A concepção de carreira e a relação das pessoas com o trabalho foram modificadas em decorrência das transformações econômicas e sociais ocorridas ao longo das últimas décadas. A idéia de uma carreira estável e duradoura por meio do emprego em organizações deixou de existir, impulsionando as pessoas a procurarem alternativas para a construção de suas trajetórias profissionais. Muitos encontraram no empreendedorismo uma possibilidade para o desenvolvimento de suas carreiras. Os empreendedores, caracterizados pela disposição para correr riscos, por transformar idéias em realizações e pela capacidade de inovação, constroem suas trajetórias por meio da criação de um negócio. O modo como o empreendedor desenvolve essa trajetória é o foco desta pesquisa. Trata-se de um estudo exploratório de enfoque qualitativo, que teve por objetivo investigar como o empreendedor desenvolve sua carreira. Para tanto, foram realizadas entrevistas semi-estruturadas, em que os participantes foram convidados a narrar suas histórias de vida profissionais e a discorrer sobre aspectos relacionados ao desenvolvimento de suas carreiras. Participaram da pesquisa 16 empresários do estado de Goiás que revelaram possuir características empreendedoras. A análise do material gerado a partir da transcrição das entrevistas foi realizada por meio do método de análise de conteúdo. Foram realizadas a codificação e a categorização das mensagens contidas nas entrevistas e as informações resultantes desses procedimentos serviram como base para a interpretação dos resultados. Os empreendedores revelaram que o desenvolvimento de suas carreiras está baseado no aprendizado adquirido em suas experiências; em suas redes de relacionamento e no esforço e na dedicação que empregam no trabalho. Para construir sua carreira, o empreendedor precisa desenvolver as habilidades de gestão de pessoas, de visão de oportunidades e de realizar inovações. O desenvolvimento da carreira vincula-se ao desempenho do negócio e a maior parte dos objetivos profissionais do empreendedor é direcionada para a organização. A família ocupa um papel central na carreira do empreendedor, fornecendo ajuda financeira e psicológica e representando um ponto de apoio em suas vidas. Em decorrência dos resultados obtidos, foram formuladas algumas hipóteses, que podem servir como orientações a futuros estudos sobre este tema. As reflexões sobre os resultados converteram-se na proposição de um modelo que visa apresentar o desenvolvimento da carreira do empreendedor, por meio da perspectiva de estágios relacionados à variável tempo e ao crescimento do empreendimento. / The concept of career and relationship of people with their jobs had been modified due to the economic and social changes over recent decades. The idea of a stable and lasting career through the jobs in organizations ceased to exist, driving people to seek alternatives to the construction of their professional careers. Many find on entrepreneurship a chance to develop their careers. Entrepreneurs are characterized by the predisposition to take risks, the capability to convert ideas into accomplishments and the ability to innovate. They build their careers through the creation of an enterprise. The way that the entrepreneur develops his path, is the focus of this research. This is an exploratory study of qualitative approach, which aimed to investigate how the entrepreneur develops his career. To this end, semi-structured interviews were conducted where participants were asked to do a narrative of their professional life stories and discourse about issues related to the development of their careers. The participants were 16 businessmen of the state of Goias that revealed entrepreneurial characteristics. The material generated from the interview transcript was analysed using the method of content analysis. Were executed the coding and the categorization of the messages contained in the interviews and the information proceeding from these procedures were the basis for the interpretation of results. Entrepreneurs revealed that the development of their careers is based on knowledge acquired from their experiences, on their networks and on the effort and the dedication that devote at work. To build his career, the entrepreneur must to develop the skills of people management, vision of opportunities and capability of innovation. Career development is tied to the performance of the business and most of the professional goals of the entrepreneur are directed to the organization. The family occupies a central role in the career of the entrepreneur, providing financial and psychological assistance and representing a foothold in their lives. Due to the results, some hypotheses were formulated, which can be used as guidelines for future studies about this topic. Reflections about the results have generated the proposition of a model that aims to present the development of the entrepreneur career, through the perspective of stages related to the variable time and the growth of the enterprise.

This study examines the relationship between career management and career advancement, and the moderating effects of mentoring support. Organizational career management practices (OCM) includes four dimensions (e.g. potential, feedback, succession, and development), which improve employees¡¦ skills and abilities, prepare them for higher level responsibility within the organization and contribute to career advancement. In addition, individuals, who are willing to manage their careers, have better awareness of themselves, developing appropriate strategies (e.g. networking, self nomination, increase visibility) to attain the opportunities of career advancement. Furthermore, mentoring support, such as providing challenging assignments, suggesting strategies for accomplishing work objectives, would enhance proteges¡¦ networking strength, and increase their visibility to powerful decision maker within the organization. It may moderate the relationship career management and career advancement. In this research, we use empirical data taken from 225 employees and through further data analysis we draw some research conclusions as follows. 1. The experiences of organizational career management facilitate the development of employees, and help them more realized their potential, which is related to career advancement. 2. Individual career management is positive related to career advancement. 3. Though hierarchical regression analysis, the results reveal that mentoring support is a moderator of organization career management, individual career management, career advancement.

A concepção de carreira e a relação das pessoas com o trabalho foram modificadas em decorrência das transformações econômicas e sociais ocorridas ao longo das últimas décadas. A idéia de uma carreira estável e duradoura por meio do emprego em organizações deixou de existir, impulsionando as pessoas a procurarem alternativas para a construção de suas trajetórias profissionais. Muitos encontraram no empreendedorismo uma possibilidade para o desenvolvimento de suas carreiras. Os empreendedores, caracterizados pela disposição para correr riscos, por transformar idéias em realizações e pela capacidade de inovação, constroem suas trajetórias por meio da criação de um negócio. O modo como o empreendedor desenvolve essa trajetória é o foco desta pesquisa. Trata-se de um estudo exploratório de enfoque qualitativo, que teve por objetivo investigar como o empreendedor desenvolve sua carreira. Para tanto, foram realizadas entrevistas semi-estruturadas, em que os participantes foram convidados a narrar suas histórias de vida profissionais e a discorrer sobre aspectos relacionados ao desenvolvimento de suas carreiras. Participaram da pesquisa 16 empresários do estado de Goiás que revelaram possuir características empreendedoras. A análise do material gerado a partir da transcrição das entrevistas foi realizada por meio do método de análise de conteúdo. Foram realizadas a codificação e a categorização das mensagens contidas nas entrevistas e as informações resultantes desses procedimentos serviram como base para a interpretação dos resultados. Os empreendedores revelaram que o desenvolvimento de suas carreiras está baseado no aprendizado adquirido em suas experiências; em suas redes de relacionamento e no esforço e na dedicação que empregam no trabalho. Para construir sua carreira, o empreendedor precisa desenvolver as habilidades de gestão de pessoas, de visão de oportunidades e de realizar inovações. O desenvolvimento da carreira vincula-se ao desempenho do negócio e a maior parte dos objetivos profissionais do empreendedor é direcionada para a organização. A família ocupa um papel central na carreira do empreendedor, fornecendo ajuda financeira e psicológica e representando um ponto de apoio em suas vidas. Em decorrência dos resultados obtidos, foram formuladas algumas hipóteses, que podem servir como orientações a futuros estudos sobre este tema. As reflexões sobre os resultados converteram-se na proposição de um modelo que visa apresentar o desenvolvimento da carreira do empreendedor, por meio da perspectiva de estágios relacionados à variável tempo e ao crescimento do empreendimento. / The concept of career and relationship of people with their jobs had been modified due to the economic and social changes over recent decades. The idea of a stable and lasting career through the jobs in organizations ceased to exist, driving people to seek alternatives to the construction of their professional careers. Many find on entrepreneurship a chance to develop their careers. Entrepreneurs are characterized by the predisposition to take risks, the capability to convert ideas into accomplishments and the ability to innovate. They build their careers through the creation of an enterprise. The way that the entrepreneur develops his path, is the focus of this research. This is an exploratory study of qualitative approach, which aimed to investigate how the entrepreneur develops his career. To this end, semi-structured interviews were conducted where participants were asked to do a narrative of their professional life stories and discourse about issues related to the development of their careers. The participants were 16 businessmen of the state of Goias that revealed entrepreneurial characteristics. The material generated from the interview transcript was analysed using the method of content analysis. Were executed the coding and the categorization of the messages contained in the interviews and the information proceeding from these procedures were the basis for the interpretation of results. Entrepreneurs revealed that the development of their careers is based on knowledge acquired from their experiences, on their networks and on the effort and the dedication that devote at work. To build his career, the entrepreneur must to develop the skills of people management, vision of opportunities and capability of innovation. Career development is tied to the performance of the business and most of the professional goals of the entrepreneur are directed to the organization. The family occupies a central role in the career of the entrepreneur, providing financial and psychological assistance and representing a foothold in their lives. Due to the results, some hypotheses were formulated, which can be used as guidelines for future studies about this topic. Reflections about the results have generated the proposition of a model that aims to present the development of the entrepreneur career, through the perspective of stages related to the variable time and the growth of the enterprise.

4 Abstract The thesis introduces an outline of information about the career of an organization employee. The career is described in a theoretical manner which also looks into general characteristics of a career, its possible types, individual structures and career cycles. The thesis also focuses on individual types of employees represented in the organization, possible career movements and mentions a working environment typology. Other parts of the thesis discuss the relation of professional career and the organization culture as well as parts of the relation consisting of personal growth planning, executive positions succession planning and career planning. This part is followed by a draft of talent management. The last chapter of the thesis is an actual illustration of career management in an organization, namely in Škoda Auto. This part is concluded by an analysis carried out by the author of the thesis. Key words: career, career management, talent management

Este estudo discute a recente produção teórica sobre o mundo do trabalho contemporâneo e, em particular, o mundo do trabalho para trabalhadores de alta complexidade nascidos entre 1946 e 1964, tendo como referência a abordagem teórica proposta por André Gorz, que busca entendimento acerca do mundo do trabalho a partir das esferas de auto e heteroregulação do trabalho, em diálogo com outros teóricos do tema. Além disso, explora, por meio de técnicas de levantamento e análise de dados quantitativos, a interpretação desses trabalhadores sobre o mundo do trabalho contemporâneo e sua percepção acerca da cisão entre vida profissional e vida pessoal, de acordo com os aspectos realçados pelo referencial teórico abordado. A partir de um modelo de equações estruturais, este trabalho explora a hipótese de que há uma correlação entre a interpretação que o trabalhador em estudo faz das esferas do mundo do trabalho propostas por Gorz e destas com sua percepção sobre a cisão entre vida profissional e vida pessoal, retratando, desta forma, o sentido do trabalho para esse grupo de trabalhadores. / This work discusses to recent theoretical developments about the world of work and, in special, the world of work for high complexity workers born from 1946 to 1964, making reference to the theoretical approach proposal by André Gorz, that seeks understanding about the world of work from the spheres of auto and heteroregulation of work, in dialogue with others theoreticians of the subject. Beyond that, explores, by means of quantitative techniques, the interpretation that those workers expresses about the world of work and the perception about the split between professional life and personal life, according to the aspects highlighted by the theoretical yardstick approached. Using a structural equations modeling aproach, explores the hypothesis that there is correlation between the interpretation that the worker in study does of the spheres proposed by Gorz and of these with his perception about the split between professional life and personal life, portraying, in this way, the sense of the work for that group of workers.

Background: The most important resource of today’s companies is human resources. This has lead to a vast literature in the field of Human Resource Management, and within that are the fields of motivation and career management. Given the importance of technology intensive companies’ and the fact that engineers are increasingly dissatisfied and recognized as being difficult to manage a part of the literature have focused upon management of engineers. In this it is widely ac-cepted that engineers need special treatment, however, literature is not complete and a part which, up until now, has gained little attention is the one concerning career mobility. Purpose: The purpose of this thesis is to identify the inducements and obstacles to the career mobility of engineers. Frame of Reference: The first part of the theoretical framework covers motivation, in which the authors focus on McClelland’s Content Theory of Motivation, given its close connection to need for achievement, a central aspect in career mobility. The second part deals with previous research on management of engineers. Based on the Frame of Reference the authors construct the Career Mobility Model, which serve as a foundation for subsequent structure and interpretation. Method: In order to fulfill the purpose of the thesis the authors chose a qualitative research method, and conducted twelve semis structured interviews. The results were then analyzed in the light of the theoretical framework. Empirical Findings: The empirical findings consist of interviews with engineers of different ages, employment time and stages of their career. The interview results are organized based on the theoretical framework to aid forthcoming interpretation. Analysis: In the analysis the authors apply the empirical findings on the Career Mobility Model, thus interpret the different obstacles and inducements to career mobility. The authors’ interpretations reveal a clear excess of obstacles compared to inducements at the company participating in the study. Conclusions: By creating a challenging work situation and offering continuous education companies can create a good foundation for career mobility. However, without a uniform career management program combined with visible career routes and established communication channels a company will lack critical aspects of in-ducements to career mobility. Moreover, technical companies need to remember that the best specialist may not always be the best manager, given the many ob-stacles a specialist focused manager can induce. / Bakgrund: Den idag viktigaste resursen för företag är människor. Detta har lett till en omfattande litteratur inom ämnet Human Resource Management, och inom det återfinns ämnena motivation och karriär management. Givet betydelsen av teknologi intensiva företag och det faktum att missnöjet bland ingenjörer ökar samt att de är erkända som svåra att hantera har en del av litteraturen inom detta ämne fokuserat på hur man leder ingenjörer. Inom denna är det vida erkänt att ingenjörer behöver specialhantering, ändock är litteraturen inte fullständig och ett ämne, vilken det fram tills nu det givits lite uppmärksamhet åt, är karriärsrörlighet. Syfte: Syftet med denna uppsats är att identifiera hinder och incitament till ingenjö-rers karriärsrörlighet. Referensram: Den första delen av det teoretiska ramverket hanterar motivation, inom vilken författarna fokuserar på McClellands behovsteori, givet dess nära koppling till behovet av presentation, en central aspekt inom karriärs rörlighet. Den andra delen handlar om tidigare forskning vad gäller management av ingenjörer. Ba-serat på Referensramen skapar författarna Karriär Rörlighets Modellen vilken fungerar som en bas för kommande struktur och analys. Metod: För att fullgöra syftet med uppsatsen valde författarna en kvalitativ undersökningsmetod, och genomförde tolv semistrukturerade intervjuer. Resultatet analyserade sen i ljuset av det teoretiska ramverket. Resultat: De empiriska resultaten består av intervjuerna gjorda med ingenjörer i olika åldrar, med olika anställningslängd och i olika stadier av sin karriär. Intervju resultaten är organiserade baserat på det teoretiska ramverket för att underlätta inför den kommande analysen. Analys: I analysen applicerar författarna den empiriska undersökningen på Karriär Rörlighets Modellen, vilket betyder att de analyserar hinder och incitament för karriärsrörlighet. Författarnas analys visar att det finns ett klart överskott av hinder jämfört med främjande faktorer på företaget i studien. Slutsats: Genom att skapa en utmanande arbetssituation och erbjuda konstant utbildning kan företag skapa en bra bas för karriärsrörlighet. Likväl, utan ett övergripande program för karriärplanering kombinerat med synliga karriärvägar och etablerade kommunikationskanaler kommer företag att sakna kritiska aspekter som främjar karriärsrörlighet. Dessutom måste tekniska företag komma ihåg att den bästa specialisten inte alltid är den bästa ledaren, givet de många hinder en specialist fokuserad ledare kan skapa.

The purpose of this study was to explore the relationships between career resilience and career beliefs among employees in Taiwan. This study also examined whether selected demographic variables had effects on career resilience and career beliefs. A pilot study involving 178 participants was conducted in Taiwan to validate the instruments used in the main study. Twenty items were selected for measuring career resilience. These items were taken from London's Career Motivation Inventory (1993b), Noe, R. A., Noe, A. W., and Bachhuber's measures of career motivation (1990), and Michigan's Career Resilience Scale (Bice, 1999, January 24-30). Forty-nine items consisting of 10 subscales in the Career Beliefs Scale were adopted from Yang's Chinese Career Beliefs Inventory-Form B (1996). The study had 578 current employees from diverse work settings in Taiwan. Career resilience scores were negatively correlated with the total career beliefs scores (r = -.22, p less then .01), which indicated that participants who were higher on career resilience tended to possess fewer irrational career beliefs. Career resilience scores were negatively correlated with belief in fate, avoidance of decision making, the belief that some occupations are more prestigious than others, possessing sex role stereotypes, assuming other's help can determine the best choice, and the belief that salary is the primary concern when making career choices. Career resilience scores were positively correlated with the belief that one should find the best-fit career and that work is very important in one's life. However, the magnitudes of coefficients were small (the absolute r values were all less than .40). The results of ANOVA showed that gender, education, type of institution, recent participation in training/educational activities, and supervisory experience yielded statistically significant main effects in career resilience scores. Additionally, there was a significant interaction effect on career resilience for gender by education. MANOVA results showed that gender, age, educational levels, types of institutions, supervisory experience, career change, and recent participation in training activities yielded statistically significant differences among career beliefs. Discriminant analyses were applied to further investigate the differences among the 10 career belief subscales for the significant demographic variables.

<p>Background: The most important resource of today’s companies is human resources. This has lead to a vast literature in the field of Human Resource Management, and within that are the fields of motivation and career management. Given the importance of technology intensive companies’ and the fact that engineers are increasingly dissatisfied and recognized as being difficult to manage a part of the literature have focused upon management of engineers. In this it is widely ac-cepted that engineers need special treatment, however, literature is not complete and a part which, up until now, has gained little attention is the one concerning career mobility.</p><p>Purpose: The purpose of this thesis is to identify the inducements and obstacles to the career mobility of engineers.</p><p>Frame of Reference: The first part of the theoretical framework covers motivation, in which the authors focus on McClelland’s Content Theory of Motivation, given its close connection to need for achievement, a central aspect in career mobility. The second part deals with previous research on management of engineers. Based on the Frame of Reference the authors construct the Career Mobility Model, which serve as a foundation for subsequent structure and interpretation.</p><p>Method: In order to fulfill the purpose of the thesis the authors chose a qualitative research method, and conducted twelve semis structured interviews. The results were then analyzed in the light of the theoretical framework.</p><p>Empirical Findings: The empirical findings consist of interviews with engineers of different ages, employment time and stages of their career. The interview results are organized based on the theoretical framework to aid forthcoming interpretation.</p><p>Analysis: In the analysis the authors apply the empirical findings on the Career Mobility Model, thus interpret the different obstacles and inducements to career mobility. The authors’ interpretations reveal a clear excess of obstacles compared to inducements at the company participating in the study.</p><p>Conclusions: By creating a challenging work situation and offering continuous education companies can create a good foundation for career mobility. However, without a uniform career management program combined with visible career routes and established communication channels a company will lack critical aspects of in-ducements to career mobility. Moreover, technical companies need to remember that the best specialist may not always be the best manager, given the many ob-stacles a specialist focused manager can induce.</p> / <p>Bakgrund: Den idag viktigaste resursen för företag är människor. Detta har lett till en omfattande litteratur inom ämnet Human Resource Management, och inom det återfinns ämnena motivation och karriär management. Givet betydelsen av teknologi intensiva företag och det faktum att missnöjet bland ingenjörer ökar samt att de är erkända som svåra att hantera har en del av litteraturen inom detta ämne fokuserat på hur man leder ingenjörer. Inom denna är det vida erkänt att ingenjörer behöver specialhantering, ändock är litteraturen inte fullständig och ett ämne, vilken det fram tills nu det givits lite uppmärksamhet åt, är karriärsrörlighet.</p><p>Syfte: Syftet med denna uppsats är att identifiera hinder och incitament till ingenjö-rers karriärsrörlighet.</p><p>Referensram: Den första delen av det teoretiska ramverket hanterar motivation, inom vilken författarna fokuserar på McClellands behovsteori, givet dess nära koppling till behovet av presentation, en central aspekt inom karriärs rörlighet. Den andra delen handlar om tidigare forskning vad gäller management av ingenjörer. Ba-serat på Referensramen skapar författarna Karriär Rörlighets Modellen vilken fungerar som en bas för kommande struktur och analys.</p><p>Metod: För att fullgöra syftet med uppsatsen valde författarna en kvalitativ undersökningsmetod, och genomförde tolv semistrukturerade intervjuer. Resultatet analyserade sen i ljuset av det teoretiska ramverket.</p><p>Resultat: De empiriska resultaten består av intervjuerna gjorda med ingenjörer i olika åldrar, med olika anställningslängd och i olika stadier av sin karriär. Intervju resultaten är organiserade baserat på det teoretiska ramverket för att underlätta inför den kommande analysen.</p><p>Analys: I analysen applicerar författarna den empiriska undersökningen på Karriär Rörlighets Modellen, vilket betyder att de analyserar hinder och incitament för karriärsrörlighet. Författarnas analys visar att det finns ett klart överskott av hinder jämfört med främjande faktorer på företaget i studien.</p><p>Slutsats: Genom att skapa en utmanande arbetssituation och erbjuda konstant utbildning kan företag skapa en bra bas för karriärsrörlighet. Likväl, utan ett övergripande program för karriärplanering kombinerat med synliga karriärvägar och etablerade kommunikationskanaler kommer företag att sakna kritiska aspekter som främjar karriärsrörlighet. Dessutom måste tekniska företag komma ihåg att den bästa specialisten inte alltid är den bästa ledaren, givet de många hinder en specialist fokuserad ledare kan skapa.</p>

Este estudo discute a recente produção teórica sobre o mundo do trabalho contemporâneo e, em particular, o mundo do trabalho para trabalhadores de alta complexidade nascidos entre 1946 e 1964, tendo como referência a abordagem teórica proposta por André Gorz, que busca entendimento acerca do mundo do trabalho a partir das esferas de auto e heteroregulação do trabalho, em diálogo com outros teóricos do tema. Além disso, explora, por meio de técnicas de levantamento e análise de dados quantitativos, a interpretação desses trabalhadores sobre o mundo do trabalho contemporâneo e sua percepção acerca da cisão entre vida profissional e vida pessoal, de acordo com os aspectos realçados pelo referencial teórico abordado. A partir de um modelo de equações estruturais, este trabalho explora a hipótese de que há uma correlação entre a interpretação que o trabalhador em estudo faz das esferas do mundo do trabalho propostas por Gorz e destas com sua percepção sobre a cisão entre vida profissional e vida pessoal, retratando, desta forma, o sentido do trabalho para esse grupo de trabalhadores. / This work discusses to recent theoretical developments about the world of work and, in special, the world of work for high complexity workers born from 1946 to 1964, making reference to the theoretical approach proposal by André Gorz, that seeks understanding about the world of work from the spheres of auto and heteroregulation of work, in dialogue with others theoreticians of the subject. Beyond that, explores, by means of quantitative techniques, the interpretation that those workers expresses about the world of work and the perception about the split between professional life and personal life, according to the aspects highlighted by the theoretical yardstick approached. Using a structural equations modeling aproach, explores the hypothesis that there is correlation between the interpretation that the worker in study does of the spheres proposed by Gorz and of these with his perception about the split between professional life and personal life, portraying, in this way, the sense of the work for that group of workers.

The master thesis concentrates on long term work abroad and its impact on further career development. The procedure of the control workers (expatriates) in separate stages, e.g. dispatch of the workers, manage the procedure of the expatriation and the stage of the return from abroad (repatriation) is approached on the specific example the Czech Trade Promotion Agency. The impact of the gained skills on the further personal and career development has been considered by the empirical research between the managers, who currently are abroad. The procedure of the dispatch and return of the expatriates and its impact on organization development has been evaluated by the analysis of the actual situation in Czech Trade Promotion Agency. This issue has been considered in the specific environment of the public service. The Czech Trade Promotion Agency is contributory organization, established by the Ministry of Industry and Trade of the Czech Republic.