<p>  </p> <p>The use of headed reinforcement in concrete has found an increasing interest in construction applications. From shear reinforcement in walls to longitudinal reinforcement in beams and columns, there is a growing need to understand the behavior of headed rebars. A headed rebar is a deformed bar with a head attached to its end and while similar anchorage devices such as headed studs and hooked rebars are well established in theory with design equations developed, headed reinforcement lack this level of knowledge and hence, their application in industry is limited.</p> <p>Current code provisions such as fib Model Code 2010 allow the design of headed rebars as (1) a hooked bar, (2) a headed stud, and (3) using experimental results. Moreover, ACI 318-19 only contains a design equation for the development length of headed rebars but not its capacity. While the literature has justified the approximation of the capacity of headed rebars with hooked bars through a multitude of studies comparing both anchorage devices. Such a justification is not well-founded for headed studs due to a scarcity of studies comparing headed rebars to headed studs. Moreover, there is a lack of design equations accurately predicting the behavior of headed rebars in several parameters. All these issues emanate from the complexity of headed rebars due to their joint mechanism of anchorage coming from both resistance along the rebar deformations and bearing on the head.</p> <p>This study aims to better understand the behavior of headed bars by numerically analyzing the influence of different parameters on their performance. Furthermore, direct comparisons are made between headed reinforcement, headed studs, and straight bars to segregate the effect of the bond along the shaft and the bearing at the head on the behavior of headed bars. </p> <p>The parameters included in this study are embedment depth, edge distance, and concrete compressive strength. The numerical models are verified using a 3D non-linear finite element software MASA (Macroscopic Space Analysis) which employs the microplane model with relaxed kinematic constraint as the constitutive laws of concrete. Two numerical approaches, which differ only in the interface properties between the head and concrete, are validated against experimental results before carrying out the parametric study. Several properties including head, concrete, and bond stresses, along with ultimate capacities and crack patterns are extracted from the models and analyzed. Moreover, the load-displacement graphs of headed rebars, studs, and straight rebars are compared and contrasted. Assessments and theories about the discrepancies between the behavior of headed studs and rebars are stipulated. Finally, potential methods for formulating design equations are proposed for future studies.</p>

The racking performance of light-frame shear walls subjected to monotonic and cyclic loading is the focus of this thesis. The sheathing materials investigated are oriented strandboard (OSB), hardboard, fiberboard, and gypsum wallboard. The objectives of this study were to (1) obtain and compare performance characteristics of each sheathing material; (2) compare the effects of monotonic loading versus the cyclic loading response; (3) investigate the contribution of gypsum in walls with dissimilar sheathing materials on opposite sides of the wall; and (4) study the effects of using overturning anchors. The monotonic tests, which incorporated the use of hold-downs, were performed according to ASTM E564. Half of the cyclic tests were performed with hold-downs, and half were performed without hold-downs. The cyclic tests were performed according to the recently adopted cyclic testing procedure ASTM E2126. A total of forty-five walls were tested with various configurations. The size of the walls was 1.2 x 2.4m (4 x 8ft). Two tests were performed with each sheathing material subjected to each type of loading: monotonic, cyclic with hold-downs, and cyclic without hold-downs. Two tests were then performed with OSB, hardboard, or fiberboard on one side of the wall and gypsum on the other side of the wall to study the effects of using dissimilar sheathing materials on the shear walls. The OSB and hardboard exhibited similar performance, and were the strongest of the four sheathing materials. Fiberboard performed better than gypsum, but worse than OSB and hardboard. In general, the performance indicators decreased when the walls were subjected to cyclic loading. The contribution of gypsum to walls with hold-downs was significant, but was not linearly additive. The use of hold-downs had a large effect on the performance of the walls. All shear wall performance indicators decreased when hold-downs were not included, with an average reduction of 66% in the peak load. / Master of Science

Made available in DSpace on 2016-04-25T16:45:15Z (GMT). No. of bitstreams: 1 Diego Galli Alberto.pdf: 1866105 bytes, checksum: d0bc71cc623288023f2af6a378e01443 (MD5) Previous issue date: 2009-04-01 / Anchors career represent the most relevant set of values, skills and professional goals of an individual and is divided into eight anchors or points of reference. Type of work, form of recognition, pay, benefits and promotion system are things that are different from each anchor and thus different needs incline the individual to prioritize certain situations in accordance with these needs. The perception that the alignment of the anchor of an individual with the characteristics of their work may have some relationship with the level of satisfaction with the work led to the efforts of this research. Therefore, this study had as its main objective to verify whether the alignment between the anchor of career and professional activity in the work provides a greater level of satisfaction of the individual. In order to achieve the objective observations were performed on 158 students of MBA courses offered by institutions of education in the city of Ribeirão Preto/SP. The analysis included a description of the sample data, calculating the Pearson correlation coefficient and qualitative analysis that sought to link the factors mentioned by participants as generators of satisfaction and dissatisfaction with the concept of career anchors. The test results pointed to the rejection of the hypothesis. The statistical method showed only a relative moderate and qualitative analysis, in turn, did not find any significant relationship sufficiently. The main factors that constitute the satisfaction does not have overlapping proposals to the specific needs of each anchor career, only 31.64% of the participants mentioned a factor of satisfaction or dissatisfaction that relates to his anchor career. Conversely, these factors seem to be more comprehensive than those specifics, and identified the individuals as well as the level of satisfaction, regardless of their career anchors or alignment of anchors / As âncoras de carreira representam o conjunto mais relevante de valores, aptidões e objetivos profissionais de um indivíduo, estando divididas em oito âncoras ou pontos de referência. Tipo de trabalho, forma de reconhecimento, remuneração, benefícios e sistema de promoção são aspectos que diferem entre cada âncora e, deste modo, diferentes necessidades inclinam o indivíduo a priorizar determinadas situações em conformidade com essas necessidades. A percepção de que o alinhamento da âncora de um indivíduo com as características de seu trabalho pudesse ter alguma relação com o nível de satisfação com o trabalho deu origem aos esforços desta pesquisa. Assim sendo, este estudo teve como principal objetivo verificar se a situação de alinhamento entre a âncora de carreira e a atividade profissional no trabalho proporciona um maior nível de satisfação do indivíduo. Para a consecução do objetivo foram realizadas 158 observações em estudantes de cursos de MBA oferecidos por instituições de ensino na cidade de Ribeirão Preto/SP. A análise contemplou a descrição dos dados da amostra, o cálculo do coeficiente de correlação de Pearson e análise qualitativa que procurou relacionar os fatores mencionados pelos participantes como geradores de satisfação e insatisfação com o conceito das âncoras de carreira. Os resultados das análises apontaram para a rejeição da hipótese. O método estatístico identificou uma relação apenas moderada e a análise qualitativa, por sua vez, não encontrou nenhuma relação suficientemente significativa. Os principais fatores que constituem a satisfação não se demonstraram coincidentes às necessidades específicas propostas para cada âncora de carreira, apenas 31,64% dos participantes mencionaram algum fator de satisfação ou insatisfação que se relaciona com sua âncora de carreira. Diversamente, estes fatores parecem ser mais abrangentes que essas especificidades, sendo identificados nos indivíduos, assim como o nível de satisfação, independentemente de suas âncoras de carreira ou do alinhamento das âncoras

This thesis empirically examines the career orientations inventory (COI) as a measure of career anchors and then, using this measure, it goes on to investigate the relationship between career anchor congruence and work related outcomes, specifically job satisfaction and organisational commitment. The psychometric properties of the 40 item COI (presented by Igbaria and Baroudi, 1993) were explored by the administration of the measure to a sample of 658 individuals from 27 organisations in the UK. Through factor analysis an eight factor structure was demonstrated in line with that proposed by Schein (1993). The factor structure was replicated with a second sample. The COI demonstrated good levels of internal consistency (.59-.83) and test retest reliability (.68-.90). Similarly it was deemed to have acceptable levels of face validity and construct validity when compared to Mantech’s (1983) Work Values Questionnaire (WVQ). An analysis of the prevalence of career anchors and the demographic differences within the current sample was undertaken. This analysis provided evidence to suggest that certain career anchors may be increasing in prevalence while others are decreasing. These findings are in line with current research on the way in which workplace changes are impacting upon careers (Baruch, 2004). Evidence was found that indicated gender differences in scores on the COI subscales. Specifically women were found to score higher on the lifestyle anchor and men to score higher on the general management anchor. Differences were also found between the age groups considered in this study in the general management, creativity, pure challenge and lifestyle anchors. Interaction effects for age and gender were found for the general management and sense of service anchors. The COI was then used to develop a commensurate measure of job career anchors. This job career anchor measure discriminated between jobs within one police organisation. The measure was then used to explore the relationship between career anchors, career anchor congruence (congruence between individual and job career anchors), job satisfaction and organisational commitment. Evidence was found to suggest that career anchors and career anchor congruence have a direct effect on job satisfaction (predicting 10% and 4% of the variance respectively). The analysis also showed support for the role of career anchor congruence as a moderator to the relationship between career anchors and job satisfaction. This thesis makes full consideration of the academic contributions and practical implications of the research presented whilst also considering its limitations. A number of suggestions for the direction of future research have been made.

[pt] O presente trabalho de pesquisa visa a estudar aspectos referentes às inclinações de carreira e suas relações com o alinhamento de valores dos empregados, considerando os valores da instituição empregadora. Para a realização de tal estudo foi elaborado um questionário, composto de 89 perguntas, que foi desenhado com o auxílio do software Qualtrics. Para o levantamento dos valores, foi utilizado o Inventário de Valores elaborado por Rokeach (1973), composto de 36 valores individuais. No que se refere à identificação das âncoras de carreira dos empregados, foi utilizado o instrumento elaborado por Schein (1993), composto de 40 itens, denominado Inventário das Orientações de Carreira. Tal questionário foi enviado por e-mail para os profissionais que participam de um grupo de discussões, composto por empregados de uma instituição pública do ramo financeiro com sede na cidade do Rio de Janeiro. Considerando os 231 questionários válidos, por meio de tratamento de dados, realizado com o auxílio do software SPSS, foi possível levantar os valores individuais e identificar as âncoras de carreira mais proeminentes para os empregados desta instituição pública. A presente pesquisa possibilitou, ainda, a obtenção de subsídios para a elaboração de Políticas de Recursos Humanos. As ações sugeridas na referida política têm o intuito de aumentar o alinhamento dos valores individuais dos empregados, considerando os valores da instituição pública empregadora, com vistas a aumentar a satisfação desses, o que pode vir a trazer, como consequência, melhora no desempenho desta última. / [en] The present research aims to study the aspects related to the career preferences and their relationship with the alignment of employees values, considering the values of their employer. To carry out this study a questionnaire, consisting of 89 questions, was designed using the software Qualtrics. For the survey of the values, the Rokeach Value Survey, which was developed by Rokeach (1973), was used. This survey consists of 36 individual values. As regards the identification of the career anchors of the employees, the instrument developed by Schein (1993), composed of 40 items, called Career Anchors Self- Assessment, was used. The questionnaire was sent by email to the professionals who take part in a discussion group, composed of employees of a public institution of the financial sector, which is based in Rio de Janeiro. Considering the 231 valid questionnaires, through data processing, performed by SPSS software, it was possible to identify the individual values and the most important career anchors for the employees of that public institution. This research also resulted in obtaining information for the development of Human Resources Police. The actions suggested in that Police are intended to increase the alignment of the individual values of the employees, taking into account the values of the referred public institution, in order to increase the satisfaction of the former, which might bring, as a consequence, improves in the performance of the latter.

Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2016-08-29T12:57:28Z No. of bitstreams: 1 Dione Fagundes Nunes Gomes.pdf: 2352396 bytes, checksum: 2761f8f69c206cf7eec78a3ebad63269 (MD5) / Made available in DSpace on 2016-08-29T12:57:28Z (GMT). No. of bitstreams: 1 Dione Fagundes Nunes Gomes.pdf: 2352396 bytes, checksum: 2761f8f69c206cf7eec78a3ebad63269 (MD5) Previous issue date: 2016-04-07 / Pontifícia Universidade Católica de São Paulo / Professional decisions and choices an individual makes contribute to the building of his/her professional identity and career path (SCHEIN, 1996; IBARRA, 2009). This building process, however, is not necessarily the same for all individuals and/or groups of individuals, bearing in mind the dynamics of all elements present, such as family, moral values, socioeconomic status, interests, experiences and others (SUPER, 1972; LUCHIARI, 1996; SANTOS, 2005; BOURDIEU, 2007; VARDI, 2009; DIAS, 2011; ALMEIDA, MAGALHÃES, 2011; LEHMAN, 2011; OLIVEIRA, DIAS, 2013). One of the many important moments in the building process of an individual's professional identity coincides with the admission into a university of higher learning education and the career choices that were required beforehand. Taking a closer look at this sample group, there is evidence of a tier of low income students who try to ascend to careers socially recognized by their peers as the ticket to success by joining a university of higher learning education, be it through personal effort or through incentives such as scholarships and/or student loans. The work here presented, is what Ibarra (2009) describes as the moment in which the individual is faced with something new that must be pondered upon as it ties into his/her experiences and new connections - it's what grasps the subject of this work: professional identity. The access to a university by a student of lower income background offers new concrete opportunities, interaction with new individuals and the reinterpretation of life experiences as they were known to that individual thus far. The main goal of this study is to understand how the building of a professional identity happens in young persons that are assisted by such programs (whether officially or not) that aid them in having access to higher learning education. The study, in its qualifying nature, uses data collected from research that identifies the career anchors and personal values, as well as through the use of semi structured interviews, performed with students from four different institutions of higher learning education, who were recipients of scholarship or student loans. The qualifying nature of the study benefited the content analysis technique (the mapping of such categories, if you will) from the semi structured interviews (BARDIN, 2011; CRESWELL, 2007) with the subjects of the research. The reasoning that defines this study as a thesis is based on the possible contribution for the advance of the theory once it is applied to concepts already studied by other researchers with a public that, according with the work that was consulted (Appendix A and B), was not approached under this particular point of view. Looking at the literature and analysis of all data in this search for valuable contribution, it is concluded that all elements that constitute the personal and professional identity (focusing in it's personal path, via professional inclinations, personal values, career expectations, the meaning of such work, family, other references and vocational orientation) all are equally present in young scholarship students who were interviewed, and, part of the dynamics of such elements can be clearly observed in those students. Only one aspect was considered relevant and may possibly suggest a relation to the sample group studied here - it has to do with the two bipolar dimensions which are a result of the motivational compatibility and incompatibility, recognized in the studies by Schwartz (1992; 2005). The findings that were revealed in this study suggests a singularity that diverges in some measure from this bipolar structure and suggests that the reason for such peculiarity may be in the public. New comparable studies that reach a broader audience should be performed to verify its consistency and investigate the probable causes. The analysis here presented, in accordance with the theory, made it possible to achieve the main objective of the research / trajetória profissionais (SCHEIN, 1996; IBARRA, 2009). Esse processo de construção, entretanto, não é necessariamente igual para todos os indivíduos e/ou grupos de indivíduos, considerando a dinâmica dos elementos presentes, tais como família, valores, condição socioeconômica, interesses, experiências e outros (SUPER, 1972; LUCHIARI, 1996; SANTOS, 2005; BOURDIEU, 2007; VARDI, 2009; DIAS, 2011; ALMEIDA, MAGALHÃES, 2011; LEHMAN, 2011; OLIVEIRA, DIAS, 2013). Um dos importantes momentos do processo de construção da identidade profissional do indivíduo coincide com o ingresso no ensino superior e as escolhas de carreira solicitadas de antemão. Olhando para esse público, evidencia-se um estrato de estudantes de baixa renda que tentam ascender às carreiras socialmente mais reconhecidas entre seus pares através do ingresso em um curso superior, seja por esforço pessoal ou através de incentivos de bolsas de estudo e/ou financiamentos estudantis. Do que Ibarra (2009) descreve como momento em que o indivíduo se depara com algo novo para refletir por conta de experiências e conexões novas, depreende o assunto desse trabalho – identidade profissional. O acesso à universidade pelo jovem de baixa renda oportuniza novas experiências concretas, interação com novas pessoas e reinterpretação das histórias de vida até então conhecidas. O objetivo principal deste estudo consiste em compreender como se processa a construção da identidade profissional em jovens atendidos por programas (oficiais ou não) de acesso ao ensino superior. O estudo, de natureza qualitativa, utiliza dados coletados a partir de inventários para identificação das âncoras de carreira e valores pessoais, bem como de entrevistas semiestruturadas, realizadas com alunos de quatro Instituições de Ensino Superior, beneficiados com bolsa de estudo ou financiamento estudantil. O tratamento qualitativo dos dados privilegiou a técnica de análise de conteúdo (mapeamento de categorias) das entrevistas semiestruturadas (BARDIN, 2011; CRESWELL, 2007) com os sujeitos da pesquisa. A justificativa que define esse estudo como tese baseia-se na possível contribuição para o avanço da teoria uma vez que aplica conceitos já estudados por outros pesquisadores a um público que, conforme os trabalhos levantados (Apêndices A e B), não foi abordado sob essa ótica. Olhando a literatura e a análise dos dados da pesquisa à procura dessa contribuição, conclui-se que todos os elementos constitutivos da identidade pessoal e profissional (com destaque para trajetória pessoal, meio, inclinações profissionais, valores pessoais, expectativas de carreira, sentido do trabalho, família, outras referências e orientação vocacional) encontram-se igualmente presentes nos jovens bolsistas entrevistados e, nos discursos desses sujeitos, parte da dinâmica desses elementos pode ser observada. Apenas um aspecto foi considerado relevante e que pode sugerir relação com o público estudado. Trata-se das duas dimensões bipolares resultantes das compatibilidades e incompatibilidades motivacionais, preconizadas nos estudos de Schwartz (1992; 2005). O levantamento feito entre os entrevistados nesse estudo revela uma singularidade que destoa, em alguma medida, dessa estrutura bipolar e sugere que uma das razões dessa peculiaridade pode estar no público. Novos estudos comparativos e com maior abrangência devem ser realizados para verificar sua consistência e investigar as possíveis causas. As análises aqui ensejadas, em consonância com a teoria, possibilitaram a consecução do principal objetivo da pesquisa

Made available in DSpace on 2016-04-25T16:44:29Z (GMT). No. of bitstreams: 1 Monica Maria Neves.pdf: 1219836 bytes, checksum: ae983b88a35bdb67e5d2c7aa0ff040d2 (MD5) Previous issue date: 2012-06-05 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / This work aims at researching which is relevant in people s career choice and the set of values that drive such decisions. The relevance of this subject is supported by the changes happening in the work market for the last decades that began demanding for new types of relations between companies and employees, as well as the professional s career planning, being such changes recognized by contemporary literature on career. The arisen propositions took in consideration that career decisions are influenced both by the characteristics of new career concepts and by aspects of the traditional/lineal career, as well as that the possibility of those decisions are bond to a self-concept that considers each individual s values, motivations, and talents in his/her career options. In order to test the propositions, a case study was performed with a sample of 62 civil engineers who participated in an exploratory and descriptive survey. The research results point that there is a trend for the new career approaches to more and more influencing the choices of those professionals, although aspects of the traditional/lineal career are important variables in decision taking. How much one or the other approach is prevalent, it may be linked to the professional identity of each professional, that is, the concept of Career Anchor, which will direct each one s career choices / Este trabalho tem como objetivo pesquisar o que é relevante na tomada de decisão de carreira das pessoas e o conjunto de valores que impulsionam tais decisões. A relevância do tema está suportada nas mudanças ocorridas no mercado de trabalho nas últimas décadas que passaram a demandar novas formas de relacionamento entre empresas e empregados, bem como o planejamento da carreira dos profissionais, sendo tais mudanças reconhecidas pela literatura contemporânea sobre carreira. As hipóteses suscitadas levaram em consideração que as decisões de carreiras são influenciadas tanto pelas características dos novos conceitos de carreira, quanto por aspectos da carreira tradicional/linear, bem como a possibilidade de as decisões estarem vinculadas a um autoconceito que considera valores, motivações e talentos de cada indivíduo nas suas opções de carreira. Para o teste das hipóteses, foi realizado um estudo de caso com uma amostra de 62 engenheiros civis que participaram de uma pesquisa exploratória e descritiva do tipo survey. Os resultados da pesquisa apontam que há uma tendência de que as novas abordagens de carreira influenciem cada vez mais as escolhas desses profissionais, embora aspectos da carreira tradicional/linear sejam variáveis importantes na tomada de decisão. O quanto uma ou outra abordagem é preponderante, pode estar atrelado à identidade profissional de cada profissional, ou seja, o conceito de Âncora de Carreira, que irá direcionar as escolhas de carreira de cada um

Made available in DSpace on 2016-04-25T16:44:39Z (GMT). No. of bitstreams: 1 Wilson da Cunha Viana.pdf: 1621017 bytes, checksum: 54823564e0fdc11f0f60caf5e9afd156 (MD5) Previous issue date: 2014-03-27 / Key personnel retention has been thoroughly discussed in organizations at present. Companies have tried to find ways to develop people considered "outstanding". Such people, however, bear in mind their wishes in order to make decisions, both in their professional and personal life. This study aims to identify the anchors, from the career anchors proposed by Schein, in an accelerated development program of people from an organization, Usiminas. The paper presents an explanatory case study in which 151 participants answered a questionnaire at the initial stage of the program. Throughout the program, part of the participants left the company (overall, 27 employees). In the study, they make part in some indicators as a whole, in others, they are separated. The main relevant issue discussed is as to the career anchors and how they are used as a reference to an accelerated career development program, which seeks retention. Two premises are used. The main premise discusses if an organization, with its retention and accelerated career development programs, seeks to have the best professionals, committed to the business, and if the career anchors are ways of achieving this goal. The secondary premise brings out if the retention and the accelerated career development programs should take into account the participants' career anchors, working as a driving force to such anchors. Most participants are young with good educational background, and short time working for the company. The results show that the anchor 'challenge' ranked high among the participants. Such results go along with the program studied and with the company's expectations for the future in the medium and long-term / Dessa forma, as organizações buscam maneiras de desenvolver as pessoas consideradas destaques . Já as pessoas, em contrapartida, possuem desejos que norteiam a vida para tomadas de decisão, tanto no âmbito profissional como no pessoal. O presente estudo tem como objetivo identificar as âncoras de carreiras propostas por Schein, em um programa de desenvolvimento acelerado de pessoas, da empresa Usiminas, por meio de um estudo de caso explanatório, com 151 pessoas participantes do programa, com aplicação de questionário na etapa inicial do programa. Ao longo do programa, parte desse público se desligou da empresa (ao todo 27 pessoas); no estudo, as pessoas foram apontadas, em alguns indicadores, com a totalidade de forma consolidada; em outros, de maneira separada. A problemática do trabalho apontada foi quanto às âncoras de carreira, e como elas são usadas como referência em um programa de desenvolvimento acelerado de carreiras que visa a retenção. Foram utilizadas duas premissas, sendo a principal: se a organização visa, com seu programa de retenção e desenvolvimento acelerado de carreira, ter os melhores profissionais engajados no negócio, e se as âncoras de carreira são uma forma de alcançar esse objetivo; e como premissa secundária, se o programa de retenção e desenvolvimento acelerado de carreira deve respeitar as âncoras de carreira dos indivíduos participantes, sendo uma espécie de mola propulsora para essas âncoras. A maior parte do público analisado é jovem, todos possuem boa formação escolar, com tempo de empresa pequeno. Do resultado obtido, a âncora que prevalece entre esse público é a de desafio, o que mostra certa aderência com o programa estudado e com as expectativas da organização para o futuro em médio e longo prazo

Thesis (M.S.)--Massachusetts Institute of Technology, Dept. of Ocean Engineering, 1982. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND ENGINEERING. / Includes bibliographical references. / by Kevin LeRoy Johnson. / M.S.

Tieback walls are typically design based on predetermined pressure distribution; however, these pressures were proposed based on performance of excavations. For retaining walls used in slope remediation, the application of these pressures might not be adequate; the construction procedure; therefore, a different response of the wall is expected. This document, presents the performance of two tieback walls installed in a shale stratum. Monitored responses is correlated with construction activities; these activates implied excavation and backfilling in both of the tieback walls. In addition, this research shows a numerical procedure to evaluate the anchor capacity based on the t- z approach. Finally, this study introduces an empirical method to estimate lateral wall deformation profiles and internal bending moments along a retaining wall installed in a clay stratum.