Burocrata proteano: articulações de carreira em torno e além do setor público

Silva, Josélia Rita da; Balassiano, Moisés; Silva, Alfredo Rodrigues Leite da

doi:10.1590/s1415-65552014000100002

Cited by 22 publications

(37 citation statements)

References 27 publications

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“…This result is not surprising, given that many employees who seek public organizations do so because of job stability (Silva, Balassiano, & Silva, 2014). The negative correlation between company size (0 = small / medium, 1 = large) and turnover intention indicates that employees from large companies are less likely to leave them, compared to those working in smaller companies.…”

Section: Lucia Barbosa De Oliveira / Juliana Da Costa Rochamentioning

confidence: 90%

Work engagement: Individual and situational antecedents and its relationship with turnover intention

Oliveira¹,

Rocha²

2017

RBGN

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Purpose -The aim of the study was to analyze individual and situational antecedents of work engagement. More specifically, we propose that engagement is influenced by individual differences, measured by a construct called core self-evaluations, by human resource management practices, and by leader-member exchange quality. Moreover, we investigate the relationship between engagement and turnover intention.Design/methodology/approach -The hypotheses were tested through multiple regression analysis with a sample of 299 professionals employed by public and private organizations of different sizes and sectors of the Brazilian economy.Findings -All hypotheses were confirmed. More specifically, work engagement was positive and significantly related to participants' core self-evaluations, human resource management practices, and leadermember exchange quality. A negative and significant relationship between engagement and turnover intention was also found.Originality/value -Results showed that both HR practices and leader-member exchange quality can influence employee engagement, highlighting the importance of investments in these fields. Since engagement was also associated with individual differences, establishing an engaged workforce might require selection strategies that privilege employees who are more positive about themselves.

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Section: Lucia Barbosa De Oliveira / Juliana Da Costa Rochamentioning

confidence: 90%

Work engagement: Individual and situational antecedents and its relationship with turnover intention

Oliveira¹,

Rocha²

2017

RBGN

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“…Employee turnover may be voluntary, by the worker's own initiative, or involuntary, when the decision is made by the organization (Cascio and Boudreau, 2010). In the public sector, turnover occurs mostly by the servants' own decision, since employee displacement must obey the rules imposed by Law 8112/90, which are relatively rigid (Silva et al, 2014).…”

Section: Employee Turnover and Turnover Intentionmentioning

confidence: 99%

Comparing attitudes of public servants and outsourced employees

Oliveira

Costa

2019

RAUSP

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Purpose -The purpose of this study was to compare and analyze the job satisfaction, organizational commitment and turnover intention of professors, technical-administrative servants and outsourced workers of the Federal University of the State of Rio de Janeiro (UNIRIO).Design/methodology/approach -The authors conducted analyses of variance, with the multiple comparisons made using Tukey's post hoc tests, as well as regression analyses. The sample of 297 workers included 115 faculty members, 86 technical-administrative servants and 96 outsourced employees.Findings -The results showed that the job satisfaction of outsourced workers was significantly higher than that of the public servants. On the other hand, professors presented the highest level of affective commitment, significantly higher than technical-administrative employees and outsourced workers. Turnover intention of outsourced workers was lower than that of technical-administrative employees, despite the stability of the latter group.Practical implications -From a practical standpoint, the results may guide the development human resource management policies and practices aligned with the reality and the needs of public servants and outsourced employees, thus fostering their job satisfaction, commitment and retention.Originality/value -This study is relevant given the increased use of outsourced labor in the public administration and the relative paucity of empirical studies with this group of workers, as evidenced by the review of the national literature. Moreover, as the theme of outsourcing is quite controversial, the authors hope this new evidence contributes to the debate.

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“…They are present in the professional development of individuals throughout their lives and are objects of studies that seek to discover about this process of decision-making (Silva, Balassiano, & Silva, 2014;Schein, 1996aSchein, , 1984Hall, 2004;Chapman & Brown, 2014;Petroni, 2000;Tinti, Venelli-Costa, Vieira, & Cappellozza, 2017).…”

Section: Introductionmentioning

confidence: 99%

Satisfaction at Ifes: An Analysis Through Career Anchors

Vargas

Teixeira

2018

RAM, Rev. Adm. Mackenzie

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It is not allowed the use for commercial purposes. Este artigo pode ser copiado, distribuído, exibido, transmitido ou adaptado desde que citados, de forma clara e explícita, o nome da revista, a edição, o ano e as páginas nas quais o artigo foi publicado originalmente, mas sem sugerir que a RAM endosse a reutilização do artigo. Esse termo de licenciamento deve ser explicitado para os casos de reutilização ou distribuição para terceiros. Não é permitido o uso para fins comerciais. ABSTRACT Purpose: The objective of this research is to analyze the job satisfaction of public servants through career anchors. originality/value: The contribution of this research is to apply a collection instrument in reduced version for the analysis of job satisfaction in the public service in the search of subsidies for proposals of improvements in work processes related to people management. design/methodology/approach: We conducted the research with 671 public servants from the public education area. As an instrument of collection, we sent questionnaires using the electronic survey method and on paper. We based the questionnaire on the "Career Anchor Inventory" -adapted by Igbaria and Baroudi (1993) and the work by Netemeyer, Boles, and McMurrian (1996), termed as "Global Job Satisfaction". Findings: The Security/Stability anchor obtained significant explanatory power with job satisfaction, but its representativeness was not the largest in the sample. Our practical contribution will be in the support to the construction of policies of people management, since the results indicated lower rates of satisfaction with regard to the aspects of promotion and with respect to the relationship with senior management.

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Burocrata proteano: articulações de carreira em torno e além do setor público

Cited by 22 publications

References 27 publications

Work engagement: Individual and situational antecedents and its relationship with turnover intention

Work engagement: Individual and situational antecedents and its relationship with turnover intention

Comparing attitudes of public servants and outsourced employees

Satisfaction at Ifes: An Analysis Through Career Anchors

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