Public institutions, aiming to provide best quality services and to the welfare of civil servants, are implementing a personnel management restructuring, aimed at the promotion of Life Quality at Work (LQW). However, many institutions still only circumvent the problems faced in labor relations. Possibly the most appropriate would be following a trend set off for an assessment of the needs of their work teams, thus contributing in terms of grants for the preparation and development of a LQW Program, which would bring more comprehensive and lasting results. Also, the present study aims to analyze which LQW factors perceived as relevant by the employees of UNIPAMPA. Achieving this goal can serve as a basis for possible contribution to the development of LQWP the Rectory of Personnel Management (PROGESP). For this, the methodological procedure adopted seeks refuge in a descriptive, through a quali-quantitative approach, involving the use of questionnaires, interviews and document analysis about LQW servers, teachers and technical-administrative education system (TAE) of UNIPAMPA, beyond the search information about it by e-mail and/ or websites of other 4 Federal Universities of Rio Grande do Sul. The document analysis and data show IFES other actions focused on a LQW in an assistencialist and non preventive way, while they could start by collecting information, together with the servers, about the problems related to LQW. The results of qualitative analysis, ie, the interviews with the nine TAE PROGESP servers that are involved with the development of LQWP in the University, show that all attendees believe that the implementation of LQWP will enrich for both the individual and the institution as a whole. Finally, the results of questionnaires given to teachers and TAE regarding the perception of the LQW with the institution show that the factors related to the physical space and work tools, professional development opportunities, job satisfaction and relationship with peers positively influence satisfaction with LQW in UNIPAMPA. / As instituições públicas, visando à prestação de serviços de melhor qualidade e ao bem-estar do servidor público, estão implementando uma reestruturação em gestão de pessoas, voltada para a promoção da Qualidade de Vida no Trabalho (QVT). Entretanto, muitas ainda apenas contornam os problemas enfrentados nas relações de trabalho. Possivelmente, o mais apropriado seria seguir uma tendência de partir para um diagnóstico das necessidades de suas equipes de trabalho, levantando, assim, subsídios para a elaboração e desenvolvimento de um Programa de Qualidade de Vida no Trabalho (PQVT), que traga resultados mais abrangentes e duradouros. Diante disso, o presente estudo tem como objetivo analisar quais os fatores de QVT percebidos como relevantes pelos servidores da UNIPAMPA. O alcance deste objetivo pode servir de embasamento para possível contribuição ao desenvolvimento do PQVT pela Pró-Reitoria de Gestão de Pessoal (PROGESP). Para isso, o procedimento metodológico adotado ampara-se em uma pesquisa descritiva, por meio de uma abordagem qualiquantitativa, envolvendo a utilização de questionário, entrevista e análise documental acerca da QVT dos servidores docentes e técnico-administrativos em educação (TAE) da UNIPAMPA, além da busca de informações sobre o assunto por e-mail e/ou em sites de outras 4 Universidades Federais do Rio Grande do Sul. A análise documental e os dados de outras IFES mostram ações com foco em uma QVT de forma assistencialista e não preventiva, quando poderiam iniciar pelo levantamento de informações, junto aos servidores, dos problemas relacionados com a QVT. Os resultados da análise qualitativa, ou seja, das entrevistas junto aos nove servidores TAE da PROGESP, que estão envolvidos com o desenvolvimento do PQVT na Universidade, apontam que todos os entrevistados acreditam que a implementação do PQVT trará melhorias, tanto para o indivíduo quanto para a Instituição como um todo. Por último, os resultados dos questionários aplicados aos docentes e TAE em relação à percepção destes com a QVT na Instituição mostram que os fatores relacionados com o espaço físico e ferramentas de trabalho, oportunidade de crescimento profissional, satisfação no trabalho e relacionamento com colegas influenciam positivamente a satisfação com a QVT na UNIPAMPA.

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No. of bitstreams: 1 samarafreiredeoliveira.pdf: 834532 bytes, checksum: d7589ca669d42d695651bd24510922a8 (MD5) Previous issue date: 2016-08-29 / A presente dissertação é desenvolvida no âmbito do Mestrado Profissional em Gestão e Avaliação da Educação Pública (PPGP) do Centro de Políticas Públicas e Avaliação da Educação da Universidade Federal de Juiz de Fora (CAEd/UFJF) e visa discutir a alocação de servidores na Secretaria de Estado de Educação e Qualidade de Ensino do Amazonas-SEduc/AM, a qual enfrenta uma grande problemática em relação à alocação de servidores em número insuficiente para suprir a demanda do estado. Mesmo com o esforço da realização de concursos públicos e Processos Seletivos Simplificados, ainda é substantiva a carência de servidores, principalmente professores nas unidades escolares, o que se constitui em um desafio para a instituição. Além de concursos e processos seletivos, outras iniciativas vêm sendo tomadas por essa Secretaria, no que tange a valorização do profissional da Educação, como a aprovação do Plano de Cargos, Carreiras e Remuneração, no ano de 2013, com vantagens que objetivam incentivar e atrair profissionais. Porém, a necessidade de servidores ainda não vem sendo suprida satisfatoriamente e, por esta razão, este trabalho irá descrever e analisar os critérios de alocação de servidores praticados na SEduc/AM, bem como propor ações que visem a otimização desse processo de alocação, com vistas ao melhor atendimento da demanda da rede estadual de ensino. Para tanto, foi utilizado uma pesquisa qualitativa e quantitativa, por meio de entrevistas a quatro gestores de escola, sendo duas da capital e duas do interior do Estado e a dois gestores da sede da SEduc/AM, bem como questionário aplicado a todos os gestores de escola estaduais. A partir da pesquisa realizada foi identificado que tanto os gestores de escola quanto as gestoras da sede da SEduc/AM estão satisfeitos com os critérios de alocação de servidores e reconhecem que a principal dificuldade está na carência de profissionais e não nesses critérios. Os gestores de escola ressaltaram, ainda, que a falta de equipe pedagógica é ainda maior que a falta de professores. Outro fator preponderante é a falta de qualificação docente, com a ocorrência de casos em que professores ministram componentes curriculares para os quais não são licenciados, mesmo com a atuação do PROFORMAR no Amazonas. Os problemas detectados na pesquisa serão abordados no Plano de Ação Educacional, com o objetivo de buscar meios de solucionar ou minimizar a gravidade das situações encontradas, visando melhorias no contexto educacional do Estado do Amazonas. / This dissertation is developed in the Professional Master in Management and Evaluation of Public Education (PPGP) of the Center for Public Policy and Evaluation of the Federal University of Juiz de Fora Education (CAEd / UFJF) and aims to discuss the allocation of servers in the Secretariat State Education and Quality Education of Amazonas-SEDUC / AM, which faces a serious problem in relation to an insufficient number of civil servants allocation in order to supply the State demand. Even counting on civil service exams and simplified selection processes, the lack of civil servants is still meaningful (mainly the lack of teachers at schools, which is a challenge for many institutions). Besides the civil exams and selection processes, other measures have been taken by this Secretary, in regard to the valorization of the Education professional, such as the career and salaries plan in 2013, with advantages that aim to encourage and attract candidates. But the need of civil servants hasn’t been supplied satisfactorily yet and for these reasons, this work describes and analyzes the criteria for the civil servants’ allocation used by SEDUC/AM, as well as proposes actions that aim at the optimization of this allocation process, focusing on a better service. Therefore, a quantitative and qualitative research was applied by interviewing 4 school principals (2 schools from the capital city and 2 schools from the countryside) and 2 managers from SEDUC/AM central office. By realizing this survey, it was identified that both school principals and SEDUC managers are satisfied with the criteria for servants’ allocation and recognize that the main difficulty actually comes from the lack of professionals. The school principals highlight that the pedagogical team shortage is even larger than the teachers’ shortage. Another preponderant factor is the lack of teaching qualification, coupled with the fact that some teachers have to teach subjects they are not supposed to, even with PROFORMAR course in Amazonas. The problems detected in this research will be approached in the Educational Action Plan, finding ways to solve or minimize the seriousness of the situations found, aiming at the improvement of the educational context of Amazonas.

Les études des déterminants de la motivation au travail ont jusque-là privilégié le rôle de facteurs intrinsèques et facteurs extrinsèques. Prolongeant ces travaux, cette thèse teste l’impact des traits culturels sur la motivation au travail dans les institutions publiques dans le contexte haïtien. Quatre construits ont été identifiés :(i) la croyance en l’omnipotence des divinités, (ii) la foi en l’aide des autres, (iii) la philosophie de passage et du détachement, (iv) la tension vers l’égalitarisme. Une démarche méthodologique basée sur le cadre conceptuel de Churchill (1979) a été adoptée. Une exploration du terrain a été effectuée à partir de l’analyse de cas multiples en vue de mieux comprendre la relation qui existe entre les valeurs culturelles et la motivation au travail des agents public haïtien. Cette approche qualitative a été succédée d’une approche quantitative. Ainsi, 617 questionnaires valides ont été codifiés et saisis sur SPSS. L’analyse en composantes principales a été adoptée. La méthode de régression linéaire multiple des MCO a été utilisée. Les résultats obtenus ont montré que les variables socio-culturelles (la croyance en la puissance divine, la solidarité et la Vie Instant présent) ont chacune une incidence positive et significative sur la motivation au travail. En revanche, la croyance en la limitation humaine, la médiation d’autrui, le niveau d’aspiration, l’Auto-Retrait, le conformisme, le déni de succès et l’absence de culture d’émulation ont tous une influence négative sur la motivation au travail. Par ailleurs, six facteurs intrinsèques et extrinsèques ainsi que des tactiques de mise en œuvre dans la fonction publique ont été identifiés. / The studies of work motivation’s determinants have so far favored the role of intrinsic and extrinsic factors. Extending these studies, this thesis tests the impact of cultural traits on Work motivation in public institutions in the Haitian context. Four constructs were identified: (i) Belief in the omnipotence of gods, (ii) Belief in the help of others, (iii) Philosophy of passage and unconcern, (iv) Tension towards egalitarianism. A methodological approach based on conceptual framework of Churchill (1979) has been adopted. An exploration study has been done from multiple case analysis to better understand the relationship between cultural values and Civil servants’ work motivation in Haiti. After this qualitative approach, a quantitative approach was used. 617 valid questionnaires were coded and entered using SPSS 16.0. Principal component analysis (PCA) was adopted. Multiple linear regression method was used. The results showed that the sociocultural characteristics: Belief in the omnipotence of gods, belief in the help of others, philosophy of passage and the tension towards egalitarianism significantly influence work motivation of Haitian civil servants. Indeed, we found that three of the socio-cultural variables (belief in god’s power, solidarity and Living in the moment) have a positive and significant impact on work motivation. However, the belief in human limitation, the mediation of others, the aspiration level, Self- Withdrawal, conformity, denial of success and lack of emulation culture have all negatively influence on work motivation. In addition, six intrinsic and extrinsic factors and tactics of implementation in the civil service have been identified.

This is a study of Samuel Pepys diary where the focal point is emotions in his professional life, emotions are understood through Barbara H. Rosenweins theory of Emotional Communities. The main part is made up of two chronological chapters following through the ten years Pepys kept a diary. The point is to illuminate Pepys professional life in the British Royal Navy through the perspective of emotions. We follow Pepys’s professional development, where emotions is discussed in relation to concepts such as personal interest and social status. From the first years of the diary to latter perspectives of him turning into the great naval administrator he became known as. Pepys in his professional sphere strictly controlled his emotions and soared above his competitors. He was a man who was puritan raised, highly emotional, educated and curious - on the fringes of the power epicentre in restoration-era England.

This master thesis investigates the public servants’ motives for switching their employment from the private to the public sector and for having a tendency to work in the public organization. It also focuses on factors they describe as job satisfaction and the challenges they have encountered after transitioning to the public-sector employment. The framework of Maslow’s Hierarchy of needs and Herzberg’s two factor theories provide an explanation for the reasons why public employees switched sectors and their perception on factors they perceived as motivation and challenges after switching into a new workplace in a new sector. A qualitative study was conducted, using semi-structured interviews to collect data from 8 respondents who are currently working for the government. All of them used to work in the private sector and later moved into the public sector. The study reveals a number of distinctive motives for them to make a sector switch. These include secure employment and pension, less workload and work-related stress, family inspiration, pride in the public sector job, career advancement, and making positive impacts to the community. The findings also identify a number of challenges faced by these sector switchers such as low wage and moonlighting, complicated hierarchy and bureaucratic structures, ineffective leadership and other management issues within the public office. The knowledge and information on these challenges have the implications for certain stakeholders, including recent graduates, employees, politicians, leaders at public institutions, and especially policy makers. Policy makers and/or politicians should consider creating employment policies that entice talented individuals to work for the government and enhance the working conditions for new civil servants. The study also has the potential to pave the way for the prospective recent graduates and employees, giving them sufficient information on which to base their choice of employment, either in private sector or for the government.

本研究以Easton政治支持理論架構，探討不同人口背景與政治態度的政策利害關係人之政策順服影響因素，並就政策執行監測觀點，將順服變數，分從政策認知、政策環境、執行成效滿意度、利害關係人之行為配合度等面向加以剖析，再檢視不同個人對政策順服的差異與其政治信任感有無關連，以獲得理論上驗證。 廉政政策的執行評估或評價，廠商較一般民眾認知更為成熟，對「廉政倫理規範」相關事務的理解能力相對熟悉，故選擇以廠商（即本文政策利害關係人）為研究對象。依照首揭研究目的，假設「認知」與「環境壓力」兩個因素為影響個人對於廉政政策滿意度與行為傾向的主要因素，即個人對於廉政政策所持為正向認知，其所處政策環境會迫使自己遵守廉政政策規範，有助於廉政政策滿意度的提升與行為上的順服。反之，個人對於廉政政策所持為負向認知，且所處政策環境會促使自己規避廉政政策規範者，將使個人不滿意現行政策施行的效果，致滿意度降低與行為上的不順服。 研究結果發現，政策利害關係人的政黨認同對廉政政策順服有影響，其原因可能由於個人的背景不同，使得生活經驗就有所不同，所以形塑每個人的政策認知深度、支持態度、政策滿意度及行動參與意向等表現不同，因此使政策利害關係人在「廉政政策順服」量表的表現強弱也有所差異。此外，在政治信任感方面，與以往的研究結果對照，可以發現政治信任感也是呈現低度水準，並與性別、教育程度、業務類別、政黨認同、所得收入等變項顯著相關。若從廉政政策順服與政治信任感之關聯性探討，發現廉政政策順服與政治信任感呈顯著相關，其中廉政政策順服構面之「環境壓力」、「滿意度」、「行為傾向」等變項的相關程度較高。 最後，本文探求廉政政策執行及成效評估等有關廉政政策推動策略的建議，期能提供作為政策執行的重要參考。 關鍵字：政策利害關係人、政策順服、政策執行、政治信任感、廉政倫理規範 / Based on David Easton's framework of political-system support theory, this study discussed the factors that influence policy compliance of policy stakeholders with different background and political attitudes. From the point of view of policy monitoring , it analyzed the variables affecting compliance from the aspects of policy cognition, policy environment, satisfaction of implementation effectiveness, and cooperation degree of policy stakeholders. Furthermore, it examined the correlations between policy compliance and political trust of each individual in order to get the verification of theory. When it comes to the evaluation and appraisal of the implementation of the anticorruption policy, vendors are ,compared to the general public, more familiar to the affairs concerning Ethics Direction for Civil Servants. This study has selected vendors (i.e. the policy stakeholders) as the research objects. According to the study goal, the "cognition" and the "environmental pressure" were assumed to be two main factors affecting individual satisfaction and behavioral orientation toward the anticorruption policy. When an individual holds a positive cognition toward the anticorruption policy, the policy environment will force the individual to comply with the policy. The satisfaction toward the policy and the behavioral compliance will be fostered. On the contrary, if an individual holds a negative cognition toward the policy, and the policy environment will discourage the individual to comply with the provisions of the anticorruption policy. The individual will not satisfy with the implementing results of the current policy. It will impede the satisfaction and lower the behavioral compliance. The study found that the party identification of the policy stakeholders would influence their compliance to the anticorruption policy. The reason might be that different backgrounds make different life experiences. This molds individual into different level of policy cognition, attitude of support, policy satisfaction and participation orientation, and in turn makes different representation on scale of compliance of the anticorruption policy. In addition, the political trust, when compared to previous studies, was found to be at a low level, and significantly related to gender, education level, job category, party identification and income level. When exploring from the correlation between the anticorruption policy and the political trust, the study found a significant correlation between them. Among variables of anticorruption policy dimension, "environmental pressure," "degree of satisfaction" and "behavioral orientation" have high levels of correlation with political trust. Lastly, this study has explored suggestions to the implementation and evaluation of strategies related to the promotion of anticorruption policy in hope to serve as an important reference to the policy implementation. Key word：policy stakeholder, policy compliance, policy implementation, Political Trust, Ethics Direction for Civil Servants

人力資源為國家最重要之資產，而政府部門之人力資源以考試方式進用後，為充實初任人員之廉能素養與政府施政品質，除施以必要之訓練外，在整個公務生涯中，尚需施以有計畫之培訓，以提高整體人力素質，增進行政效能，適時回應人民多元之需要與服務。 高階文官須經過中階文官之歷練，尤其以擔任科長職務極為優秀者，並參加薦任公務人員晉升簡任官等訓練成績及格，始有機會能晉升為簡任職務。因此，擔任簡任職務，往往成為公務人員職涯規劃的努力目標。 本研究係採取文獻研究法及次級資料分析法，以92年度至97年度受訓學員為研究範圍，並採Kirkpatrick的四層次評估模式進行本研究分析。 本研究發現，現行薦升簡訓練成績考核構面之生活管理成績、專題研討成績及案例書面寫作成績等3項，其中「案例書面寫作成績」分數為直接影響受訓學員訓練成績不及格之主要原因。研究結論並針對薦升簡訓練成績考核，分為訓練成績考核部分、課程設計部分及培訓制度部分等三部分提出研究建議。 / Human resources are the important assets in nation. Due to offering the high quality services for people, the government has to transact various trainings to promote the honest and upright of officials are employed by exams passing and the quality of management by politics. The superior junior rank officials have the qualification for getting the senior rank promotion training. When they pass the training and will acquire qualification of senior rank. The senior rank is the highest ranks in our civil servants frame, and it is the goal for civil servants pursuing. The database of this study is the trainees of training for civil servants with junior rank seeking promotion to senior rank, then uses the literature analysis method and secondary analysis to extract the data for Kirkpatrick’s four levels model of evaluation which is the afterward procedure－performance evaluation. In this study, the performance evaluation factors of training for civil servants with junior rank seeking promotion to senior rank are live management, seminar and letter report. The result shows that letter report is the key performance evaluation factors, and offers the suggestions for performance evaluation, courses design and training and development system in the training for civil servants with junior rank seeking promotion to senior rank.

Mit der Privatisierung von öffentlichen Unternehmen ist die Frage verknüpft, ob und auf welche Weise die bisher bei den öffentlichen Unternehmen beschäftigten Beamten bei den privatisierten Unternehmen zu beschäftigen sind, und welche Rechtsfolgen sich für die bei privaten Unternehmen beschäftigten Beamten aus dieser "Zwischenstellung" zwischen öffentlichem Dienstrecht und privatem Arbeitsrecht ergeben. Da bei der Privatisierung öffentlicher Einrichtungen in der Regel der bisherige von dem Beamten besetzte Dienstposten verloren geht, ist eine dauernde Zuweisung des Beamten an die privatisierte Einrichtung unerläßlich. Im Fall der formellen Privatisierung im kommunalen Bereich fehlt es - anders als bei den Privatisierungsprojekten "Post und Bahn" des Bundes - sowohl an einer verfassungsrechtlichen Grundlage, die einen Einsatz von Beamten im privatwirtschaftlichen Sektor gegenüber Art. 33 Abs. 4 und 5 GG verfassungsrechtlich absichert, als auch an einfachgesetzlichen Bestimmungen, die sich mit der Rechtslage der in den privatisierten Einrichtungen beschäftigten Beamten befassen. So ist der durch das Gesetz zur Reform des öffentlichen Dienstrechts vom 24.02.1997 eingefügte § 123a Abs. 2 BRRG eine Ermächtigungsnorm, die die Zuweisung der Beamten an eine privatisierte Einrichtung des öffentlichen Rechts auch ohne Zustimmung des betroffenen Beamten in Verbindung mit einer formellen Privatisierung ermöglicht. Die Rechtsverhältnisse zwischen Privatisierungsbeamten, öffentlichem Dienstherrn und privater Gesellschaft sind anders als im PostPersRG bzw. DBGrG nicht ausgestaltet worden. Trotz der Tätigkeit für eine private Gesellschaft bleibt für die bei der DBAG und bei den Nachfolgeunternehmen der Deutschen Bundespost wie auch für die gemäß § 123a Abs. 2 BRRG zugewiesenen Beamten der Beamtenstatus erhalten. Dies ergibt sich insbesondere aus der normierten "Wahrung der Rechtsstellung" in Art. 143a Abs. 3 Satz 3, Art. 143b Abs. 3 Satz 1 GG sowie den Ausführungsgesetzen und in § 123a Abs. 3 BRRG. Denn unter Wahrung der Rechtsstellung ist nicht lediglich der Beibehalt des Amtes im statusrechtlichen Sinn, sondern auch der Beibehalt der bereits erworbenen beamtenrechtlichen Position und der damit verbundenen Rechte und Pflichten zu verstehen. Insbesondere wird die Dienstherrenfähigkeit nicht auf die privatisierten Unternehmen übertragen. Eine Übertragung von Dienstherrenbefugnissen findet lediglich auf die DBAG und auf die Nachfolgeunternehmen der Deutschen Bundespost statt, nicht aber auf die privatisierten Einrichtungen der Kommunen. Damit wird die Anbindung des zugewiesenen Beamten an seinen öffentlichen Dienstherrn gestärkt und das Direktions- und Weisungsrecht gesichert. Der privaten Gesellschaft verbleibt lediglich eine sachbezogene Kontrolle der Arbeitsergebnisse. Der beamtenrechtliche Pflichtenkanon wie auch das Disziplinarrecht bleiben für die privatisierten Beamten anwendbar. Auch für den beschäftigungsbezogenen Bereich ist eine Anwendung des Arbeitsrechts ausgeschlossen. Ein Streikrecht steht weder den privatisierten Beamten im Bund noch den zugewiesenen Beamten in den Kommunen zu. Für die Interessenvertretung finden sich für die Post- und Bahnbeamten unterschiedliche Regelungen. Einheitlich besteht jedoch für die Wahl zum Betriebsrat eine gesetzliche Arbeitnehmerfiktion. Da eine solche Regelung für die nach § 123a Abs. 2 BRRG zugewiesenen Beamten nicht vorgesehen, und die normierte Arbeitnehmerfiktion auch nicht analog auf die gemäß §123a Abs. 2 BRRG zugewiesenen Beamten anwendbar ist, verbleibt es sowohl in statusrechtlichen als auch in betrieblichen Angelegenheiten bei der Zuständigkeit des Personalrats der Entsendebehörde bzw. bei deren Auflösung des Personalrats derjenigen Personalbehörde, die den Beamten planstellenmäßig führt. / During the last years several former public institutions have been taken into private ownership. In this context, the privatisation of the Deutsche Bundespost and the Deutsche Bundesbahn were the initial projects of outsourcing in Germany. However, the transfer of the civil servants to a private employment is still a major issue of discussion. In order to avoid any conflict with the Article 33 GG the German Constitution has been changed prior to the privatisation of the Deutsche Bundespost and the Deutsche Bundesbahn. In addition, with the amendment of the civil service law in 1997, a new paragraph 123a Abs. 2 BRRG was introduced, allowing the transfer of civil servants to private companies even against their will under the condition that the government is sharing the majority of the private company. Despite this amendment, the consequences of such a transfer of a civil servant to a private employment are not precised by law, except some complicate and misunderstandable arrangements for post and railway officials (PostPersRG and DBGrG). Therefore, this study aimed to investigate whether public civil service law or civil industrial law is applicable for these civil servants. In conclusion, civil service law is applicable for civil servants in a private company as well as for regular civil servants. That includes the application of all rights and duties in relation to the civil service, especially disciplinary proceedings, the prohibition of strike, the responsibility of the public employer and the competence of the staff council for civil servants.

Submitted by Joana Azevedo (joanad@id.uff.br) on 2017-09-01T15:12:14Z No. of bitstreams: 1 Dissert Leticia Laranja.pdf: 2495948 bytes, checksum: 24631bf804c772076042a9f134af7f28 (MD5) / Approved for entry into archive by Biblioteca da Escola de Engenharia (bee@ndc.uff.br) on 2017-09-04T13:24:00Z (GMT) No. of bitstreams: 1 Dissert Leticia Laranja.pdf: 2495948 bytes, checksum: 24631bf804c772076042a9f134af7f28 (MD5) / Made available in DSpace on 2017-09-04T13:24:00Z (GMT). No. of bitstreams: 1 Dissert Leticia Laranja.pdf: 2495948 bytes, checksum: 24631bf804c772076042a9f134af7f28 (MD5) Previous issue date: 2017-08-03 / O presente estudo teve como objetivo analisar a percepção dos servidores públicos de uma autarquia federal com relação às práticas, ações e programas de Responsabilidade Social Corporativa voltados para o público interno e propor melhorias. Para tal, foi realizada revisão da literatura sobre a evolução da Responsabilidade Social Corporativa, suas aplicações no âmbito do setor público e no ambiente interno das organizações. A pesquisa quantitativo-descritiva foi realizada a partir de levantamento (survey) utilizando questionário fechado desenvolvido a partir dos Indicadores Ethos voltados para as práticas de trabalho. Os resultados da pesquisa revelaram a superioridade das percepções negativas dos servidores acerca das praticas de Responsabilidade Social Interna na autarquia, assim como o maior percentual de percepção negativa dos servidores sem cargo de chefia e com menos tempo de trabalho em relação à percepção dos servidores com cargo de chefia e com mais tempo de trabalho na autarquia. A pesquisa permitiu identificar o grupo de práticas relativas às Condições de Trabalho, Jornada e Qualidade de Vida como o mais relevante e o grupo de práticas relativas à Relação com Sindicatos o menos relevante para os servidores. De forma a melhorar a percepção dos servidores quanto às questões avaliadas negativamente é recomendável que sejam desenvolvidas ações e programas relacionados com o desenvolvimento profissional, empregabilidade e aposentadoria, saúde e segurança, condições de trabalho e qualidade de vida, e que sejam desenvolvidas ações direcionadas aos servidores sem cargos de chefia e com menos tempo de serviço, cujas percepções foram mais negativas. / The following paper aims to analyze the perception of civil servants from a federal autarchy regarding its practices, actions and Corporate Social Responsibility programs towards its servants, as well as proposing improvements. Thus, a revision of the existing literature on the evolution of Corporate Social Responsibility was carried out, as well as its applications on the public sector and inside its organizations. The quantitative-descriptive research was performed from a survey using a closed questionnaire developed from the Ethos Indicators focused on workforce. The research results indicated the dominance of a negative perception by the servants regarding Internal Social Responsibility practices in the autarchy, as well as the dominant negative perception from servants without leadership positions and with shorter length of service against the point of view of servants that occupy leadership positions and with longer length of service. The research allowed the identification of practices related to Working Conditions, Working Day and Life Quality as being more relevant, and practices regarding Unions Relations as being the least relevant for servants. In order to improve the perception of the servants on the issues evaluated negatively it is recommended to developed actions and programs related to professional development, employability and retirement, health and safety, working conditions and life quality, and to developed actions aimed at employees without leadership positions and with shorter length of service, whose perceptions were more negative.

身心障礙特考係我國考試制度下獨有的設計，象徵政府對於身心障礙人員就業保障的重視，主動開啟另一道窗口，讓身心障礙人員得以透過國家考試方式進入公部門。因此經由身心障礙特考及格的人員，其在公務部門適應及發展情形，是值得加以深入研究的。本研究以Stone & Colella提出之組織對待身心障礙者就業因素之模型為主軸，從身心障礙人員本身、組織與法律環境、同事分為三種方向，設計出訪談問題。在研究方法上以深度訪談法，探究十名身心障礙特考人員的意見想法，了解他們在公部門任職與升遷時面臨的問題與現象。 研究結果發現，現行身心障礙者權益保障法之實施，幫助政府更積極進用身障人員，身心障礙特考人員在政府機關受到的照護固然完整，但工作表現上仍會受到自身障礙因素侷限。身心障礙人員的日常工作態度更是決定升遷的關鍵，必須付出更多努力，把自己提升與一般人一樣，進而獲得長官與同事的肯定，這對身障人員而言，無疑形成一種挑戰。 冀望藉由本研究的呈現，能提供政府有關單位政策改革之建議，讓我國身心障礙特種考試發展更臻完整，成為世界其他先進國家學習之標竿。 / The Civil Service Special Examination for the Disabled is a unique design of examination system. It not only shows the government’s emphasis on protecting the employment of the disabled people, but also provides a way for the disabled people to enter the public sector by national examination. Therefore, it is important to study the adaptation and development of those who enter public sector by the special exam. In this study, the author used the model of Stone & Colella which theorizes the factors contributing to how an organization treats the disabled employees. Based on the model, the author designed questions regarding employment and promotion for the disabled civil servants and conducted 10 interviews. The results show that the current Protection Law for the Disabled makes the government more proactive to hire disabled people. The rights of the disabled civil servants have been taken good care of, but their promotion may still be influenced by their disabilities. However, their attitude toward work is the key to their promotions. They must work harder and do more to get themselves a raise, and they have to work like most normal people to impress their bosses, which no doubt is a challenge for them. Within this study, we would like to provide advices to the government and make the related policy more effective, allowing other advanced countries in the world to learn from it.