This thesis aims to construct an organizational political behavioral inventory. Frequently the tactics was used by members of an organization to affect their fellow members. Moreover they take adavntage of the opportunities of mastering and distributing organizational resources to make a profit for themselves. The data are collectted from the subjects of scholars and experts who participate in the organization located in southern Taiwan. The subjects who own the substantial power include the experts in Human Resource Management, company managers, factory directors and chiefs in the personnel department. They are asked to describe some incidents in which people at their company influence others in a short statement. Then according to the operational definition, it is eliminated, polished and integrated to make a forty-eight-item script of organizational political behavioral inventory which adopts the Likert¡¦s 5-point scale. The research chooses members of eleven companies to be the subjects of the script with a convenient sampling. These questionnaires are analyzed with different analytical methods. These include factor analysis (principal, varimax), communality, item analysis(internal consistent criterial) and Cronbach¡¦s £\ value. It also analyzes whether the subjects are affected by social desirability as well as the relationship of Machivalli's ¢¼ between subjects in order to construct a more valid, reliable, and practical inventory related to organizational political behavior. Base on the analyses mentioned above, ten items of the inventory script are deleted. The result of factor analysis obtains eight components. Total variance explained 69.181 %, and the community of each item is 0.5 above. The Cronbach¡¦s £\ in total inventory is 0.9438. Only two are lower than 0.6 among factors, where as the rest are higher than 0.7. The relationship of item-total of every factor achieves a significant level(p¡Õ.001). The test of the discriminatory power of each item also achieves a significant level. It concludes that the inventory resposed by the subjects aren¡¦t affected by social desirability. The comparison in Machivalli¡¦s ¢¼ doesn¡¦t have any significant difference between the chiefs in the basic and the chiefs in the middle or high level, between the people in the basic and the people in the middle or high level, between the people other than chiefs in the middle or high level and the chiefs in the middle or high level. The eight factors of the organizational political behavior are described in brief as follows: Factor 1: This includes seven items. It means that members are good at circulating the rumors, fomenting discord and lashing others. Factor 2: This includes nine items. It means that members use the power to oppress the opponent parties or groups and force them to accept what they don¡¦t really want. Factor 3: This includes eight items. It means that members make use of authority of office to oppress others and deal with the things arbitrarily. Factor 4: This includes five items. It means that members deal with the things successfully, by encouraging the subordinates, and rewarding subordinates. Factor 5: This includes two items. It means that members don¡¦t have their own opinions and flatter others on purpose. Factor 6: This factor includes two items. It means that members keep a low profile to get the information and are good at tricks. Factor 7: This includes two items. It means that members play an active role in expressing personal opinions and attracting others¡¦ attention. Factor 8: This includes three items. It means that members build up their professional images, express their intentions in a roundabout way, and never expose their inner feelings easily.

Submitted by Joana Azevedo (joanad@id.uff.br) on 2017-08-15T19:46:24Z No. of bitstreams: 1 Dissert THIAGO MARQUES ESTEVES.pdf: 1889818 bytes, checksum: 5cc53f154f64956834dceb2862e40348 (MD5) / Approved for entry into archive by Biblioteca da Escola de Engenharia (bee@ndc.uff.br) on 2017-09-05T13:42:26Z (GMT) No. of bitstreams: 1 Dissert THIAGO MARQUES ESTEVES.pdf: 1889818 bytes, checksum: 5cc53f154f64956834dceb2862e40348 (MD5) / Made available in DSpace on 2017-09-05T13:42:26Z (GMT). No. of bitstreams: 1 Dissert THIAGO MARQUES ESTEVES.pdf: 1889818 bytes, checksum: 5cc53f154f64956834dceb2862e40348 (MD5) Previous issue date: 2016-10-31 / A terceirização atualmente é amplamente utilizada como uma ferramenta de gestão, cujos objetivos são trazer flexibilidade e redução de custos para as organizações, assim como o aumento da qualidade dos serviços prestados aos clientes. O autor buscou compreender como se originou o processo de terceirização nas empresas privadas e públicas, sua adoção na Administração Pública trouxe à tona problemas relacionados à legislação trabalhista, falta de comprometimento e estrutura administrativa de algumas empresas terceirizadas, fato que compromete a qualidade dos serviços prestados por essas empresas. A partir desse momento a Gestão de Contratos de Terceirização passaram a ser de extrema importância para que a execução do contrato seja realizada de forma eficiente, com o objetivo de gerar mais qualidade na prestação dos serviços e evitar a corresponsabilização do órgão público diante de possíveis ações trabalhistas. O objetivo deste trabalho é definir as competências adequadas para o gestor de contratos de serviços terceirizados, visando melhorar gestão, fiscalização e o cumprimento das cláusulas contratuais. Foi realizado um estudo de caso aplicando o método do Inventário Comportamental para mapeamento das competências. Como resultado, este trabalho apresenta o perfil requerido para os gestores de contrato na Instituição. / The outsourcing is highly used nowadays as a management tool, which objectives are to bring flexibility and cost decreases to organizations and to increase the client service quality as well. The author is looking forward to comprehend how the outsourcing process began on public and private companies. Its use on the public administration brought up problems related to the labor legislation, lack of commitment and administrative structure of some outsourcing companies, compromising the quality of service performed by these companies. Starting from this moment, the outsourcing contract management became of extreme importance to an efficient contract execution, since the objective is to generate more quality of service and to avoid the public agency co- responsibility regarding possible labor claims. The objective of this thesis is to define the correct competencies for the outsourcing service contract manager, aiming to improve the management, supervising and accomplishment of the contractual clauses. For the making of the needed contracts manager profile, the Behavioral Inventory Methodology to competency mapping was used. As a result, this thesis presents the required profile for the institution contract manager.