Secondly, we provide an analysis of the need to redefine retirement in the Spanish context, specifically by implementing "bridge employment" modalities. And lastly, we identify future lines of research and we indicate the practical implications for workers, organizations and societies as a whole.

Objectives: To investigate whether a new model that delegates some out-of-home care services from the public to the private and not-for-profit sectors in England enhances practitioners’ job control and stress levels. Methods: A 3-year longitudinal matched-control evaluation examined changes in Karasek demand-control model and Maslach burnout levels of 2,050 staff working in five social work practice (SWP) pilots, their host local authorities and comparable sites. Results: Mixed-effect models indicated no significant difference in main outcomes among SWP staff when compared to staff in host and comparison local authorities. There were notable differences in relation to job insecurity and social support. Conclusion: The minimal effects observed may relate to the diverse nature of SWPs with no specific work model predominating.

Purpose-Counterproductive work behavior (CWB) has grown into a significant problem in the tourism industry, for both individual employees and organizations. Employees who feel ostracized in their workplace often engage in negative and disruptive behaviors. The purpose of this study is to explore the psychological mechanism between workplace ostracism and CWB among tourism employees. Design/methodology/approach-Drawing on psychological contract theory and social cognitive theory, the study proposed a research framework to explain tourism employees' counterproductive behavior. Data were collected from 228 hotel employees at two time points in Huangshan, China. Hierarchical regression and SPSS-PROCESS Macro were used to test all the hypotheses. Findings-Findings show that workplace ostracism significantly increases employee CWB, mediated by psychological contract violation. Workplace ostracism increases perceptions of psychological contract violation when employee self-esteem is higher. The mediating effect of psychological contract violation is also moderated by self-esteem. Originality/value-Using the framework of psychological contract theory and social cognitive theory, the authors advance the organizational behavior literature in the tourism field. The authors contextualize the uniqueness of Chinese workplace behavior and highlight the need to understand ''losing face (mianzi) view'' in workplace relationships. This research contributes to better understanding the dark side of tourism workplace behavior by examining the effects of psychological contract violation and employee's self-esteem on workplace ostracism and CWB.

The study examines the influence of psychological contract fulfillment on employee performance within the Kenya Police Service (KPS) in Nairobi County. Psychological contracts encompass employees' perceived expectations of their employers and play a critical role in shaping workplace dynamics. The research focuses on key dimensions, including perceived organizational support, organizational commitment, organizational citizenship behavior, and organizational justice, and their impact on employee performance. The study employed a mixed-method research design, combining quantitative data from structured questionnaires and qualitative insights through a literature review. Data were collected from a sample of 351 respondents, using stratified random sampling. Descriptive and inferential statistical methods were applied, with regression analysis conducted to determine the relationship between the variables. The findings revealed that perceived organizational support had a strong positive correlation with employee performance (r = .713, p = .031), with respondents reporting high levels of organizational support, indicated by a mean score of 4.0516 on workplace relationships. However, individual support was rated lower, with a mean score of 2.6410, suggesting room for improvement in personalized attention. Organizational commitment and citizenship behavior showed moderate but non-significant correlations with employee performance, with mean scores of 4.1339 for commitment to work quality and 4.5100 for citizenship behavior. Organizational justice exhibited a weak correlation (r = .088) with performance, but fairness in compensation and treatment was highly rated, with a mean score of 4.3686. The study concludes that enhancing perceived organizational support, recognizing organizational citizenship behavior, and ensuring fairness through transparent decision-making processes are critical for improving employee performance in high-stress environments like Kenya Police. Future research should explore these dynamics in other sectors and examine external stressors' impact on employee commitment and performance.

This study aims to obtain empirical evidence about the effect of work environment and the compensation on nurse's job satisfaction and its implications on extra role behavior in Efarina Etaham Hospital, Purwakarta. The method used was descriptive and verificative analysis. The data collection was an interview by using a questionnaire along with observation techniques. The population is 70 nurses. Field data collection was conducted in 2014. Data were analyzed by path analysis. The results showed that work environment, compensation, job satisfaction, and extra role behaviors generally are relatively good. Meanwhile, the work environment and compensation partially and simultaneously have a positive and significant effect on job satisfaction. Job Satisfaction has positive and significant effect on extra role behaviour of nurses.

This systematic literature review (SLR) explores the organisational drivers of workplace deviance, focussing on recent studies to identify key factors influencing deviant behaviours in organisational settings. Workplace deviance, encompassing both organisational and interpersonal misconduct, poses significant challenges to organisational effectiveness and employee well-being. Despite extensive research, understanding the organisational determinants of such behaviours remains fragmented. The problem is particularly pronounced in diverse sectors, where varying organisational cultures and leadership styles influence employee behaviour. This review synthesises findings from 32 peer-reviewed articles published between 2022 and 2024, using a systematic approach guided by the PRISMA Statement. The methodology involved an extensive search of scholarly articles from two reputable databases, which are Scopus and Web of Science, followed by rigorous screening and analysis of relevant studies. The finding was divided into three themes which is (1) Organisational Justice and Workplace Deviance, (2) Psychological and Social Dynamics of Workplace Deviance, and (3) Leadership and Organisational Behaviour on Workplace Deviance. Results indicate that organisational justice, workplace environment, and leadership styles are the primary drivers of deviant behaviour. The findings suggest that addressing organisational drivers through targeted interventions can reduce workplace deviance, ultimately enhancing organisational performance and employee satisfaction. This review improves the existing literature by delivering a thorough examination of the organisational elements influencing workplace deviance and presenting insights for future research and practical implementations.

PurposeThe purpose of this paper is to describe the hypothesis of effort‐based career opportunities as a situation in which profit maximising firms create incentives for employees to work longer hours than the bargained ones, by making career prospects depend on working hours. The paper aims to test some implications of this hypothesis using UK data.Design/methodology/approachThe empirical analysis uses the British Household Panel Survey (BHPS) and panel data estimators to investigate the existence of a robust correlation between working hours and workers' expected probability of promotion in the current job.FindingsThe analysis shows the existence of a robust positive correlation between working time and workers' expected likelihood of promotion in the BHPS data even when controlling for several individual characteristics and for workers' unobserved heterogeneity.Research limitations/implicationsAlthough the paper uses panel data, the BHPS does not allow for the identif...

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Because of the effects of the pandemic, companies are focusing on the future of work arrangements for their employees. This includes adapting to a remote or hybrid working model. It is important that employers provide those working remotely or in a hybrid mode a rewarding onboarding experience and opportunities for interaction. Although, Information & Communication Technologies (ICT) have transformed the ways organisations manage employees over the years, there is still a need for a platform where organisations can adjust their onboarding to suit the social and interactive aspects of their employees, to facilitate successful integration. This study aimed to explore this matter by investigating whether Virtual Reality (VR) technology contributes to new employees integration into the organisation during their job-onboarding (JOB) process. The research questions are as follows: (1) To what extent does VR have an impact on employees successful integration into the organisation, and (2) How does VR help elements of new employees Psychological Contract (PC) during the course of interactions. An exploratory case study approach, which consisted of a semi-structured interview was conducted on 20 employees, split from two different case organisations. The results of the data were analysed according to each case, and then a cross-case comparison was provided. The results have generated 8 themes, presenting in excess of 7 sub-themes for Case Study One (CS1) and presented 7 themes, in excess of 7 sub-themes for Case Study Two (CS2). The cross-case analysis has revealed that VR does have the potential to support employees integration into the organisation. However, the effects were shown to be stronger for employees in CS2, compared to employees in CS1. The results highlight practical implications for onboarding psychology and strategic talent solutions within recruitment. Such strategy this research particularly outlines, involves providing insights on how to manage the PC of employees from the recruitment stage to creating successful employment relationships.

Due to the importance of the human subsystem for the organization, the problem of mutual balance between people (employees) and organizations, their needs, requirements and expectations, becomes more significant. After emphasizing the function of the human subsystem for the organization, the paper determines the psychological contract and its content and specifies the role that managers have in its realization and in establishing a balance between people and the organization

Effective management of deadlines is crucial for organizational success, yet inadequate deadline management can lead to significant sociological impacts on employees. This essay examines how poor management in meeting deadlines manifests within organizations and explores its sociological consequences, including increased stress, decreased job satisfaction, and erosion of trust and morale. The discussion highlights how unrealistic expectations, poor planning, inadequate communication, and lack of accountability contribute to a high-pressure work environment, resulting in chronic stress and burnout among employees. Additionally, these management failures can lead to diminished job satisfaction, strained professional relationships, and reduced motivation and engagement. Addressing these issues requires a comprehensive approach involving realistic deadline setting, improved communication, accountability, and fostering a supportive work culture. Implementing these solutions can mitigate the negative effects on employees, enhance organizational performance, and create a more positive and productive work environment.

The Recovery of Curriculum Field. After a long-term of the disappearance of curriculum conceptions and research, accompanying the second enlightenment and related thought emancipation, there was a strong thirst for curriculum field in 1980s. Curriculum is the thought and experience of teachers and students. If there is no curriculum conception in schools, teachers and students are inevitably deprived of their thoughts and experience by rigid "official knowledge". If there is no curriculum field at universities, educational research is inescapably degraded into the maintainer of "official knowledge" and controlled by technical rationality or mainstream ideology. The second enlightenment was just like a "digger", which dig out a small but clear spring of curriculum theory in China. In 1981, the first academic journal of curriculum studies was established in People's Educational Publishing House in Beijing, named Curriculums, Subject Matters and Instructional methods. It has become one of the most important journals to publish curriculum papers since then. Several other educational journals also published curriculum papers at odds. In 1980s, dozens of papers on curriculum studies were published in China. These papers dealt with several topics in curriculum field: 1) the disciplinarity of curriculum studies, e.g. Dai Botao's On the Importance of Research on School Curriculum (1981), Shi Guoya's The Scope and Guiding Principles of Curriculum Research (1984); 2) curriculum development, e.g. Zhong Qiquan's Several Questions on Modern Curriculum Development (1989a); 3) curriculum reform, e.g. Chen, Xia's The Dialectics of Curriculum Reform (1985); 4) curriculum history, e.g. Xiong Chengdi's Research on Curriculum and Subject Matters in Ancient China (1985); 5) hidden curriculum, e.g. Ban, Hua's Hidden Curriculum and the Forming of Personal Morality (1988); and so on. Restricted by the social conditions at the early stage of reform and opening-up period, these papers were limited in the width and depth of curriculum studies, but they were like buds in spring, indicating a beautiful future. The most important event in 1980s and early 1990s was the publication of synoptic textbooks of curriculum studies. It was the first time after 1949. In 1989, the former director of Institute of Curriculum and Instruction at East China Normal University, Professor Zhong Qiquan published the milestone book in Chinese curriculum field Modern Curriculum Theory (1989b) in Shanghai. This is an encyclopedia-like curriculum book, which systematically introduces and explores the development of curriculum studies in western world. It integrates three perspectives of the theoretical, practical, and international. On theoretical level, it explores ancient curriculum theory in western world; the Enlightenment curriculum thoughts of Johann

This research inspects the relation of psychological contract breach,
organizational cynicism and job satisfaction. This is correctional
research and date is collected from 274 nurses randomly from public
sector hospitals of Lahore Pakistan. Result described that all three
hypotheses for direct relationships of psychological contract breach
and the organizational cynicism with the job satisfaction and for the
relationship of organizational cynicism with psychological contract
breach are accepted. Moreover, psychological contract breach partially
mediates the relation of +other sectors like the banks, telecom and
education sector for validate the results. It is also worthwhile to collect
the data from nurses of private sectors where they face lot of hardships
and the results of nurses of Govt. and private sector. For generalizing
the results data will also collect cities like Islamabad, Faisalabad and
Karachi.

Azken urteetan krisi gehien izan dituen produktuetako bat da arrautza, bai elikadura- segurtasunaren ikuspuntutik (oilategien higiene-baldintzak eta salmonellosi bidezko toxiinfekzioak), bai ekonomiaren ikuspuntutik (nabarmen igo zen arrautzen prezioa 2017ko urrian, eskasia handia zegoelako Europan). Eskasia horren jatorria da, hain zuzen, ikerlan honen xedea: Belgika eta Holandako etxaldeetatik etorritako milioika arrautzaren kutsatzea Fipronil izeneko intsektizida erabiltzeagatik.
Gako-hitzak: Krisia. Arrautza. Intoxikazio. Fipronil.

This paper focuses on the psychological contracts of academics in two universities, one in the UK and the other in Ghana, West Africa. 161 academics (51 from Ghana and 110 from the UK) completed a questionnaire which asked respondents about the importance of aspects of their job and the extent to which these were provided by their university. Relational aspects of the psychological contract were found to be a better predictor of job satisfaction than transactional aspects. Levels of job satisfaction were found to be predicted by academics' actual psychological contracts as opposed to their 'ideal' psychological contracts for UK academics.

The aim of this paper is to establish how academic employees in technical, vocational education and training (TVET) College perceive the effects of psychological contract breach (PCB) in relations to job involvement and citizenship behaviour. Quantitative exploratory research design and a survey instrument were used to collect 170 samples from academic employees in a TVET College to share their perceptions of PCB. The findings confirm a significant (P-value .006) relationship between PCB and job involvement. There is a strong indication that PCB has an effect on job involvement. The findings also revealed that there is a relationship between PCB and organisational citizenship behaviour. However, it is not significant since the (P-value was .119) in the regression analysis. These results are a consequence of academics not feeling a significant PCB, which might have explained better the relationship between PCB and organisational citizenship behaviour. Significantly, the paper established TVET College academics has a stable employer-employee relationship since there is minimal PCB.

Bogusław Śliwerski-autor jest profesorem zwyczajnym w Akademii Pedagogiki Specjalnej im. Marii Grzegorzewskiej w Warszawie. * Andrzej Radziewicz-Winnicki-urodzony w 1945 roku, absolwent Uniwersytetu Warszawskiego, socjolog, pedagog; profesor zwyczajny Uniwersytetu Śląskiego (do końca 2010; obecnie profesor zwyczajny Uniwersytetu Zielonogórskiego oraz Śląskiej Wyższej Szkoły Zarządzania im. Gen. Ziętka w Katowicach), zajmuje się wybranymi zagadnieniami z pogranicza pedagogiki społecznej i socjologii wychowania. Wieloletni członek Komitetu Nauk Pedagogicznych PAN. Do końca bieżącej kadencji pełni funkcję wiceprzewodniczącego KNP. Autor i redaktor naukowy ponad 200 publikacji, z których trzecia część wydana została w języku angielskim (głównie poza granicami kraju). Dwanaście publikacji zwartych Autora wykazanych zostało w zbiorach Biblioteki Kongresu USA.

This paper reports the quantitative stage of a mixed-methods research project focussing on attracting engineers and skilled technologists to careers in the Australian rail industry. There is increased demand for engineering skills and a need to replace retirees yet it has been identified that rail is not attracting its share of entry level and mid-career professionals. Using career preference and brand equity theory the survey with engineering students and their influencers map what graduating engineers aspire to and what they ...

Article 2 ________________________________________________________ 9 1.4.2 Research participants __________________________________________ 9 1.4.3 Measuring instruments _________________________________________ 9 1.4.4 Research procedure __________________________________________ 1.4.5 Statistical analysis ___________________________________________ 1.4.6 Ethical Considerations ________________________________________ 1.5 DIVISION OF CHAPTERS ________________________________________

Organizational justice is a common concept and of great interest among high education professionals, because it represents equal opportunities and outcomes for all people. The objective of this paper is to determine the significant effect among the qualifying academic variables and the variables in organizational justice. The sample population was made up of 334 teachers and we used Moorman’s (1991) Organizational Justice Instrument. The main results show that the teachers within a range of 40 to 49 years old perceive a better distribution in the work-load. This could be explained because they have greater seniority in the institution.

This study explored the relationship between Organizational Politics (OP) and Organizational Citizenship Behavior (organizational citizenship behavior for organization (OCB-O) and organizational citizenship behavior for individuals (OCB-I). Survey data was gathered from 398 employees work in manufacturing company in Chonburi province. PLS-SEM was used to test the research hypotheses. Results revealed that OP has a negative relationship with OCB-O and OCB-I. Based on these findings, this study recommends that the manufacturing company in Chonburi province should eliminate or reduce OP practices as much as possible in their organizations. The limitations of this study and recommendations for future research are also provided.