Constructing psychological structure and psychological contract from the perspective of new PE "Syllabus" in Higher Education: Implementing new PE "Syllabus" to achieve its best effect

2011 ◽  
Author(s):  
Wang Zhaohui ◽  
Shang Ruihua ◽  
Huang Shijie
Keyword(s):  
Higher Education ◽  
Psychological Contract ◽  
Psychological Structure

scholarly journals The psychological contract in relation to employment equity legislation and intention to leave in an open distance higher education institution

2019 ◽  
Vol 39 (1) ◽  
pp. 72-92 ◽  
Author(s):  
Annette Snyman ◽  
Nadia Ferreira ◽  
Alda Deas
Keyword(s):  
Higher Education ◽  
South African ◽  
Psychological Contract ◽  
Education Institution ◽  
Intention To Leave ◽  
Employment Relationship ◽  
Employment Equity ◽  
Higher Education Institution ◽  
White Males ◽  
Significant Relationships

In recognition of the injustices of South Africa’s apartheid past, employers have a responsibility to ensure that employment equity practices are implemented, without harming important aspects of the employment relationship, such as the psychological contract and the intention to leave. The aim of this study was to determine the relationship between the psychological contract, employment equity legislation practices and the intention to leave (as measured by structured questionnaires comprising standardised scales) in an open distance higher education institution. In this regard, special attention was given to the influence of employment equity on employees’ intention to leave, which forms an important part of the psychological contract. The study also focused on the differences that exist between the three different social groupings (Africans, white males and white females, coloureds and Indians), gender and qualification levels regarding their perceptions about how the psychological contract influences employment equity legislation practices and intention to leave. A quantitative survey was conducted on a stratified random sample of employees (N = 339) who were white (58.4%), male (50.1%) and between the ages of 31 and 60 and were all employed at an open distance higher education institution. Correlational statistics and multiple regression analyses revealed a number of significant relationships between the three variables. In the South African employment equity context, the findings provide valuable information that can be used to inform managers and human resource practitioners on employment equity strategies. The practical implications of the findings also add new insights in terms of the psychological contract, intention to leave and management of the employment relationship.

scholarly journals Organisational commitment in the era of the new psychological contract

2011 ◽  
Vol 14 (3) ◽  
pp. 333-345 ◽  
Author(s):  
Anthonie Theron ◽  
Nicole Marguerite Dodd
Keyword(s):  
Higher Education ◽  
Human Resource ◽  
Psychological Contract ◽  
Target Population ◽  
Psychological Contracts ◽  
Effective Management ◽  
Organisational Commitment ◽  
Hrm Practices ◽  
Nelson Mandela ◽  
Self Administered Questionnaire

The aim of this study was to investigate organisational commitment in an organisation that had recently experienced organisational restructuring (a merger). The psychological contract that exists between employees and organisations is brittle due to many organisational changes that stem from organisational restructuring.  When psychological contracts are breached, employees may experience reduced commitment to the organisation.  The target population for this study consisted of all employees working at three recently-merged higher education institutions in the Nelson Mandela Metropolis (n=100) and a self-administered questionnaire was distributed amongst staff.  The results indicated that an increase in the number of positive human resource management (HRM) practices reported by respondents correlated with a decrease in violation and breach of the psychological contract, despite organisational restructuring.  It was further revealed that effective management of the psychological contract is crucial during organisational restructuring, in order to maintain the commitment and loyalty of employees.

scholarly journals Moral Standards in the Psychological Structure of the Personality of Students of Higher Education Institutions

2021 ◽  
Vol 10 ◽  
pp. 753-758
Author(s):  
Anna Liakisheva ◽  
Keyword(s):  
Higher Education ◽  
Structural Component ◽  
Higher Education Institutions ◽  
Value Orientations ◽  
Standard Definition ◽  
Moral Standards ◽  
Psychological Structure ◽  
Definition Of ◽  
Scientific Practical ◽  
The Relationship

In this article's scientific space, one can observe the differentiation of the definition of the terms 'value', 'value orientations' because it does not yet have a clear standard definition. Many researchers have dealt with this topic, researched, analyzed, observed, and made conclusions. However, there is still a rich scope for research of such phenomena of personal structure as value orientations. Outstanding psychologists-researchers who, in their scientific, practical, and theoretical works, dealt with the topic of values and value orientations and came to the general conclusion that values are a structural component of a personality, with the help of which a person achieves a goal, sets this goal, and characterizes position in life. The article saw the relationship between values and the basic structures of the personality, including value orientations—considered in values a system of orientation and personality attitudes.

scholarly journals Psychological Contract Sebagai Alternatif dalam Meninjau Pemenuhan Harapan Akademik di Perguruan Tinggi

PSIKODIMENSIA ◽  
2017 ◽  
Vol 16 (1) ◽  
pp. 62
Author(s):  
Rezki Ashriyana Sulistiobudi
Keyword(s):  
Higher Education ◽  
Literature Review ◽  
Human Resource ◽  
Psychological Contract ◽  
Higher Education Institutions ◽  
Theoretical Models ◽  
Critical Discussion ◽  
Academic Institution ◽  
Measuring Instruments

Abstract Higher education, as an institution that generates the nation's next future leader, is no longer burdened with merely providing knowledge alone. Human resource competitiveness was being one of higher education responsibility to complete, to achieve a great quality of their graduates. Hope that emerged from the students on the fulfillment of obligations towards their university becomes something that can not be separated from the quality of the graduates. Psychological contract as a concept that can explain it, has not been widely studied in a higher education setting especially in Indonesia. The number of measuring instruments has its version on some theoretical models raises curiosity as to what is actually appropriate. Through the method of literature review, it was carried out a critical discussion of the components in the measurement of psychological contract at higher education institutions. The exposure in understanding the dynamics of inter-dimensional and determine the appropriate model based on the characteristics of each academic institution. At least, measurement of psychological contract used in higher education setting should be both of promissory (transactional) and non-promissory (relational) dimension. Surely, it always needs to adjust to the conditions and situations relevantly in each institution. Therefore, it would be possible to bring various indicators in each of dimension.

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