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    A sensemaking perspective on the psycological contract formations during organisational socialisation.

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    PhD VERONICA MAGANG Vol 1.pdf (1.853Mb)
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    PhD VERONICA MAGANG Vol 2.pdf (1.170Mb)
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    Publication date
    2010-05-10T15:51:50Z
    Author
    Magang, Veronica G.
    Supervisor
    Nadin, Sara J.
    Tietze, Susanne
    Ford, Jackie M.
    Keyword
    Psychological contract
    Obligations
    Psychological contract violations
    Transactional and relational contracts
    Sensemaking
    Rights
    Creative Commons License
    The University of Bradford theses are licenced under a Creative Commons Licence.
    Institution
    University of Bradford
    Department
    School of Management
    Awarded
    2009
    
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    Abstract
    The main aim of this thesis is to investigate the processes of the psychological contract during organisational socialisation. Research on psychological contract tends to focus more on the content and breach of the contract. Very little is known about the formative stages of the contract. Very little attention has also been given to investigating the psychological contract together with organisational socialisation. Linking the two research areas would further our understanding of both the dynamic nature of the psychological contract. This is achieved by investigating the temporal changes of the psychological contract of new employees, pre-entry up to six months post entry into employment. The research also investigates the psychological contract from the employer`s perspective. It utilises Weick`s (1995) sensemaking properties as a methodological framework to better understand these processes. Consistent with the research aim and objectives and social constructionism, a qualitative methodology was adopted. The research used in-depth semi structured interviews to collect data supplemented with sitting in during recruitment interviews in one of the organisations, and data were analysed using template analysis. Periodic interviews were carried out every four to six months post entry. The research consists of two organisations, where each provided two groups for analysis. The findings show that after entry into the organisation, the psychological contract changes in a variety of ways influenced by socialisation into the organisation. A model based on the findings is presented and discussed in the discussion chapter. The research also makes a contribution (methodology) by adopting the sensemaking framework.
    URI
    http://hdl.handle.net/10454/4294
    Type
    Thesis
    Qualification name
    PhD
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    Theses

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