Made available in DSpace on 2014-12-17T13:53:20Z (GMT). No. of bitstreams: 1 JulianaRB.pdf: 735215 bytes, checksum: 0d417f3bbf4eadd09824101ceeb83227 (MD5) Previous issue date: 2008-08-29 / With the need of the companies in becoming more competitive within the market, it arises an incessant search for selective human potential, with a high level of capacity and low rotativity, which motivation results in production raise, quality optimization and waste reduction. This scenario requires a strategy development which advantages the Human Resources Quality Management. This way, the model of the Human System Audit (HSA), developed by the Spanish researchers Ouijano and Navarro, presents itself as an important tool to diagnosis and evaluation, contemplating the environment where the organization is inserted, its strategies, its organizational design, its processes and its organizational effectiveness. In this sense, the present study has identified the existent relation between the professional satisfaction and the Organizational Culture, based in the model HSA. The research has been a quantitative-descriptive one and has had as population the technical-administrative workers from the Federal Center of Technical Education of Rio Grande do Norte (CEFET RN). The data collection has occurred during May, 2008, by means of the application of a questionnaire in the HSA model. The sample was composed by 167 subjects, distributed among the Five units of the institution. It was used the factorial analysis, with the extraction method of main components and orthogonal rotation varimax, in order to extract the dimensions of the satisfaction and of the organizational culture and the calculation of Cronbach s Alpha coefficient, to evaluate the reliability of these dimensions. The factorial analysis of the satisfaction indicators has identified four factors,, all of them showing significance: gratefulness and relationship , self-realization , stability and security and physical conditions and social benefits . The result of the factorial analysis with the indicators of the organizational culture has extracted four factors and among them, three of them have obtained significance: Personal Satisfaction Style , Competitive-Denial-Power Style and the Conventional-Dependent Style . After identifying the dimensions of the satisfaction and culture found at CEFET-RN, it has been notice the existence or not of relation among them, through the application of Pearson s coefficient. It has been verified that all of the dimensions of the Professional satisfaction are correlated with some dimension of the organizational culture, having in outstand position, with higher intensity, the relation between the culture style of Personal Satisfaction and the satisfaction factor referring to the self-realization / A busca incessante de um potencial humano seleto, de n?vel de capacidade elevado e com baixa rotatividade, cuja motiva??o resulta em aumento na produ??o, otimiza??o da qualidade e redu??o de desperd?cios tem recebido maiores espa?os nas agendas, discuss?es e a??es das organiza??es neste mil?nio. Este cen?rio requer o desenvolvimento de estrat?gias que favore?am a Gest?o da Qualidade dos Recursos Humanos. Desta maneira, o modelo da Auditoria do Sistema Humano (ASH), desenvolvido pelos pesquisadores espanh?is Quijano e Navarro, apresenta-se como importante ferramenta, contemplando o ambiente onde a organiza??o est? inserida, suas estrat?gias, seu desenho organizacional, seus processos e sua efetividade organizacional. Neste sentido, o presente estudo identificou a rela??o existente entre a satisfa??o profissional e a Cultura Organizacional, com base no modelo ASH. A pesquisa foi de cunho quantitativo-descritivo e teve como popula??o os servidores t?cnico-administrativos do Centro Federal de Educa??o Tecnol?gica do Rio Grande do Norte. A coleta de dados ocorreu no m?s de maio de 2008, mediante a aplica??o de question?rio do modelo ASH. A amostra ficou composta por 167 sujeitos, distribu?dos entre as cinco unidades da Institui??o. Foi utilizada a an?lise fatorial, com m?todo de extra??o de componentes principais e rota??o ortogonal varimax, para se extrair as dimens?es da satisfa??o e da cultura organizacional e o c?lculo do coeficiente Alpha de Cronbach, para avaliar a confiabilidade destas dimens?es. A an?lise fatorial dos indicadores de satisfa??o identificou quatro fatores, todos eles demonstrando signific?ncia: reconhecimento e relacionamento , auto-realiza??o , estabilidade e seguran?a e condi??es f?sicas e benef?cios sociais . O resultado da an?lise fatorial com os indicadores da cultura organizacional extraiu quatro fatores e destes, tr?s obtiveram signific?ncia: Estilo de Satisfa??o Pessoal , Estilo Poder-Evita??o-Competitivo e o Estilo Convencional-Dependente . Ap?s identificar as dimens?es de satisfa??o e cultura encontradas no CEFET-RN, observou-se a exist?ncia ou n?o de rela??o entre elas, atrav?s da aplica??o do coeficiente de Pearson. Verificou-se que todas as dimens?es da satisfa??o profissional est?o correlacionadas com alguma dimens?o da cultura organizacional, destacando-se com maior intensidade a rela??o entre o estilo de cultura Satisfa??o Pessoal e o fator de satisfa??o referente ? auto-realiza??o