Âncoras de carreira e comprometimento organizacional: ampliando a sua compreensão

Abstract

RESUMOO objetivo deste trabalho consiste em analisar a relação existente entre as âncoras de carreira e o comprometimento organizacional, a partir da perspectiva dos servidores técnico-administrativos em educação de uma instituição de ensino superior pública. Para o alcance desse objetivo, realizou-se uma pesquisa de caráter descritivo do tipo survey, para levantamento e análise dos resultados. O instrumento preenchido por 655 servidores foi baseado no Inventário de Âncoras de Carreira e na Escala de Bases do Comprometimento Organizacional (EBACO). Os principais resultados encontrados expõem o predomínio das Âncoras Vontade de Servir/Dedicação a uma Causa, Estilo de Vida e Segurança/Estabilidade. Constatou-se, também, entre os servidores, o maior Comprometimento Afetivo e Obrigação pelo Desempenho. Considerando a relação entre os construtos, percebeu-se, de maneira geral, a associação positiva e baixa entre as âncoras de carreira e o os fatores do comprometimento organizacional.Palavras-chave: carreira, comprometimento organizacional, instituição de ensino superior. ABSTRACTThe objective of this study is to analyze the relationship between career anchors and organizational commitment from the perspective of technical and administrative staff in education from an institution of public higher education. To achieve this goal, we carried out a descriptive research of the survey type to analyze the results. The instrument was completed by 655 employees and it was based on the Career Anchors Inventory and on the Scale Bases of Organizational Commitment (EBACO). The main findings expose the predominance of the anchors Will to Serve/Dedication to a Cause, Lifestyle and Safety/Stability. We also found among the servers the most Affective commitment and Performance Obligation. Considering the relationship between the constructs, we found, in general, a positive and weak association between career anchors and organizational commitment factors.

Satisfaction at Ifes: An Analysis Through Career Anchors

“…The results are in accordance with the test sample carried out in the Serra campus and the findings of the study by Petroni (2000), Faro et al (2010), Schreuder (2011), andCantarelli et al (2014).…”

“…Of the eight anchors established by Schein (1996a), the concentration in this research occurred in three: Service/Dedication to a cause, 354 public servants (58.03%); Security/Stability, 102 public servants (16.72%) and, finally, Lifestyle, 97 public servants (15.90%), making a total of 553 public servants (91%), result also found by Petroni (2000), Faro et al (2010), Schreuder (2011), andCantarelli et al (2014).…”

“…Cantarelli et al (2014) also identified the predominance of these three anchors in the establishment plan in a percentage of 70%, as well as in the study by Igbaria et al (1999) with engineering professionals.…”

“…The sample indicated a percentage of 31% of occupants of management position; however only 2.62% presented the Managerial Competence anchor, from which we can infer that most managers can perform this task without being adjusted with the duties and responsibilities of the work position. In another study done in a public institution, developed by Cantarelli et al (2014), this anchor also presented low representativeness.…”

“…Some studies previously conducted on this subject sought to identify the anchors, analyzed the existence of multiple or complementary anchors, related them to emotional intelligence, organizational commitment and demographic variables (Chapman & Brown, 2014;Wils, Wils, & Tremblay, 2010;Ituma & Simpson, 2007;Igbaria et al, 1999;Cantarelli, Estivalete, & Andrade, 2014). One of the few studies we found addressing satisfaction was by Coetzee and Schreuder (2011), that addressed the satisfaction with the employability that is not the focus of this research.…”