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Dissertations / Theses on the topic 'Conclusion of an employment contract'

Author: Grafiati

Published: 30 May 2022

Last updated: 31 July 2025

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1

Pontvianne-Broux, Arnaud. "La formation du contrat de travail du sportif professionnel." Thesis, Paris 1, 2020. http://www.theses.fr/2020PA01D005.

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Le sport professionnel constitue une activité réglementée, soumise à la délivrance préalable d'un permis fédéral de concourir pour tout sportif. Et, pareil octroi se révèle, notamment, conditionné à la souscription initiale, par ce joueur et son club, d'un contrat de travail sportif professionnel, dont la conclusion ne se réalise pas de manière instantanée<br>Professional sport turns out to be a regulated activity that is subjected to the preliminary issue of a federal permit for competing required for each sportsman. And, such a grant reveals itself, among others, as being conditional upon th

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2

Клочко, Альона Миколаївна, Алена Николаевна Клочко, Alona Mykolaivna Klochko та Д. Н. Годвін. "Labour contract in Ukraine (Укладення контракту в Україні)". Thesis, Сумський державний університет, 2014. http://essuir.sumdu.edu.ua/handle/123456789/36750.

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The Labour Code of Ukraine (the Code), adopted in 1971, is the primary source of law governing employment relationships in the Ukraine. The other sources of labour and employment law in Ukraine are: the Constitution of Ukraine and the labour regulations issued by the Cabinet of Ministers of Ukraine, the Ministry of Labour, and local state administrations. The Code regulates all kinds of labour relations, such as conclusion and termination of labour contract, rights and responsibilities of employees and employers, labour safety rules, invalidity of employment and collective agreements, etc. W

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3

Lindblom, Lars. "The Employment Contract between Ethics and Economics." Doctoral thesis, KTH, Filosofi, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-11346.

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This thesis investigates what work ought to be like. The answer it presents consists of an outline of a liberaltheory of justice in the employment contract based on theory developed in the area of political philosophy. Thethesis also examines issues of efficiency—How should measures to improve working conditions be evaluated?—and the ethical implications of the economic theory of employment contracts and the neoclassical theory of themarket. Paper I: A theoretical framework is introduced for the evaluation of workplace inspections with respect totheir effects on working conditions. The choice

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4

Timothy, Lester Clement. "Non-renewal of a fixed-term employment contract." Thesis, Nelson Mandela Metropolitan University, 2006. http://hdl.handle.net/10948/431.

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In terms of the common law contract of employment an employee who is a party to a fixed term contract, unlike an indefinite period contract, cannot be dismissed. The contract terminates upon an agreed or ascertainable date determined by the parties and the conclusion of the contract. Section 186(1)(b) of the Labour Relations Act 1995, however, defines the failure to renew a fixed term contract on the same or similar terms where the employee reasonably expected the contract to be renewed, as a dismissal. In this treatise the scope and content of this provision is considered with reference to re

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5

Deakin, Simon Francis. "Contract, labour law and the developing employment relationship." Thesis, University of Cambridge, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.291753.

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6

Slater, Henry John. "The distinction between a contract of employment and a contract with an independent contractor." Thesis, University of Port Elizabeth, 2001. http://hdl.handle.net/10948/276.

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The purpose of this treatise was to determine the distinction between the contract of service (employment) and the contract of work (independent contractor). A comprehensive literary survey was undertaken so as to establish if such a distinction does indeed exist. A logical point of departure was to study the contract of service and determine how the employment relationship is established by it. It is also necessary to establish under what circumstances a contract may be terminated and what the rights and obligations of the parties to the contract were. The contract between the parties will de

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7

Sipuka, Sibongile, and Supervisor details. "Termination of the contract of employment not constituting dismissal." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/4811.

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Section 23 of the Constitution provides that everyone has a right to fair labour practice. The constitutional right to fair labour practices includes the right not to be unfairly dismissed and is given effect to by section 185 of the LRA. The constitutional right not to be unfairly dismissed is given effect to by Chapter VIII of the Labour Relations Act 66 of 1995 (the LRA), which provides a remedy for an unfair dismissal. Schedule 8 of the LRA contains a “Code of Good Practice: Dismissal”, which the Commission for Conciliation, Mediation and Arbitration (the CCMA) and the Labour Courts must t

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8

Sipuka, Sibongile. "Termination of the contract of employment not constituting dismissal." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/d1021152.

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Section 23 of the Constitution provides that everyone has a right to fair labour practice. The constitutional right to fair labour practices includes the right not to be unfairly dismissed and is given effect to by section 185 of the LRA. The constitutional right not to be unfairly dismissed is given effect to by Chapter VIII of the Labour Relations Act 66 of 1995 (the LRA), which provides a remedy for an unfair dismissal. Schedule 8 of the LRA contains a “Code of Good Practice: Dismissal”, which the Commission for Conciliation, Mediation and Arbitration (the CCMA) and the Labour Courts must t

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9

Pelser-Carstens, Veruschka. "The employment, social and psychological contract and work outcomes in a private security organisation / V. Pelser-Carstens." Thesis, North-West University, 2012. http://hdl.handle.net/10394/10176.

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Employment relations literature is concerned with what is exchanged between the employer and the employee via an employment contract, a social contract or a psychological contract, with perceived mutual obligations (Rousseau, 1995; Capelli, 1999; Kalleberg, 2001). The psychological contract finds its foundation in the perceptions of the employee, that is, what the employee believe the employer has offered the employee in terms of their work relationship and the social contract refers to the expectations and obligations employers and employees have for their work and the employment relationship

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10

Grušić, Uglješa. "The international employment contract : ideal, reality and regulatory function of European private international law of employment." Thesis, London School of Economics and Political Science (University of London), 2012. http://etheses.lse.ac.uk/583/.

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Private international law has traditionally been perceived as a field of law concerned with resolving individual private disputes and achieving private justice and fairness in individual cases. This dissertation challenges this view by examining the systemic function of European private international law of employment, one of allocating and protecting regulatory (i.e. legislative and adjudicatory) authority of states in the field of labour law, thus maintaining and managing the diversity of European national labour law systems and safeguarding the objectives of uniform and harmonised EU employ

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11

Mgweba, Asiphe. "A revised role of good faith in the law of contract and employment contracts." University of the Western Cape, 2019. http://hdl.handle.net/11394/7033.

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Magister Legum - LLM<br>Good faith is an open ended concept which refers to fair and honest dealings. The function of this concept is to give expression to the community’s sense of what is fair, just and reasonable. The concept of good faith has and continues to acquire a meaning wider than mere honesty or the absence of subjective bad faith. It is an objective concept that includes other abstract values such as justice, reasonableness, fairness and equity. There is competition between the two underlying values or cornerstones of the law of contract, namely that of sanctity of contract (

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12

Bernhard-Oettel, Claudia. "Alternative employment and well-being : Contract heterogeneity and differences among individuals." Doctoral thesis, Stockholm : Department of Psychology, Stockholm University, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-8030.

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13

Keyser, Elsabé. "The changing employment relationship in the chemical industry : the role of the employment- and psychological contract / Elsabé Keyser." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4781.

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Understanding the employment relationship in the chemical industry in South Africa and organisational change within it is crucial to the understanding of the changing employment and psychological contract within this industry. This study focused on the employment- and psychological contracts, as well as employees ' work-outcomes (organisational commitment, job insecurity, job performance and intention to quit). Employees from the chemical industry were targeted and a cross-sectional survey design was used to obtain the research objectives. Descriptive statistics, factor analyses, Cronbach alph

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14

Luckman, Peter Craig. "Restraint of trade in the employment context." Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/842.

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Clauses in restraint of trade agreements concluded between an employer and an employee often present difficult legal issues to deal with. This complexity is due to the fact that a court, in deciding whether to enforce a restraint provision, has to strike a balance between two equal but competing policy considerations, namely, the sanctity of the contract and the freedom of movement of people in a market economy. In striving to balance the sanctity of contract with the right of freedom to trade, it is necessary to decide which of these two policy considerations should take precedence by having

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15

Mortenson, Kristian G. "Effects of Pay Variability and Mutual Monitoring on Employee Effort and Contract Choice." Diss., The University of Arizona, 2008. http://hdl.handle.net/10150/194133.

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A primary cause of income volatility for employees is job loss due to firm downsizing. Economists have suggested that firms use share contracts rather than wage contracts as one possible solution to downsizing. In my experimental setting employment contracting involves an employer who hires two employees to produce output. In each of 31 rounds, employees choose between a wage contract (status quo) and a share contract with an employer-set sharing rule. I manipulate whether the share contract incorporates a form of mutual monitoring and examine the effects on employee effort, contract prefe

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O'Connor, Niall. "The impact of EU Fundamental Rights on the employment relationship." Thesis, University of Cambridge, 2019. https://www.repository.cam.ac.uk/handle/1810/286333.

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The purpose of this thesis is to assess the impact of the EU Charter of Fundamental Rights (the Charter) on the employment relationship. The Charter has long been praised for its inclusion of socio-economic rights alongside traditional civil and political rights. It might have been thought, therefore, that the Charter would be a particularly potent tool in the employment context, characterised as it is, by the continuous interaction between economic and social rights. However, to draw an analogy from George Orwell's Animal Farm, although 'all rights are equal, some rights are more equal than o

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17

Holland, J. A. "An analysis of good faith as an underlying theme in the employment relationship." Thesis, University of Southampton, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.383414.

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18

Osborn, Jones Tim. "Managerial attitudes to work, employment & career : exploring the form of psychological contract." Thesis, Henley Business School, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.413579.

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19

Pia, Jean. ""nangangamuhan" : an analysis of the standard employment contract (POEA-SEC) for Filipino seafarers." Thesis, Cardiff University, 2016. http://orca.cf.ac.uk/101069/.

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This thesis explores the terms and conditions of the standard employment contract (POEA-SEC) for overseas Filipino seafarers. The contract, and the workers’ experience of it, is studied as an institutional arrangement prescribed by the Philippine government for the deployment of seafarers as contractual workers in the global labour market. This study aims to answer questions posed at the outset of this research on the enforcement and implementation of the POEA-SEC and its effectiveness in protecting the welfare and well-being of seafarers. This research examined the views, perceptions and expe

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20

Ali, Haris. "Investigating power, interdependence and struggle in the employment relationship : a psychological contract perspective." Thesis, University of Glasgow, 2015. http://theses.gla.ac.uk/6999/.

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This thesis explores the implications of power in relation to the psychological contract. The majority of the psychological contract literature, because of its underpinning assumptions of mutuality and reciprocity, largely downplays the dynamics of power in the employment relationship. The key objective of the current study therefore is to make further empirical and theoretical developments in relation to the psychological contract by exploring these power dynamics in the relationship between employees and employer. Concerning power, the complex interdependencies and the associated workplace s

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21

Mohlabi, Glynn Stephen Mabuela. "Transfer of business, trade or undertaking and its effects on contract of employment." Thesis, University of Limpopo, 2010. http://hdl.handle.net/10386/564.

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22

Le, Roux Rochelle. "The regulation of work : whither the contract of employment? : an analysis of the suitability of the contract of employment to regulate the different forms of labour market participation by individual workers." Doctoral thesis, University of Cape Town, 2008. http://hdl.handle.net/11427/4651.

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Includes abstract.<br>Includes bibliographical references (leaves 258-302).<br>The focal research question of this thesis is the relevance of the contract of employment in modern employment. In answering this question three broad areas associated with the contract are explored: (1) the evolution of the contract of employment in South Africa and the dichotomy between the contract of employment and the independent contract; (2) the forms of engagement of workers in the South African labour market; and (3) alternative regulatory models with specific reference to models that are consistent with th

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23

Hlekani, Mphakamisi Witness. "Termination of the employment contract due to ill-health in the public education sector." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1020969.

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The subject of the present treatise concerns termination of employment contracts that are effected as a result of an employee’s incapacity on the grounds of ill-health or injury. Every employee has the right not to be dismissed unfairly. The Labour Relations Act, 1995 recognises three grounds on which termination of employment might be legitimate. These include the conduct of the employee, the capacity of the employee and the operational requirements of the employer’s business. However, fundamental to any contract of employment is the obligation that rests on an employee not to be absent from

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24

Loughlin, Catherine A. "Toward a model of healthy work for full-time, part-time and contract employment." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape15/PQDD_0010/NQ31939.pdf.

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25

Mulokozi, Cordatus. "Employment contract and work outcomes : a comparative study of in-house and outsourced employees." Thesis, London School of Economics and Political Science (University of London), 2006. http://etheses.lse.ac.uk/2060/.

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To improve efficiency and reduce costs, many organisations in the United Kingdom and other industrialised countries have embarked on outsourcing practices for resources such as skills and products. The objective of the study was to determine whether being in-house or outsourced has a significant effect on an employee's work outcomes i.e. work adjustment, job satisfaction and organisation commitment. And if they do, which of the two employment contracts has a higher effect on which outcome or outcomes. In-house and outsourced employees from two major London-based teaching hospitals and one mid-

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26

Pate, Judy. "The changing contours of the employment relationship : a case study of the psychological contract." Thesis, Abertay University, 2001. https://rke.abertay.ac.uk/en/studentTheses/54420944-ba80-4d7d-8a82-4801bd062712.

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In recent years organisations have been faced with increasing challenges which have resulted in tensions between innovation and cost effective strategies. Such environmental pressures have resulted in the emergence of a new employment relationship or psychological contract. In the face of this new situation two questions become apparent: ‘how can the new psychological contract be managed effectively?’ and ‘what are the organisational consequences of an ineffectively managed psychological contract?’ This thesis evaluates two key research questions: ‘what factors shape psychological contracts?’

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27

Aldossari, Maryam. "Repatriation and the psychological contract : a Saudi Arabian comparative study." Thesis, Queen Mary, University of London, 2014. http://qmro.qmul.ac.uk/xmlui/handle/123456789/8904.

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Studies related to psychological contracts have made significant contributions to our understanding of the exchange relationship between employees and employers. However, the influence of national/organisational culture on the psychological contract has largely been neglected. The thesis examines the influence of national and organisational culture on the way in which psychological contracts are constituted, and how they may change following international assignments and repatriation. The research examines differences in the nature, and consequences of, psychological contract fulfilment or bre

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Le, Thi Bao Quynh, and Taha Javaid. "Leader Member Exchange Theory and Psychological Contract Fulfillment: An Empirical Study in a Vietnamese Organization." Thesis, Högskolan i Halmstad, Akademin för ekonomi, teknik och naturvetenskap, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-42722.

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Background: Leader member exchange (LMX) theory focuses on the different associations established by the leaders with their followers through a system of exchanges (high quality and low exchanges), whereas a psychological contract is a tacit agreement between the employer and employee and comprises of employee's beliefs regarding the mutual obligations between the employee and an employer. Since an organization communicates and negotiates through its representatives which indicates people in managerial positions, it is meaningful to draw that the relationship quality between employee and thei

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Loring, Jane A. "Changing employment contracts, changing psychological contracts and the effects on organisational commitment." Thesis, Curtin University, 2003. http://hdl.handle.net/20.500.11937/414.

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Changing workplace conditions have resulted in psychological contracts becoming more transactionally oriented. The current study addresses the question of how the `new' psychological contract affects organisational commitment. In particular, it seeks to analyse the relationship between the form of the psychological contract (relational/transactional) and type of organisational commitment (affective, continuance, normative).Data were collected from 210 randomly selected participants using the Psychological Contract Scale (PCS), and the Measure of Affective, Continuance and Normative Commitment

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30

Шпак, Д. "Реалії застосування контрактної форми трудового договору". Thesis, Українська академія банківської справи Національного банку України, 2009. http://essuir.sumdu.edu.ua/handle/123456789/60901.

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Шлапко, Тетяна Вікторівна, Татьяна Викторовна Шлапко та Tetiana Viktorivna Shlapko. "Деякі особливості правового регулювання випробування при прийнятті на роботу". Thesis, Українська академія банківської справи Національного банку України, 2011. http://essuir.sumdu.edu.ua/handle/123456789/62462.

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Розглянуті особливості правового регулювання випробування при прийнятті на роботу за українським законодавством.<br>The paper considers peculiarities of legal regulation trials at employment in accordance with Ukrainian law.

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Kochan, Thomas A. "An Employment Policy Agenda for Working Families." MIT Workplace Center, 2002. http://hdl.handle.net/1721.1/7310.

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Шлапко, Тетяна Вікторівна, Татьяна Викторовна Шлапко та Tetiana Viktorivna Shlapko. "Деякі недоліки проекту трудового кодексу України з питань виникнення трудових правовідносин та укладення трудового договору". Thesis, Університетська книга, 2011. http://essuir.sumdu.edu.ua/handle/123456789/62453.

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Автор аналізує проект Трудового кодексу України. Визначає недоліки, які стосуються підстав і моменту виникнення трудових правовідносин та укладення трудового договору.<br>The author analyzes the draft Labour Code of Ukraine. Identifies disadvantages of relating to the the grounds and the moment of labor relations and labor agreements.

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Tykha, A. P. "Legal Regulation of Amendment of Labour Contract. –." Thesis, Київський національний університет імені Тараса Шевченка, 2017. http://openarchive.nure.ua/handle/document/7670.

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The thesis enabled the resolving of the scientific problem regarding the necessity of the existing theoretical doctrine on the labour contract alterations deepen and adjustment according to the modern needs in consideration of latest changes in the economic and social life of the Ukrainian state. The specifics of labour contract alteration legal regulation under the current and draft labour laws of Ukraine are disclosed. The whole set of problems of labour contract alterations legal regulation is singled out and a number of actual proposals concerning sophistication of the current labour legis

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Earnshaw, A. P. Russell. "The experience of job insecurity for women university graduates in temporary and contract jobs in Vancouver." Thesis, University of British Columbia, 1987. http://hdl.handle.net/2429/26808.

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Field research was used to document the psychological and contextual experience of job insecurity for 15 graduate women in jobs with limited tenure and protection. Single, hour-long, intensive focused interviews were used, employing a projective technique. Transcripts of taped interviews were analyzed for factors associated with positive and negative emotional shifts. Factors were categorized and grouped into domains, which included: the nature of the subjects' job insecurity; effects on work performance, work relations, emotional and physical health, finances, leisure, and, personal and famil

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36

Cheng, Yuen-fung Andy. "A study of the employment of non-civil service contract staff in the HKSAR government." Click to view the E-thesis via HKUTO, 2007. http://sunzi.lib.hku.hk/hkuto/record/B38597895.

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Parkinson, Ann Priscilla. "The changing nature of the employment relationship : mapping a subjective terrain of the psychological contract." Thesis, Henley Business School, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.263503.

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Cheng, Yuen-fung Andy, and 鄭元峰. "A study of the employment of non-civil service contract staff in the HKSAR government." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2007. http://hub.hku.hk/bib/B38597895.

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Rao, Sujatha. "Knowledge management and contract professionals: A study of contingent employment and knowledge sharing in organisations." Thesis, The University of Sydney, 2010. http://hdl.handle.net/2123/6631.

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An organisation’s knowledge base is a valuable asset that serves as a source of sustainable competitive advantage for the firm. Organisations have become increasingly reliant on the application of knowledge work and the contributions of professionals to the creation of valued organisational knowledge. Implicitly, the literature has assumed permanency in the employment relationship between professionals and organisations and focused on issues such as organisational identification and commitment, and extra-role behaviours of professionals as impacting on their knowledge sharing behaviours. Howev

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Rao, Sujatha. "Knowledge management and contract professionals: A study of contingent employment and knowledge sharing in organisations." University of Sydney, 2010. http://hdl.handle.net/2123/6631.

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Doctor of Philosophy<br>An organisation’s knowledge base is a valuable asset that serves as a source of sustainable competitive advantage for the firm. Organisations have become increasingly reliant on the application of knowledge work and the contributions of professionals to the creation of valued organisational knowledge. Implicitly, the literature has assumed permanency in the employment relationship between professionals and organisations and focused on issues such as organisational identification and commitment, and extra-role behaviours of professionals as impacting on their knowledge s

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Loring, Jane A. "Changing employment contracts, changing psychological contracts and the effects on organisational commitment." Curtin University of Technology, School of Psychology, 2003. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=14208.

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Changing workplace conditions have resulted in psychological contracts becoming more transactionally oriented. The current study addresses the question of how the `new' psychological contract affects organisational commitment. In particular, it seeks to analyse the relationship between the form of the psychological contract (relational/transactional) and type of organisational commitment (affective, continuance, normative).Data were collected from 210 randomly selected participants using the Psychological Contract Scale (PCS), and the Measure of Affective, Continuance and Normative Commitment

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Kuskienė, Sonata. "Terminuota darbo sutartis pagal Lietuvos ir Lenkijos teisę (lyginamoji analizė)." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2009. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2007~D_20081203_204526-93506.

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Neterminuotos darbo sutartys yra bendriausia ir pagrindinė darbdavių bei darbuotojų darbo santykių forma, tačiau tam tikromis aplinkybėmis – nenuolatinio pobūdžio darbams atlikti - vis dažniau atsiranda poreikis darbuotojus įdarbinti pagal terminuotas darbo sutartis, kurios tam tikromis aplinkybėmis labiau atitinka ir darbuotojų ir darbdavių interesus. Šiame magistro darbe yra nagrinėjamos Lietuvos ir Lenkijos darbo teisėje įtvirtintos nuostatos dėl terminuotos darbo sutarties rūšių išskyrimo, jos sudarymo prielaidos, vykdymo ypatumai bei nutraukimo pagrindai ir apribojimai, analizuojamas šių

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Stafford, Jeremy Owen Sutton Charlotte. "An examination of the relationship between a realistic job preview and job applicants' psychological contract perceptions." Auburn, Ala., 2007. http://repo.lib.auburn.edu/2007%20Fall%20Dissertations/Stafford_Jeremy_50.pdf.

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Achtzehn, David. "The deal : employment relations in growth-oriented, high-tech start-ups : an employee perspective." Thesis, Loughborough University, 2015. https://dspace.lboro.ac.uk/2134/19628.

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The aim of this thesis is to explore employment relations in young, growth-oriented, technology-driven (high-tech) start-ups. It takes a closer look at the exchange relationship between founders and their first employees in this specific context. At its core, the research is interested in employees motivation to work for a growth-oriented start-up and their understanding of the employment deal. The study uses the psychological contract as an analytical framework to gain deeper insights into individuals perceptions of this deal. The research is embedded within an interpretivist paradigm and inc

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Le, Roux Charles Hendrik. "The idiosyncratic deal of employees and work outcomes at an academic institution / C.H. Le Roux." Thesis, North-West University, 2012. http://hdl.handle.net/10394/10289.

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Every society has jobs that need to be done in order to survive and to improve its members’ subjective well-being. Work is an important source of individuals’ subjective well-being. Employees within higher education institutions face a complex environment and play an important role in the reconstruction and development in South Africa. Employees are experiencing more challenges in the workplace than ever before. They spend more time at work and because they have less leisure time, they have fewer opportunities of seeking meaning in their lives. These factors have an impact on the well-being an

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Williams, Don. "The employment and psychological contract in the Department of Justice in the Vaal Triangle / by D. Williams." Thesis, North-West University, 2004. http://hdl.handle.net/10394/2387.

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Newton, Sandra Kay. "The information technology professional's psychological contract viewed through their employment arrangement and the relationship to organizational behaviors." [Tampa, Fla] : University of South Florida, 2006. http://purl.fcla.edu/usf/dc/et/SFE0001416.

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Van, der Nest Jakobus Petrus. "Positive employment relations and organisational outcomes : the role of the psychological contract and employability / Jakobus Petrus van der Nest." Thesis, North West University, 2014. http://hdl.handle.net/10394/13092.

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Globally competitive businesses have gone through a lot of change over the last few years, even decades. Organisations need to keep abreast with what is happening around them in order for them to reach their strategic targets. Over the past few years, many organisations realised that their most valuable assets are their employees and the knowledge that they possess. The main key to retaining employees is nested in a positive employment relationship. Current organisations, and more specifically mining organisations, are encountering great difficulty in maintaining a positive relationship with t

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Selusi, Sophie. "La cession du contrat de travail." Thesis, Montpellier, 2015. http://www.theses.fr/2015MONTD058.

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S’inscrivant dans un contexte juridique et économique propice, cette thèse propose une utilisationrenouvelée de la cession de contrat adaptée au rapport de travail. Les finalités de ce mécanismejustifient l’opportunité de sa réception et de sa réalisation augurant son développement. Constatantque ni le législateur, ni le juge, ne font référence au dispositif, un effort de définition est accompli.La cession du contrat de travail est l’opération consistant à changer d’employeur avec l’accord dusalarié sans rupture. Repensées sous le prisme de la cession de contrat, les opérations se situant àla

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Basson, Cindy-Lorraine. "The relationship between leadership styles and the psychological contract in work teams / Cindy-Lorraine Basson." Thesis, North-West University, 2008. http://hdl.handle.net/10394/3663.

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The first construct of this study is leadership styles. This well-known concept has been widely explored in the research. Many different models have germinated from the different theories developed on leadership styles, and for the purpose of this research, the leadership style model approach developed by Kurt Lewin has been used as a framework or paradigm. According to this approach, their main styles are identified. These styles are known as authoritarian style, participating style and delegative style. The second construct that this study focuses on is the psychological contract. This is a

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