Submitted by Roger Guedes (roger.guedes@fjp.mg.gov.br) on 2015-09-23T17:52:04Z No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Servidores do setor p??blico de Minas Gerais_Tese.pdf: 1773961 bytes, checksum: 4cdbbd09907e8d796cd8ac90b4c8769d (MD5) / Approved for entry into archive by Roger Guedes (roger.guedes@fjp.mg.gov.br) on 2015-09-23T18:04:29Z (GMT) No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Servidores do setor p??blico de Minas Gerais_Tese.pdf: 1773961 bytes, checksum: 4cdbbd09907e8d796cd8ac90b4c8769d (MD5) / Made available in DSpace on 2015-09-23T18:04:29Z (GMT). No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Servidores do setor p??blico de Minas Gerais_Tese.pdf: 1773961 bytes, checksum: 4cdbbd09907e8d796cd8ac90b4c8769d (MD5) Previous issue date: 2013 / Funda????o Jo??o Pinheiro / O presente trabalho buscou investigar em que medida diferentes grupos geracionais de servidores do setor p??blico do poder executivo do estado de Minas Gerais apresentam distintos valores pessoais e organizacionais e de que forma tais valores se manifestam em suas trajet??rias e expectativas profissionais. Para tanto, uma metodologia de pesquisa tr??plice foi estabelecida: m??todos quantitativos, qualitativos e, dentro desses ??ltimos, a evoca????o de imagens. Cinco hip??teses foram estabelecidas. As quatro primeiras afirmavam a exist??ncia de diferen??as estatisticamente significativas entre valores pessoais e organizacionais entre os indiv??duos investigados pertencentes ?? Gera????o Veterana (H1), Gera????o Baby Boomer (H2), Gera????o X (H3) e Gera????o Y (H4). A Hip??tese 5 afirmava a exist??ncia de diferen??as estatisticamente significativas entre valores pessoais e organizacionais para cada gera????o em an??lise. A hip??tese nula para cada uma das hip??teses constitui a n??o observ??ncia daquilo que determinada hip??tese estabelece. Al??m da verifica????o das hip??teses procurou-se investigar se valores pessoais e organizacionais interferem nas escolhas do indiv??duo ao longo de sua carreira. Tal pergunta de pesquisa p??de ser respondida por meio da metodologia qualitativa utilizada. Al??m dessa quest??o, outra ainda se fez importante na medida em que foi preciso investigar se os construtos te??ricos que delineiam os perfis geracionais, construtos estes de origem norte-americana em sua maioria, podem ser utilizados para descrever o perfil de gera????es de trabalhadores brasileiros. As escalas utilizadas para a pesquisa quantitativa foram a EVT-R, de Porto e Pilati (2010), e o IPVO, de Oliveira e Tamayo (2004). Apenas a hip??tese H1 n??o p??de ser verificada por insufici??ncia de respondentes pertencentes ?? Gera????o Veterana. As hip??teses nulas foram todas rejeitadas. As demais hip??teses, H2, H3, H4 e H5, foram todas atendidas. Em rela????o ??s perguntas de pesquisa, a interfer??ncia dos valores, pessoais e organizacionais, nas trajet??rias profissionais dos indiv??duos, foi evidenciada para os tr??s grupos geracionais analisados ??? Gera????o Baby Boomer, Gera????o X e Gera????o Y. Acresce-se como resultado desta etapa da pesquisa a percep????o de diferen??as entre valores das gera????es analisadas. Esses achados em rela????o aos valores pessoais e organizacionais podem ser ampliados para o conjunto dos grupos sociais aos quais pertencem os entrevistados, conforme Tinoco (2007). Analogamente, a partir da an??lise das entrevistas, p??de-se verificar o elemento ???estabilidade???, caracterizado como valor comum ?? popula????o estudada, independente da gera????o a que pertence esse servidor. Em rela????o ?? outra quest??o de pesquisa, elementos elencados como t??picos de cada gera????o foram observados nos perfis dos sujeitos pesquisados no Brasil. Isso sugere, a partir da perspectiva dos respondentes, uma internaliza????o dos construtos norte-americanos, em sua maioria, para se analisar o perfil do trabalhador brasileiro pertencente a estratos geracionais variados. Acredita-se, pois, que os objetivos propostos foram cumpridos e que se p??de contribuir, do ponto de vista pr??tico sobretudo para o setor p??blico, ao se agregarem achados que permitam o delineamento de pol??ticas e pr??ticas de gest??o, capazes de maior aproveitamento do potencial de cada um dos grupos geracionais investigados; e, finalmente, do ponto de vista metodol??gico, ao se associarem diferentes metodologias, incluindo o uso de evoca????o de imagens em pesquisas organizacionais. / The present study sought to investigate the extent to which different generational groups of servers from the public sector of the Executive power of the State of Minas Gerais have distinct personal and organizational values and how these values are manifested in their careers and professional expectations. To this end, a triple research methodology was established: qualitative and quantitative methods, within these last, the evocation of images. Five hypotheses were established. The first four claimed the existence of statistically significant differences between personal and organizational values between investigated individuals belonging to the Veteran Generation (H1), the Baby Boomer generation (H2), generation X (H3) and generation Y (H4). 5 hypothesis asserted the existence of statistically significant differences between personal and organizational values to each generation. The null hypothesis for each one of the hypotheses is the failure of that particular hypothesis. In addition to the verification of hypotheses sought to investigate whether personal and organizational values interfere in an individual's choices throughout his career. Such research question might be answered by means of qualitative methodology used. In addition to this, another was important to the extent that it was necessary to investigate whether the theoretical constructs that delineate the generational profiles, these constructs of American origin for the most part, can be used to describe the profile of generations of Brazilian workers. The scales used for the quantitative research were the EVT-R, Porto and Pilati (2010), and the IPVO, de Oliveira and Tamayo (2004). Only the H1 hypothesis could not be checked for inadequacy of the respondents belonging to the Veteran Generation. The null hypotheses were all rejected. The other hypothesis, H2, H3, H4 and H5 were all met. In relation to the research questions, the interference of personal and organizational values, in the careers of individuals, was shown to the three generational groups analyzed-Baby Boomer generation, generation X and generation Y. Moreover, as a result of this step of research the perception of differences among generations analyzed values. These findings in relation to personal and organizational values can be extended to all the social groups to which they belong to respondents, as Tinoco (2007). Similarly, from the analysis of the interviews, could check the element "stability", featured as a common value to the population studied, regardless of the generation to which this server belongs. In relation to another issue, listed as typical elements of each generation have been observed in the profiles of the subjects surveyed in Brazil. This suggests, from the perspective of respondents, an internalisation of American constructs, mostly, to analyze the profile of Brazilian workers in the generational strata. It is believed, therefore, that the proposed objectives have been met and that might contribute, from a practical point of view especially for the public sector, if aggregate findings that allow the design of policies and management practices, capable of greater use of the potential of each one of the generational groups investigated; and, finally, methodological point of view, if you associate different methodologies, including the use of evocation of images in organizational research. / Governo e Pol??tica

Made available in DSpace on 2014-12-17T13:53:32Z (GMT). No. of bitstreams: 1 PauloCMOJ_DISSERT.pdf: 6092098 bytes, checksum: eafd57317c94cdd77348674be077bf4e (MD5) Previous issue date: 2011-08-15 / This thesis aims to identify how civil servants perceive changes made inthe carrying out of their work after their taking part in the Course forTechnicians in Public Management of the Government of Rio Grande do NorteState. As for the methodological procedures, an exploratory-descriptivequantitative research has been carried out through structured questionnaires appliedto 118 civil servants from the first groups of the Course for Technicians, thusshowing a margin of error of 4.18% to 95% of confidence, according to theprocedures of finite sampling. The table processing and analysis rested uponthe Statistical Package for the Social Sciences SPSS and was carried outthrough univariate, bivariate and multivariate techniques with emphasis on thetechnique called Factor Analysis. It was possible to identify that the level ofsatisfaction of the students was high and there was a clear perception by themthat the course assisted to changes in their work. Through Factor Analysis itwas verified that the factors that may be related to changes in the work of thecivil servants are "Contribution to Society", "Efficiency andEfficacy in the Work Environment", "Applicability of Contents"and "Capacitating for Leadership". The conclusion of the studyindicates that the factors obtained are directly related to the basis of thenew public management by means of guidance toward efficiency and efficacy in aperspective of leadership, the contents of the course being thus made into newattitudes toward work which end up yielding better results for society / A presente disserta??o teve por objetivo identificar a percep??o dos servidores p?blicos sobre as mudan?as produzidas na execu??o do trabalho, a partir da participa??o no Curso de Tecn?logo em Gest?o P?blica do Governo do Estado do Rio Grande do Norte. Com a import?ncia que tem sido atribu?da ? gest?o de pessoas no contexto organizacional contempor?neo, quest?es relacionadas ao treinamento e desenvolvimento de compet?ncias e habilidades adquiriram maior relev?ncia, inclusive no setor p?blico, sob a influ?ncia do pensamento da Nova Gest?o P?blica - NGP. Relativamente aos procedimentos metodol?gicos foi realizada uma pesquisa quantitativa de natureza explorat?ria-descritiva entre 118 servidores das tr?s primeiras turmas do curso empregando Statistical Package for the Social Sciences SPSS para utilizar t?cnicas uni, bi e multivariada, especialmente a an?lise fatorial. A pesquisa apurou um elevado n?vel de satisfa??o com o curso e a exist?ncia de uma clara percep??o do mesmo como contribuinte para a mudan?a no trabalho. A an?lise fatorial identificou quatro fatores que podem estar relacionados com a mudan?a no trabalho: contribui??o para sociedade , efici?ncia e efic?cia no trabalho , aplicabilidade dos conte?dos e capacita??o para lideran?a , todos identificados com a NGP

Made available in DSpace on 2015-02-24T18:04:03Z (GMT). No. of bitstreams: 1 MarinaldoPJ_DISSERT.pdf: 1121947 bytes, checksum: b59ea14103af008a8b80d4587d819495 (MD5) Previous issue date: 2012-09-02 / Coordena??o de Aperfei?oamento de Pessoal de N?vel Superior / This thesis aims to identify how civil servants perceive changes made inthe carrying out of their work after their taking part in the Course forTechnicians in Public Management of the Government of Rio Grande do NorteState. As for the methodological procedures, an exploratory-descriptivequantitative research has been carried out through structured questionnaires appliedto 118 civil servants from the first groups of the Course for Technicians, thusshowing a margin of error of 4.18% to 95% of confidence, according to theprocedures of finite sampling. The table processing and analysis rested uponthe Statistical Package for the Social Sciences SPSS and was carried outthrough univariate, bivariate and multivariate techniques with emphasis on thetechnique called Factor Analysis. It was possible to identify that the level ofsatisfaction of the students was high and there was a clear perception by themthat the course assisted to changes in their work. Through Factor Analysis itwas verified that the factors that may be related to changes in the work of thecivil servants are "Contribution to Society", "Efficiency andEfficacy in the Work Environment", "Applicability of Contents"and "Capacitating for Leadership". The conclusion of the studyindicates that the factors obtained are directly related to the basis of thenew public management by means of guidance toward efficiency and efficacy in aperspective of leadership, the contents of the course being thus made into newattitudes toward work which end up yielding better results for society / A presente disserta??o teve por objetivo identificar a percep??o dos servidores p?blicos sobre as mudan?as produzidas na execu??o do trabalho, a partir da participa??o no Curso de Tecn?logo em Gest?o P?blica do Governo do Estado do Rio Grande do Norte. Com a import?ncia que tem sido atribu?da ? gest?o de pessoas no contexto organizacional contempor?neo, quest?es relacionadas ao treinamento e desenvolvimento de compet?ncias e habilidades adquiriram maior relev?ncia, inclusive no setor p?blico, sob a influ?ncia do pensamento da Nova Gest?o P?blica - NGP. Relativamente aos procedimentos metodol?gicos foi realizada uma pesquisa quantitativa de natureza explorat?ria-descritiva entre 118 servidores das tr?s primeiras turmas do curso empregando Statistical Package for the Social Sciences SPSS para utilizar t?cnicas uni, bi e multivariada, especialmente a an?lise fatorial. A pesquisa apurou um elevado n?vel de satisfa??o com o curso e a exist?ncia de uma clara percep??o do mesmo como contribuinte para a mudan?a no trabalho. A an?lise fatorial identificou quatro fatores que podem estar relacionados com a mudan?a no trabalho: contribui??o para sociedade , efici?ncia e efic?cia no trabalho , aplicabilidade dos conte?dos e capacita??o para lideran?a , todos identificados com a NGP