To the progress of social development, the middle-class has the ability to maintain the stable of social order development and the promotion of rational revolution. Among them, the location of labor is an important influential factor to the structure and change of classes. After the social change like industrialization and land reform, the middle-class in Taiwan appeared highly developed. However, with the circulation of the global capital, the employment position of labor markets had a division into two opposing extremes, which had cause the danger and anxiety among the middle-class. In this study, we take the view point of public employment regime to discuss how the State using the administrative power to stimulate labor, and how did they enforce social reform from the middle-class to reduce the opposition and confliction among classes. First, we take an observation on the long term Taiwan employment situation transition. We found out that, in order to promote the middle-class, we should place importance on the individual employment problems to provide education and employment training courses to reduce the long term unemployment. Second, we take the operation of the ¡¥short term employment promotion project¡¦ for consideration. We realized that in order to positively promote labor. We should think over the ¡¥lawful long term employment service¡¦ to enforce the employment service ability by ensuring the accountability and responsibility of administration departments by law; guarantee the occupation training; and enforce the ability of employment service department. Our suggestion is that, we should face squarely on the roles of Taiwan's middle-classes played on the autonomy and public sphere, and focus on the moderate social forces they had to avoid confliction and opposition to establish harmonious and mutually beneficial society.

Public employment services are provided in all developed economies, justified on the basis of a public interest in efficient, effective operation of national labour markets. Although such countries adopt different approaches to delivering these services each offers what I refer to as ‘the three essential roles of a public employment service’. These are labour exchange services, providing job brokerage to labour market participants to enhance the efficiency of the labour market; an equity role, offering assistance to disadvantaged jobseekers to improve their prospects of employment; and a ‘compliance monitoring role’ which contributes to maintaining the integrity of the welfare system by detecting welfare abuse. Informed by a body of research on policies and practices in the OECD I construct a model of a notional public employment service incorporating these three essential roles that I call ‘an OECD model’. The Job Network, an early policy reform of a newly-elected Coalition government, appeared to replicate ‘the OECD model’, insofar as it performed brokerage, offered equity measures and conducted invigilation of welfare compliance. However, it differed from its predecessor, the CES, in two significant respects. First it was created by the bureaucracy as a new ‘market’ in which all employment services were purchased through a competitive tending process from private sector providers; in this, it was unique in the OECD. Second, rather than offering prescribed employment programs and services designed by public officials, private providers were free to determine the needs of clients (within broadly-defined service categories) and devise their own strategies to achieve contractually-defined ‘outcomes’ for which they would be paid. Services were focused particularly on disadvantaged jobseekers who were expected to receive personalised assistance tailored to overcome their complex or multiple barriers to employment. The purpose of my thesis is to discover whether the Job Network (in the period from its inception to the end of the second contract) was an OECD model, by which I mean whether its three roles were conceptualised, constructed and delivered in ways that enabled them to perform the same functions as the three essential roles of the OECD model. I see this question as involving two distinct, but interrelated issues. First, I am concerned to discover whether the three roles of the Job Network share the objectives and priorities of their counterparts in the OECD model, positing that these will shape the design of services. Second, informed by a body of literature which draws attention to a range of issues emerging from privatisation of public services, I consider the impacts that private delivery had on the design and implementation of its services. iv I approach this task from a qualitative perspective to explore assumptions and priorities underpinning the political construction of the issues deemed to require policy intervention and the responses to these as reflected in the design and implementation of services, noting the effects of practices on service recipients. I argue that, together, these are the determinants of the Job Network’s policy objectives and capacities. I take as my data the political discourse, bureaucratic texts, interview materials and texts of service recipients that I have gathered to investigate, in turn, each of the three roles of the Job Network using tools and techniques from the broader field of discourse analysis, selecting those most appropriate to the nature of the data. My analysis concludes that the Job Network’s three roles do not reflect those of the OECD model, first because they are predicated on different policy objectives and second, because privatisation of service delivery affected the design of its services and the priorities of service providers in ways that undermined its capacity to perform the ‘essential roles’. The evidence suggests that ideological-based assumptions and preferences of a conservative government steered the Job Network towards prioritising its role in compliance monitoring, positioning it as a tool of welfare reform rather delivering interventions to enhance efficiency or equity in the labour market such as those predicated of the OECD model.

Purpose: To describe occupational therapists experiences of development in occupational therapy at The Swedish Public Employment Service. Method: The study was conducted using qualitative interviews. Thirteen occupational therapists working at The Swedish Public Employment Service participated. The occupational therapists had a geographical spread throughout Sweden. Collected data was transcribed and analysed according to qualitative content analysis. Result: Data resulted in five categories as follows: To work with development of scientific methods, Importance of feasibility to competence development, Cooperation as a part of the improvement work, Preconditions to be person-centered and Importance of continual evaluation to improve actions. The occupational therapists describes in these categories various supportive and hindering factors at to what extent they had preconditions to carry out and develop occupational therapy at The Swedish Public Employment Service. Supporting factors were described as well-developed methods, a person-centered approach and intern cooperation. Obstructing factors were described as defective coordination between social actors in the community, insufficient evaluations, limited possibilities to competence development and implementation of research. Conclusion: This study contribute to knowledge of occupational therapists preconditions to development of methods and improvement work. The study shows that it is a lack of knowledge and a need of research is required to illustrate the role of occupational therapists within vocational rehabilitation at The Swedish Public Employment Service. / Syfte: Att beskriva arbetsterapeuters erfarenheter av utveckling inom arbetsterapi vid Arbetsförmedlingen i Sverige. Metod: Studien genomfördes med kvalitativa intervjuer. Tretton arbetsterapeuter med anställning vid Arbetsförmedlingen deltog. Arbetsterapeuterna hade en geografisk spridning över hela Sverige. Insamlad data transkriberades och analyserades enligt kvalitativ innehållsanalys. Resultat: Data resulterade i fem kategorier enligt följande: Att arbeta med utveckling av vetenskapliga metoder, Betydelsen av möjlighet till kompetensutveckling, Samverkan som en del i utvecklingsarbetet, Förutsättningar till personcentrering samt Betydelsen av ständig utvärdering för förbättrade åtgärder. Arbetsterapeuterna beskriver i dessa kategorier olika faktorer som stöttade och hindrade i vilken utsträckning som de hade förutsättningar att utföra och utveckla arbetsterapi vid Arbetsförmedlingen. Stödjande faktorer beskrevs bland annat som välutvecklade metoder, ett personcentrerat arbetssätt och interna samarbeten. Hindrande faktorer beskrevs som undermålig samverkan med samhällsaktörer, bristande utvärderingar samt begränsade möjligheter till kompetensutveckling och implementering av forskning. Slutsats: Studien bidrar till kunskap kring arbetsterapeuternas förutsättningar till utveckling av metoder och förbättrande arbetssätt. Studien visar på en kunskapslucka och behov av forskning kring ämnet är nödvändigt för att belysa arbetsterapeuters roll inom den arbetslivsinriktade rehabiliteringen vid Arbetsförmedlingen.

This thesis is comprised of a series of published papers relating to the evaluation of active assistance measures for the unemployed in Australia. It offers both applied evaluations of active assistance measures as well as critical assessment of the evaluation approaches that have dominated the literature and policy formation in Australia. "Active" assistance for the unemployed is distinguished from "passive" assistance, such as income support.The motivation behind the work lies in the fact that a very large amount of public expenditure is directed to active assistance for the unemployed. Over $2 billion dollars was spent on labour market programs at the height of the Working Nation package in each of 1995-96 and 1996-97, and $1.5 billion was allocated to "labour market assistance to jobseekers and industry" in the most recent (2001-02) Commonwealth budget. Despite this considerable past and ongoing expenditure, the evaluation effort in Australia has been far short of international best practice. As a consequence, there is no convincing empirical evidence as to how effectively these public resources are being used, or of the relative merits of various options in the design of active interventions for the unemployed.Ultimately, the goal of the research is to improve supply-side policies designed to address unemployment. As stated, it aims to do this through original empirical evaluations of programs and through critical assessment of existing evaluations and institutional arrangements.

The aim of this paper is to research and discuss the role the cultural politics play for the Swedish employment office (Arbetsförmedlingen) and the meaning culture politics have within the labour market policy. A research has shown that Arbetsförmedlingen evaluates unemployed cultural workers differently than regular registered jobseekers. From an instrumental perspective on political implementation this can be considered as an anomali. Arbetsförmedlingen’s mandate derives from the government and its authority is a tool for carrying out state policy. A study, conducted on how Arbetsförmedlingen handles matching of culture jobseekers in the labour market can therefore be utilized as guidance towards possible answers regarding the state’s cultural policy in general. The problem formulation presented above led to the following inquiry: Does Arbetsförmedlingen have a cultural political assignment appointed by the government? Furthermore, what does the answer to the question imply regarding the Swedish cultural policy? A descriptive analysis of ideas are applied in order to examine governmental political documents and Arbetsförmedlingen’s regulations. The inquiry has generated a no answer for its question.  Arbetsförmedlingen does not have a cultural political assignment. The governmental organization has primarily a labour market political mission and in this context it signifies that it balances the cultural labour market. The result indicates that the Swedish cultural policy are presently diverting from the traditional Swedish model, where the state had a closer relationship to the culture and the culture workers.

[pt] Esse artigo investiga como o emprego público afeta a alocação de habilidades na economia. Construímos um modelo de Roy onde trabalhadores se selecionam entre os setores público e privado baseados nas suas produtividades e aversões ao risco. O setor privado é caracterizado por pareamento positivos entre habilidades e tarefas, mas tem retornos incertos, o que pode criar um trade-off para os trabalhadores. Estimamos esse modelo para o Brazil usando dados no nível do trabalhadores para os anos de 2011-2014 e fazemos um exercício contra-factual. Resultados mostram que reduzir o tamanho do setor público aumento a produtividade média do setor privado e reduz o prêmio por fazer ensino superior, mas aumenta a desigualdade salarial. / [en] This paper investigates how public sector employment affects the allocation of skills in the economy. We develop a Roy model where workers self-select into either public or private sectors based on their productivity and risk aversion. The private sector is characterized by positive assortative matching between skills and tasks, but it has uncertain returns, which potentially creates a trade-off for workers. We estimate the model using Brazilian worker level data for the years of 2011-2014 and use it to perform counter-factual exercises. We show that reducing the size of the public sector increases private sector average productivity, decreases the college wage premium, but increases wage inequality.

Nos últimos 20 anos ocorreram importantes transformações no mercado de trabalho que refletiram, também, sobre o emprego no setor público. Principalmente após a Reforma Administrativa da década de 1990, várias áreas do serviço público aproximaram-se do sistema geral de emprego. Mesmo assim, têm-se observado um aumento na procura pelo emprego no setor público, bem como por cursos preparatórios para concurso. Sendo assim, este trabalho teve como objetivo verificar e analisar as razões que levam profissionais de nível superior a ingressarem no serviço público federal e a nele permanecerem, visando a contribuir para a elaboração de políticas de gestão de pessoas no setor. Além disto, buscou-se avaliar como percebem seu trabalho e o setor, de forma geral, e identificar os possíveis reflexos da Reforma Administrativa sobre o trabalho. O método utilizado foi o estudo de caso, recorrendo-se à observação, a entrevistas semiestruturadas, e à análise de documentos como técnicas de pesquisa. Na primeira etapa da pesquisa, optou-se por conhecer as impressões de donos ou coordenadores de três cursos preparatórios para concurso sobre o perfil e as expectativas de seus alunos, a fim de aprofundar-se no tema. Após, foram realizadas 28 entrevistas com auditores e analistas de uma unidade da Secretaria da Receita Federal do Brasil (RFB) e pôde-se, assim, comparar em que medida aproximam-se ou diferenciam-se do observado pelos donos/coordenadores de cursinhos. Os fatores comuns que levam à busca pelo emprego no setor incluem a estabilidade e a boa remuneração. Aspectos como natureza da atividade, relação com a formação, influência de familiares, desejo de redirecionar a carreira, possibilidade de ingressar via concurso público, status do órgão, busca por um trabalho com horário regular, ritmo menos intenso e cumprimento das garantias legais do trabalhador variaram conforme as trajetórias profissionais. Para permanecer no setor, os entrevistados consideram aspectos semelhantes àqueles que os fizeram ingressar, como a estabilidade e a boa remuneração, mas incluem outros que não lhes eram conhecidos, como o ambiente de trabalho amigável e pouco competitivo, bem como o trabalho em si. A preocupação com a aposentadoria começa a aparecer naqueles com mais anos de setor e passa a ser um dos fatores para que continuem. A possibilidade de poderem atuar em diferentes setores e em diferentes unidades destacou-se entre os aspectos para que permaneçam na RFB. Por outro lado, percebem, também, desvantagens de trabalhar no setor público, como a estagnação financeira e também na carreira. / In the last twenty years, important transformations occurred in the work market, which had also reflected on the public employment. Mainly after the Administrative Reform in the 1990‘s, some areas of the public service have become similar to the general system of job. Nevertheless it is noticed an increase in the search for job in the public sector, as well as for preparatory courses. Thus, this work had as objective verifying and analyzing the reasons that take professionals with higher education to enter the federal public service and those that make them remain there, aiming to contribute in the elaboration of human resources‘ politics in the sector. Moreover, it was sought to evaluate how they perceive their work and the sector and to identify the possible consequences of the Administrative Reform on the work. The utilized method was the case study, appealing to observation, to semi-structured interviews, and to document analysis as research techniques. In the first stage of the research, it was decided to get to know the impressions of owners or coordinators of three preparatory courses about profile and expectations of its pupils in order to go deeper into the subject. Later, 28 interviews with auditors and analysts of a unit of the The Brazilian Secretariat of the Federal Revenue of Brazil had been carried through enabling, thus, the researcher to compare in what extent they are alike or different to the observed by the coordinators/ owners of courses. The common factors that lead to the search for job in the sector include stability and good remuneration. Aspects as sort of activity, relation with formation, familiar influence, desire to redirect the career, possibility to enter by public contest, status, search for a work with regular schedule, less intense rhythm and fulfillment of the legal guarantees of the worker had varied according to the professional trajectories. To remain in the sector, the interviewed workers consider similar aspects to those which made them enter, like stability and good remuneration, but they also include others that were not known by them, such as the friendly environment and little competitive work, as well as work itself. The concern about retirement starts to appear in the ones with more years of sector and becomes one of the factors so that they continue. The possibility to be able to act in different sectors and different units was distinguished among the aspects that make them remain in the RFB. On the other hand, they also perceive disadvantages in working in the public sector, like financial and career stagnation.

Nos últimos 20 anos ocorreram importantes transformações no mercado de trabalho que refletiram, também, sobre o emprego no setor público. Principalmente após a Reforma Administrativa da década de 1990, várias áreas do serviço público aproximaram-se do sistema geral de emprego. Mesmo assim, têm-se observado um aumento na procura pelo emprego no setor público, bem como por cursos preparatórios para concurso. Sendo assim, este trabalho teve como objetivo verificar e analisar as razões que levam profissionais de nível superior a ingressarem no serviço público federal e a nele permanecerem, visando a contribuir para a elaboração de políticas de gestão de pessoas no setor. Além disto, buscou-se avaliar como percebem seu trabalho e o setor, de forma geral, e identificar os possíveis reflexos da Reforma Administrativa sobre o trabalho. O método utilizado foi o estudo de caso, recorrendo-se à observação, a entrevistas semiestruturadas, e à análise de documentos como técnicas de pesquisa. Na primeira etapa da pesquisa, optou-se por conhecer as impressões de donos ou coordenadores de três cursos preparatórios para concurso sobre o perfil e as expectativas de seus alunos, a fim de aprofundar-se no tema. Após, foram realizadas 28 entrevistas com auditores e analistas de uma unidade da Secretaria da Receita Federal do Brasil (RFB) e pôde-se, assim, comparar em que medida aproximam-se ou diferenciam-se do observado pelos donos/coordenadores de cursinhos. Os fatores comuns que levam à busca pelo emprego no setor incluem a estabilidade e a boa remuneração. Aspectos como natureza da atividade, relação com a formação, influência de familiares, desejo de redirecionar a carreira, possibilidade de ingressar via concurso público, status do órgão, busca por um trabalho com horário regular, ritmo menos intenso e cumprimento das garantias legais do trabalhador variaram conforme as trajetórias profissionais. Para permanecer no setor, os entrevistados consideram aspectos semelhantes àqueles que os fizeram ingressar, como a estabilidade e a boa remuneração, mas incluem outros que não lhes eram conhecidos, como o ambiente de trabalho amigável e pouco competitivo, bem como o trabalho em si. A preocupação com a aposentadoria começa a aparecer naqueles com mais anos de setor e passa a ser um dos fatores para que continuem. A possibilidade de poderem atuar em diferentes setores e em diferentes unidades destacou-se entre os aspectos para que permaneçam na RFB. Por outro lado, percebem, também, desvantagens de trabalhar no setor público, como a estagnação financeira e também na carreira. / In the last twenty years, important transformations occurred in the work market, which had also reflected on the public employment. Mainly after the Administrative Reform in the 1990‘s, some areas of the public service have become similar to the general system of job. Nevertheless it is noticed an increase in the search for job in the public sector, as well as for preparatory courses. Thus, this work had as objective verifying and analyzing the reasons that take professionals with higher education to enter the federal public service and those that make them remain there, aiming to contribute in the elaboration of human resources‘ politics in the sector. Moreover, it was sought to evaluate how they perceive their work and the sector and to identify the possible consequences of the Administrative Reform on the work. The utilized method was the case study, appealing to observation, to semi-structured interviews, and to document analysis as research techniques. In the first stage of the research, it was decided to get to know the impressions of owners or coordinators of three preparatory courses about profile and expectations of its pupils in order to go deeper into the subject. Later, 28 interviews with auditors and analysts of a unit of the The Brazilian Secretariat of the Federal Revenue of Brazil had been carried through enabling, thus, the researcher to compare in what extent they are alike or different to the observed by the coordinators/ owners of courses. The common factors that lead to the search for job in the sector include stability and good remuneration. Aspects as sort of activity, relation with formation, familiar influence, desire to redirect the career, possibility to enter by public contest, status, search for a work with regular schedule, less intense rhythm and fulfillment of the legal guarantees of the worker had varied according to the professional trajectories. To remain in the sector, the interviewed workers consider similar aspects to those which made them enter, like stability and good remuneration, but they also include others that were not known by them, such as the friendly environment and little competitive work, as well as work itself. The concern about retirement starts to appear in the ones with more years of sector and becomes one of the factors so that they continue. The possibility to be able to act in different sectors and different units was distinguished among the aspects that make them remain in the RFB. On the other hand, they also perceive disadvantages in working in the public sector, like financial and career stagnation.

Nos últimos 20 anos ocorreram importantes transformações no mercado de trabalho que refletiram, também, sobre o emprego no setor público. Principalmente após a Reforma Administrativa da década de 1990, várias áreas do serviço público aproximaram-se do sistema geral de emprego. Mesmo assim, têm-se observado um aumento na procura pelo emprego no setor público, bem como por cursos preparatórios para concurso. Sendo assim, este trabalho teve como objetivo verificar e analisar as razões que levam profissionais de nível superior a ingressarem no serviço público federal e a nele permanecerem, visando a contribuir para a elaboração de políticas de gestão de pessoas no setor. Além disto, buscou-se avaliar como percebem seu trabalho e o setor, de forma geral, e identificar os possíveis reflexos da Reforma Administrativa sobre o trabalho. O método utilizado foi o estudo de caso, recorrendo-se à observação, a entrevistas semiestruturadas, e à análise de documentos como técnicas de pesquisa. Na primeira etapa da pesquisa, optou-se por conhecer as impressões de donos ou coordenadores de três cursos preparatórios para concurso sobre o perfil e as expectativas de seus alunos, a fim de aprofundar-se no tema. Após, foram realizadas 28 entrevistas com auditores e analistas de uma unidade da Secretaria da Receita Federal do Brasil (RFB) e pôde-se, assim, comparar em que medida aproximam-se ou diferenciam-se do observado pelos donos/coordenadores de cursinhos. Os fatores comuns que levam à busca pelo emprego no setor incluem a estabilidade e a boa remuneração. Aspectos como natureza da atividade, relação com a formação, influência de familiares, desejo de redirecionar a carreira, possibilidade de ingressar via concurso público, status do órgão, busca por um trabalho com horário regular, ritmo menos intenso e cumprimento das garantias legais do trabalhador variaram conforme as trajetórias profissionais. Para permanecer no setor, os entrevistados consideram aspectos semelhantes àqueles que os fizeram ingressar, como a estabilidade e a boa remuneração, mas incluem outros que não lhes eram conhecidos, como o ambiente de trabalho amigável e pouco competitivo, bem como o trabalho em si. A preocupação com a aposentadoria começa a aparecer naqueles com mais anos de setor e passa a ser um dos fatores para que continuem. A possibilidade de poderem atuar em diferentes setores e em diferentes unidades destacou-se entre os aspectos para que permaneçam na RFB. Por outro lado, percebem, também, desvantagens de trabalhar no setor público, como a estagnação financeira e também na carreira. / In the last twenty years, important transformations occurred in the work market, which had also reflected on the public employment. Mainly after the Administrative Reform in the 1990‘s, some areas of the public service have become similar to the general system of job. Nevertheless it is noticed an increase in the search for job in the public sector, as well as for preparatory courses. Thus, this work had as objective verifying and analyzing the reasons that take professionals with higher education to enter the federal public service and those that make them remain there, aiming to contribute in the elaboration of human resources‘ politics in the sector. Moreover, it was sought to evaluate how they perceive their work and the sector and to identify the possible consequences of the Administrative Reform on the work. The utilized method was the case study, appealing to observation, to semi-structured interviews, and to document analysis as research techniques. In the first stage of the research, it was decided to get to know the impressions of owners or coordinators of three preparatory courses about profile and expectations of its pupils in order to go deeper into the subject. Later, 28 interviews with auditors and analysts of a unit of the The Brazilian Secretariat of the Federal Revenue of Brazil had been carried through enabling, thus, the researcher to compare in what extent they are alike or different to the observed by the coordinators/ owners of courses. The common factors that lead to the search for job in the sector include stability and good remuneration. Aspects as sort of activity, relation with formation, familiar influence, desire to redirect the career, possibility to enter by public contest, status, search for a work with regular schedule, less intense rhythm and fulfillment of the legal guarantees of the worker had varied according to the professional trajectories. To remain in the sector, the interviewed workers consider similar aspects to those which made them enter, like stability and good remuneration, but they also include others that were not known by them, such as the friendly environment and little competitive work, as well as work itself. The concern about retirement starts to appear in the ones with more years of sector and becomes one of the factors so that they continue. The possibility to be able to act in different sectors and different units was distinguished among the aspects that make them remain in the RFB. On the other hand, they also perceive disadvantages in working in the public sector, like financial and career stagnation.

Orientador: Rodolfo Hoffmann / Tese (doutorado) - Universidade Estadual de Campinas, Instituto de Economia / Made available in DSpace on 2018-08-16T01:43:41Z (GMT). No. of bitstreams: 1 Vaz_DanielaVerzola_D.pdf: 2511369 bytes, checksum: 9e50b5e43cb5bc75428c955dc082e581 (MD5) Previous issue date: 2010 / Resumo : O objetivo principal deste trabalho é estudar o hiato de rendimento observado entre os sexos no setor público brasileiro, investigando em que medida ele pode ser atribuído a diferenças nas dotações produtivas dos servidores, ao padrão diferenciado de inserção setorial e ocupacional das mulheres no mercado de trabalho e à discriminação sexual - seja ela ocupacional, hierárquica ou salarial propriamente dita. As hipóteses que se pretende verificar são as de que i) não obstante a adoção de práticas de recrutamento mais transparentes e a igualdade de tratamento graças ao sistema de carreira, também no setor público observa-se a segregação feminina nas ocupações e nos setores menos bem remunerados; ii) a crescente feminização do emprego público no período recente não impediu a persistência da segmentação por sexo no desempenho das ocupações. Para cumprir tal objetivo, o trabalho foi estruturado em cinco capítulos: i) o primeiro tem como finalidade identificar as características pessoais e os atributos produtivos que influenciam a probabilidade de um indivíduo ocupado no setor de serviços, na condição de empregado, ser servidor público no Brasil, destacando as diferenças observadas entre os sexos; ii) o segundo capítulo analisa a evolução da representação feminina nos diversos segmentos do setor público entre os anos de 1992 e 2008, à luz das modificações observadas na composição do Estado brasileiro e da crescente participação das mulheres no mercado de trabalho no mesmo período; iii) no terceiro capítulo analisa-se o comportamento do diferencial salarial por sexo, em favor dos homens, entre 1992 e 2008, investigando-se suas causas; iv) no quarto capítulo aprofunda-se a análise da segregação por sexo no desempenho das ocupações, acompanhando sua evolução no período 1995-2008 por meio do cálculo de medidas-síntese; v) por fim, no último capítulo aborda-se a questão da segregação vertical, por meio da revisão de trabalhos recentes e do estudo dos casos dos servidores da administração pública federal que ocupam os cargos em comissão do grupo DAS e dos docentes da Universidade Estadual de Campinas. / Abstract : The main objective of this work is to study the wage gap between genders observed in the Brazilian public sector, analyzing in which extent it can be attributed to the differences in productive endowments between workers or to the particular occupational and sectoral profile according to which women are incorporated in the work force or, finally, to gender discrimination - whether occupational, vertical or wage. The central hypothesis we intend to verify are i) despite the concerns of the public sector with the adoption of more transparent recruitment practices and with an egalitarian treatment to members of the same career, the female segregation into the occupations and the sectors of a lower pay grade is also observed in public organizations; ii) the increasing share of female participation in public service did not prevent the persistence of occupational gender segregation in the recent years. To reach such purpose, this work is structured in five chapters: i) the first one aims to identify the productive endowments and the personal characteristics that influence the probability of an employee of the tertiary sector in Brazil becoming a civil servant, highlighting the differences between genders; ii) the second chapter analyzes women's representativeness in the various sectors of public employment between 1992 and 2008, considering the changes observed in public sector, regarding the contributions in the branches of economic activities, and also the increasing female participation in the work force; iii) in the third chapter it is analyzed how the male-female earning differentials - favorable to the first ones - evolved between 1992 and 2008; their causes are also investigated; iv) the fourth chapter is a more detailed study of occupational segmentation between males and females, showing its evolution between 1995 and 2008 with the help of the computation of segregation indexes; v) finally, the last chapter treats the glass ceiling phenomenon, through the revision of recent papers and the analysis of two particular cases: the civil servants at central administration that occupy nomination-only positions and the professors at the University of Campinas. / Doutorado / Teoria Economica / Doutor em Ciências Econômicas