...HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANIZATIONAL COMMITMENT AND INTENTION TO LEAVE: THE MEDIATING ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT AND PSYCHOLOGICAL CONTRACTS A Thesis presented to The Faculty of the Graduate School At the University of Missouri-Columbia In Partial Fulfillment of the Requirements for the Degree Master of Science by PRIYANKO GUCHAIT Dr. Seonghee Cho, Thesis Advisor AUGUST 2007 The undersigned, appointed by the dean of the Graduate School, have examined the thesis entitled HUMAN RESOURCE MANAGEMENT PRACTICES, ORGANIZATIONAL COMMITMENT AND INTENTION TO LEAVE: THE MEDIATING ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT AND PSYCHOLOGICAL CONTRACTS presented by Priyanko Guchait a candidate for the degree of master of science, and hereby certify that, in their opinion, it is worthy of acceptance. Dr. Seonghee Cho, Food Science (HRM) Dr. Dae-Young Kim, Food Science (HRM) Dr. Robert Torres, Agricultural Education ACKNOWLEDGEMENTS The thesis could not have been completed without the support of many people who are gratefully acknowledged herein. First of all, I would like to express my sincere gratitude and appreciation to my Committee Chair and Advisor, Dr. Seonghee Cho, for her guidance and support throughout the completion of this thesis and my study at University of MissouriColumbia. Without her mentorship I would not have been able to undertake this thesis and my education at University of Missouri-Columbia. I would also like to...
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...joined the enterprise, there are two copies of contracts that the staff should sighed with the enterprise, one is written on the paper which is the employment contract, and the other one is psychological contract which is written in the mind between employer and employee. In relation to the psychological contract, there are several concepts to explain it, and the earliest concepts of psychological contract can be traced back to the early work of Argyris (1960). However, the key concept of psychological contract that in common used, which was established by Rousseau (1995). According to Rousseau and Tijoriwala (1998, p. 679), the psychological contract was defined as: “An individual’s belief in mutual obligations between that person and another party such as employer” Therefore, the psychological contract is the metaphor contract between the individual employee and the organization to maintain and develop the inner power of the enterprise. This essay will first clarify what is psychological contract and why it is essential for firms to establish a psychological contract with their employee. Secondly, it will explain the process theories of motivation and what theories are include in the process theories of motivation. Finally, assess which process theories of motivation can help manager to establish appropriate psychological contract with the employee. With the help of Rousseau’s argument, it is obviously that the psychological contract is an exchange relationship between the individual...
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...“Performance management and the psychological contract are both critical in getting the best from employees.” One could describe an organization's relationship with an employee as an exchange of sorts; an employee exchanges his/her labour for economic rent and an employer facilitates the transformation of the labour into a value added return. But such exchanges require that the employee be supported, nurtured, and developed in line with organizational aspirations (Behery, Paton & Hussain, 2012). Therefore, in Human Resource Management, the relationship between performance management, the psychological contract and their effects on organisational performance is becoming an area of increased discussion. It has been argued that, in order to generate a work environment where employees know what is expected of them and perform in such a way that the strategic goals of the organization are supported, it is crucial that the parties have confidence that the other party will deliver on their promises (Rousseau, 1989, as cited in Braekkan, 2012). The management of performance is a major element in determining the psychological contract within an organization, particularly in circumstances of change. (Stiles, Gratton, Truss, Hope-Hailey, McGovern, 1997) Global forces have placed performance at the heart of the employment relationship. Simultaneously, performance management has become, at least implicitly, Human Resources Managements primary goal for strategic purposes (Davila &...
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...interpersonally sensitive – is it because they are a threat to our autonomy (Brown and Levinson, 1987), or because of cost–benefit concerns (Leech, 1983); c) is Brown and Levinson‟s concept of negative face too individually focused, and should a social identity component be included (Matsumoto, 1988); and d) is face just a personal/individual concern or can it be a group concern (Gao, 1996)? The paper then uses reports of authentic rapport sensitive incidents to throw light on these controversial issues and to find out the relational management concerns that people perceive in their everyday lives. It maintains that such data is important to politeness theory, because linguistic politeness needs to be studied within the situated social psychological context in which it occurs. The paper ends by presenting and arguing for a conceptual framework that draws a fundamental distinction between face and sociality rights, and that incorporates an independent/interdependent perspective, thus providing a more comprehensive framework for analysing the management of relations than is currently available. 1. INTRODUCTION Many authors (e.g. Watzlawick, Beavin and Jackson, 1967; Brown and Yule, 1983) have pointed out that an important macro function of language is the effective management of relationships. In linguistics, this perspective on language use has been...
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...leading to change (Wubbolding, 1998, as cited in Gladding, 2005, p.91) it is usually essential to establish a safe environment before change can occur. Reality therapy is a flexible, friendly, and firm approach to working with clients, it is also action oriented. It emphasizes the fulfilment of psychological needs, the resolution of personal difficulties, and the prevention of future problems (Gladding, 2005). Reality Therapy View Of Human Nature/Personality Gladding said that Glasser maintained that people act on a conscious level and that they are not driven by instincts and the unconscious. Glasser believes that there is a health/ growth forces in every person that seeks both physical and psychological health/ growth. Physically, there is the need to obtain and use life-sustaining necessities such as food, water, and shelter. According to Glasser, human behaviour was once controlled by physical need for survival. He associates behaviours such as breathing, digesting, and sweating with physical or old-brain, needs because they are automatically controlled by the body. The four primaries psychological or new-brain needs include belonging, power, freedom and fun. (p.92) Associated with these psychological needs is the need for identity, that is, a psychologically healthy sense of self. Glasser believes that identity or a healthy sense of self is necessary. A success identity comes from...
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...Talent management is becoming more, not less important in the workplace despite the economic conditions, and organisations are directing resources more effectively to retaining and developing existing talent within the company. (PersonnelToday, 2009) This essay will look at the design and implementation of a talent management strategy for a SME. The company has a high labour turnover, the essay will consider the strategies and theories related to talent management, examples and a business case for a talent management strategy.“Talent management is the systematic attraction, identification, development, engagement, retention and deployment of those individuals who are of particular value to an organisation, either in view of their high potential for the future or because they are fulfilling business/operation critical roles”.(CIPD, 2012). This strategy aims to develop plans that attract high quality external candidates as well as the identifying and retention of the internal workforce, getting the optimum balance between external and internal candidates is difficult, some firms prefer to use their existing workforce as this helps drive individuals to increase their skills and increases work satisfaction, however concentrating on a narrow internal group of candidates alienates the possibility of high calibre external candidates who can inject new ideas into the organisation.(Beardwell & Claydon, 2010). The Company needs to have a clear talent management strategies and recognise...
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...Motivation How important is pay for motivating workers? Motivation Studies Findings: * Pay and benefits are important in encouraging staff to work well * most important: work enjoyment, work challenges and recognition Points to think about * why do you think that pay and bonuses are not the most important factor for all workers? * explain why “loyalty” and “working harder” are important to a business * why do you think “recognition” is important to many workers? is it important to you? Motivation The intrinsic and extrinsic factors that stimulate people to take action that lead to achieving a goal. Intrinsic motivation Comes from within satisfaction derived from working on and completing a task. Extrinsic motivation Comes from outside external rewards associated with working on a task (pay and recognition). Indicators of poor staff motivation Unmotivated or demotivated staff will not perform effectively, offering only the minimum of what is expected. This will impact productivity levels and the competitiveness of the business. Signs will include: * absenteeism * lateness * poor performance * accidents * labour turnover * grievances * poor response rate Motivation theories Content theories Individuals are motivated by the desire to fulfil their inner needs. They focus on the human needs that energise and direct behaviour and how managers can create conditions that allow workers to satisfy them.This...
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...prevails in this service sector vis-à-vis other service sectors. Also, implementation of ‘the mobile number portability’ in October 15, 2008 in Malaysia has made it easier to switch to other service providers. Thus, the following are hypothesized: H1: A high level of switching cost is less likely to make mobile phone users switch to other service providers; and H2: A high level of switching cost moderates the relationship between service satisfaction and service switching. This paper will discuss the results of these two hypotheses tested using linear and moderated regression analysis. Data was obtained using a sample of about 500 employees and students of five public universities and two private universities in Malaysia. Findings from this study will develop insights to better strategize and effectively implement loyalty programs and so, prevent their customers from switching. Keywords: switching behavior, service quality, consumer satisfaction, mobile phone service usage Field of research: consumer behavioral aspects of marketing, mobile phone service SERVICE SWITCHING AND SWITCHING TELECOMMUNICATIONS INDUSTRY COST IN THE MOBILE Although switching is a common scenario in most service industries (Griffin & Lowenstein, 2001), it is more prevalent in telecommunication services (Lee & Murphy 2005). For example, the annual switching rate ranges from 20% to 40% in most of the global telecommunication service companies (Berson et al., 1999; Madden et al., 1999). Until...
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...JUTC had to ensure that they provide a customer friendly, safe and economic transportation service. Despite making changes to match the operations of the global landscape the organization has struggled to maintain financial viability. This is evident as annually the company records millions of dollars in losses despite being subsidized by the government with limitations across the government sector imposed by the International Monetary Fund (IMF). The various financial and government limitations imposed on the organization have affected the psychological contract of employees at JUTC. Despite the limitations the general workforce remains committed to their jobs. However, in the interest of the organization the management of JUTC will be required to invest in the organization through use of Organizational Behaviour principles and techniques. These principles will aid management in strategies to be used to re-negotiate the psychological contracts of employees and include other non-financial benefits such as training and development in order...
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...GRADUATE SCHOOL City of Koronadal, South Cotabato ASSIGNMENT NO. 2 Submitted to RAYMUND PAUL BLANCO, MBA By ROXANNE MAE D. MAPA MBA-1 In Partial Fulfilment of the Requirements in Production and Operations Management (POM) May 2014 2. Explain the different concepts of Job Design. Upon understanding the very core of the concept of Job Design, one can take very different perspectives on every task. For example, an experienced worker would look at job design in a very different way to a fresh graduate. It is not that any of these perspectives are ‘wrong’ as such. Rather that they emphasise different aspects of job design. The reality of job design is that most of the perspectives presented in this chapter will have to be used. More often, job design is the systematic and purposeful allocation of tasks to individuals and groups within an organization. One concept is Taylorism, which stresses standardization of tasks, and properly training workers to administer the tasks for which they are responsible. Second is Socio-Technical Systems Approach, a theory that maps the evolution from individual work to work-groups. The organization itself is structured to encourage group autonomy and productivity. Third concept is the Core Characteristics Model which connects job characteristics to the psychological states that the worker brings to the job. It emphasizes designing jobs such that they lead to desired outcomes. 3. Enumerate and discuss at least 4 supply chain...
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...The Psychological Contract' is an increasingly relevant aspect of workplace relationships and wider human behaviour. Descriptions and definitions of the Psychological Contract first emerged in the 1960s, notably in the work of organizational and behavioural theorists Chris Argyris and Edgar Schein. Many other experts have contributed ideas to the subject since then, and continue to do so, either specifically focusing on the the Psychological Contract, or approaching it from a particular perspective, of which there are many. The Psychological Contract is a deep and varied concept and is open to a wide range of interpretations and theoretical studies. Primarily, the Psychological Contract refers to the relationship between an employer and its employees, and specifically concerns mutual expectations of inputs and outcomes. The Psychological Contract is usually seen from the standpoint or feelings of employees, although a full appreciation requires it to be understood from both sides. Simply, in an employment context, the Psychological Contract is the fairness or balance (typically as perceived by the employee) between: how the employee is treated by the employer, and what the employee puts into the job. The words 'employees' or 'staff' or 'workforce' are equally appropriate in the above description. At a deeper level the concept becomes increasingly complex and significant in work and management - especially in change management and in large organizations...
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...used as the focus of this report. The reason that we chose these candidates are they are different and diverse industries and we can compare the information given easily. We have also identified their role in the industry and we compared their roles against our research. We have also included the age, gender of the candidates we have chosen so that this can be compared with other factors. The articles that we have reviewed during this research are based on the topics of Stress/pressure/Burnout indicators, Conditions of employment, Staff perceptions of leadership performance, Staff Perceptions of Autonomy, Staff Satisfaction, Staff turnover intentions, Staff Wellbeing, Great place to work (work life balance, conflict and enrichment), Psychological capital and Staff commitment and motivation. * Literature Review Burnout The first article that I found...
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...------------------------------------------------- Wiley (2012:2) identifies employee engagement as: 'The extent to which employees are motivated to contribute to organisational success, and are willing to apply discretionary effort to accomplishing tasks important to the achievement of organisational goals'. In contrast to this Swarnalatha and Prasanna (2013:52) claim that: 'Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organisation that profoundly influences their willingness to learn and perform is at work'. This description opposes that engagement is distinctively diverse from employee motivation, organisational culture and employee satisfaction. The reality is that there is no one agreed definition of employee engagement as there are over 50 definitions that all have variations between them. Although recent reviews by researchers show that there is a similarity in the key components of the varied definitions, these common components that are acknowledged include employee association with organisational goals and a compliance to exert discretionary effort, commitment, enthusiasm for work and organisational pride (Schneider et al, 2009). In the recent years there has become a gradual interest in employee engagement. Firstly the reasons for this is the correlation with organisational performance. By improving employee engagement it can beneficial to companies in order to improves its...
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...Organisational Commitment Richard McBain (2005) looks to define organisational commitment and concludes that although there is “no single definition of commitment”, he refers to Allen & Meyer’s (1990) three-component model and offers an explanation of those terms: 1. Affective commitment, “which refers to employees’ emotional attachment to, identification with, and involvement in, the organization” 2. Normative commitment, “which is based on feelings of loyalty and obligation” 3. ‘Continuance’ component “refers to the commitment based on the costs that employees associate with leaving the organization” Richard McBain (2005) also explores Swailes (2002) argument that measures of organisation commitment often seem to focus on the reasons for commitment, or its outcomes, rather than on the commitment itself. He also goes on to explore the research by Malhotra and Mukherjee (2003) where they test the importance of job satisfaction and organisational commitment on service quality and explore how commitment may influence the willingness of customer-contact employees to engage in discretionary efforts may reflect in the service quality they deliver. He goes on to comment on one of the key findings from Malhotra and Mukherje (2003) research; that affective commitment was more important than job satisfaction in determining the service quality of customer contact employees. Richard McBain (2005) goes on to conclude that “Service organisations should, therefore, strive to develop...
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...INTRODUCTION Enron was formed during 1985. Enron was a very powerful company that was doing very well in the market. Enron had been a power supplier to utilities. Its business began through the merger of Houston Natural Gas and Omaha-based Inter North. In the following 20 years, Enron grew quickly and became the largest energy trader in the world. By the end of the twenty century, Enron had many honorable titles, such as “one of the world’s leading electricity, natural gas, and communications companies”, “the world most admired corporations”, and so on. In the following years, with the increase of competition, Enron decided to use diversification and international investment to keep its market position. Actually, these activities brought Enron an unexpected large amount of losses rather than profits. In 1999, after a foray into fiber optics and the broadband market, which was a wrong decision again, Enron suffered too many substantial losses and began bleeding quickly. However, Enron had never declared any information about its losses until October 2001. Instead, in these years, Enron achieved a phenomenal bottom-line through overstating revenues and hiding liabilities. Besides manipulated the financial statements, Enron never mentioned the risks which it should disclose to its investors. On the contrary, the executives of Enron disclosed a great earnings forecast through the media and encouraged investors to purchase Enron’s stocks. They also suggested their...
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