Satisfaction at Ifes: An Analysis Through Career Anchors

Abstract

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.

Emotional Intelligence and Internal Marketing as Determinants of Job Satisfaction and Satisfaction with Life among Portuguese Professionals

“…Ref. [5] add that it is essential for supervisors to have the skills to recognize dissimilarities in order to subsequently analyze and adapt guidelines and conduct taking these dissimilarities into account, thus modifying them into "synergies".…”

“…Some studies [2][3][4][5][6] show that professionals want their work to be recognized and their commitment to be valued. If organizations ensure the development of emotional intelligence, satisfaction, attendance and productivity increase, turnover decreases and group work improves, as well as interpersonal relationships between professionals [3].…”

“…Also add that there is a predictive relationship between job determinants and employee loyalty with job satisfaction and employee performance in organizations. Some authors indicate that job satisfaction is extremely important for organizational employees as well as for the organizations themselves in order to achieve sustainable benefits and because it generates productivity, motivation, employee loyalty and organizational performance [2,5]. Author [7] defines satisfaction with life as personal well-being, i.e., the way in which individuals experience their lives in a positive way.…”

Career anchors and value orientations as tools for evaluating soft skills of technical university students in the context of digital socialization

“…Vargas R.C. et al [10] studied the relationship between career anchors and job satisfaction among teachers and staff of the Federal University of Espirito Santo, Vitoria, Brazil, with a sample of over 650 people. Abessolo M. et al [11] carried out the development and validation of a multidimensional questionnaire of career values, the sample included over 550 French-speaking employees of institutions in Lausanne and Bern, Switzerland.…”

Career Anchor In The Concept Of Self-Employment Catholic High School Teacher

“…Secara otomatis, situasi ini akan mengubah arah persepsi karir individu (Atkinson, Derry, Renkl, & Wortham, 2000;Cahyani, 2019) apaun jenis pekerjaan yang dijalankan, baik, di kewirausahaan, di perusahaan swasta maupun di instansi pemerintah sebagai wiraswasta, karyawan, guru, mahasiswa, siswa, consultant, pengacara, dan sebagainya. Pergeseran makna ini menuntut pihak organisasi memiliki peran hanya sebagai fasilitator karir para karyawannya (eksternal karir), sedangkan individu karyawanlah yang memiliki sepenuhnya dalam memilih tujuan mereka dalam berkarir (internal karir), termasuk keseimbangan hidup (Chapman, 2016;Vargas & Teixeira, 2018) sebagai konsep dalam berkarir yang lebih dikenal dengan istilah career anchor atau jangkar karir yang dikembangkan oleh Schein (2016) dengan sembilan kategorinya. Jangkar karir mampu mengenali kebutuhan untuk menyeimbangkan ketiga nilai karir yang dimiliki diantara kebutuhan karir individu dan organisasi untuk meningkatkan komitmen dan kepuasan kerja (Ituma, & Simpson, 2007;Meiliani, 2013).…”