Abstract Attracting and developing information technology (IT) professionals is one of the top concerns for companies. Although much research has been conducted about the job behavior and attitudes of IT professionals over the last three decades, findings are inconclusive and contradictory. This suggests that something may be missing in how we examine this phenomenon. Most of this research is drawn from theories of motivation, very little examines the effect of social relationships on IT professionals' behavior and attitude. Yet, social capital theory suggests that job behavior and attitude may be greatly influenced by these relationships. This suggests that IT professionals' social capital warrants empirical examination. The primary research question that this dissertation addresses is how social capital affects IT professionals' work attitude and behavior including job satisfaction, organizational citizenship behavior, job performance and turnover intention. The research model in this dissertation examines the influence of three aspects of social capital on IT professionals' job attitude and work behavior: tie strength, the number of ties and the structural holes. Data were collected from 129 IT professionals from a range of jobs, organizations and industries. Results indicate that tie strength in the organization of an IT professional is positively related to job satisfaction. The number of ties outside an organization an IT professional has is also positively related to job performance. However, hypotheses about organizational citizenship behavior and turnover intention are not supported. Several implications for organizational executives and managers are offered based on findings.

Submitted by Cássia Santos (cassia.bcufg@gmail.com) on 2017-06-05T10:47:35Z No. of bitstreams: 2 Tese - Tatiele Pereira de Souza - 2016.pdf: 6134988 bytes, checksum: 84ea63a7f80f909c6e7f75d93fa2b637 (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) / Approved for entry into archive by Luciana Ferreira (lucgeral@gmail.com) on 2017-06-05T10:57:06Z (GMT) No. of bitstreams: 2 Tese - Tatiele Pereira de Souza - 2016.pdf: 6134988 bytes, checksum: 84ea63a7f80f909c6e7f75d93fa2b637 (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) / Made available in DSpace on 2017-06-05T10:57:06Z (GMT). No. of bitstreams: 2 Tese - Tatiele Pereira de Souza - 2016.pdf: 6134988 bytes, checksum: 84ea63a7f80f909c6e7f75d93fa2b637 (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Previous issue date: 2016-10-14 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / This thesis analyzes the work and identity of professionals committed in the process of developing software in Brazil. It was questioned if the publications of magazines and sites of the area of Information Technology (henceforth IT) about, work, career and profession diffuse values associated with the new forms of work management and to a new identity of the ideal professional; it was sought out, also, if professionals of the field adhere to the discourse of these publications and the identity constructed by the same. The methodology holds a triangulation of sources and methods, incorporating the analysis of governmental databases, discourse analysis of the materials of magazines and sites of the area and the application of surveys directed to professionals inserted in two distinct contractual modalities: professionals with formal work contracts and professionals inserted in flexible forms of work and entrepreneurs. The discourse analysis of the materials, undertaken between the years of 1984 and 2014, permitted the identification of questions relative to the identity, the relations of gender and the process of professionalization and regulation of the IT area. Concerning identity, it was possible to identify the period in which there is a certain breakthrough around the ideas and values related to the "informatics profession", as it was called in the beginning, and the constitution of a new ideal of professional, the TI professional. This one must adhere to a new identity guided in entrepreneurship, in the management of self and in a taste for change. As for the dimension of gender, it was possible to identify a generified discursive construction, in which the ideas and values of the ideal professional is in line with the images of gender and the social representations linked to the masculine universe. It was also found a low presence of images of women in general and a sub-representation of images of black men and women. On the question of professionalization, it was possible to identify a field in which there are feuds. On one side, there is a discourse related to the ideals of liberty, competence, and meritocracy. These ideals are associated with arguments contrary to the regulation of the profession. On the other side, there is a discourse favorable to the regulation, paved on the importance of the security of society, which is given in the professional recognition and appreciation, searching for more ideal work conditions. To this discourse the vision of most professionals of the area is aligned. The comparative analysis of the surveys allowed us to evince that professionals inserted in flexible forms of work and entrepreneurs are in a situation of larger fragility at work in comparison to people bound to public companies. This is observed in the bonds of work which, destitute of social protection, with smaller salaries and having bigger workloads, bring the perception that the pay is low, in view of qualifications and competences possessed. As of que question of social recognition, it was found that the professionals of both groups attribute positive feelings to the work, but consider that the job is not recognized by society. Lastly, the analysis of the relation between work and family permitted the finding that women spend more hours in the domestic work, evincing inequalities of gender in the field. The research permitted the finding that the publications of the field possess, in common, the diffusion of values associated with the new forms of work management and of a business identity. By analyzing if the professionals inserted in different work bonds adhere to this discourse and this identity, it is possible to reach the following hypothesis: even if the professionals agree with determined aspects of the discourse , they do not adhere integrally to it, attributing negative values to the flexible work bonds, criticizing the lack of social recognition and, therefore, rejecting, in great measure, the pillars of the identity of the "IT Professional", which is, the business identity. / Esta tese analisa o trabalho e a identidade de profissionais empenhados(as) no processo de desenvolvimento de software no Brasil. Questionou-se se as publicações de revistas e sites na área de Tecnologia da Informação (doravante TI) sobre trabalho, carreira e profissão difundiam valores associados às novas formas de gestão do trabalho e à uma identidade profissional ideal; buscou-se saber, também, se profissionais do campo aderem ao discurso dessas publicações e à identidade que constitui-se nas mesmas. A metodologia comporta uma triangulação de fontes e métodos, incorporando a análise de base de dados governamentais, análise do discurso de matérias de revistas e sites da área e aplicação de surveys direcionados à profissionais inseridos em duas modalidades de contratação distintas: profissionais com contratos de trabalho formais e profissionais inseridos em formas flexíveis de trabalho e empreendedores(as). A análise do discurso das matérias, empreendida entre os anos de 1984 e 2014, permitiu identificar questões relativas à identidade, às relações de gênero e ao processo de profissionalização e regulamentação da área de TI. Com relação à identidade, foi possível identificar o período no qual há certo rompimento em torno das ideias e valores relativos à “profissão de informática”, como era chamada no início, e a constituição de um novo ideal de profissional, o profissional de TI. Este deve aderir a uma nova identidade pautada no empreendedorismo, na gestão de si e no gosto pela mudança. Quanto à dimensão de gênero, foi possível identificar uma construção discursiva generificada, em que as ideias e valores do profissional ideal coaduna-se com as imagens de gênero e as representações sociais ligadas ao universo masculino. Constatou-se também a baixa presença de imagens de mulheres em geral e uma sub-representação de imagens de homens e mulheres negras. Sobre a questão da profissionalização, foi possível identificar um campo em que há disputas. De um lado, há um discurso relacionado aos ideais de liberdade, competência e meritocracia. Esses ideais são associados à argumentos contrários à regulamentação da profissão. De outro lado, há um discurso favorável à regulamentação, calcado na importância da segurança da sociedade, que se dá no reconhecimento e na valorização profissional, buscando-se condições de trabalho ideais. A esse discurso alinha-se a visão da maioria dos/das profissionais da área. A análise comparativa dos surveys permitiu evidenciar que profissionais inseridos(as) em formas flexíveis de trabalho e empreendedores(as) estão em uma situação de maior fragilidade no trabalho em comparação as pessoas vinculadas à empresa pública. Isso é observado nos vínculos de trabalho que, destituídos de proteção social, com menor remuneração e contendo carga horária mais alta, trazem a percepção de que a remuneração é baixa, face as qualificações e competências possuídas. Quanto à questão do reconhecimento social, constatou-se que os/as profissionais de ambos os agrupamentos atribuem sentidos positivos ao trabalho, mas consideram que o trabalho não é reconhecido pela sociedade. Por fim, a análise da relação entre trabalho e família permitiu constatar que as mulheres despendem mais horas no serviço doméstico, evidenciando desigualdades de gênero no campo. A pesquisa permitiu constatar que as publicações do campo possuem, em comum, a difusão de valores associados às novas formas de gestão do trabalho e de uma identidade empresarial. Ao analisar se os profissionais inseridos em diferentes vínculos de trabalho aderem a esse discurso e a essa identidade, pode-se chegar à seguinte tese: ainda que os profissionais concordem com determinados aspectos do discurso, não aderem integralmente a este, atribuindo valores negativos aos vínculos flexíveis de trabalho, realizando a crítica à falta de reconhecimento social e, assim, rejeitando, em grande medida, os pilares da identidade do “Profissional de TI”, isto é, da identidade empresarial.

Följande studie handlar om i vilken utsträckning organizational commitment har för betydelse för IT-professionella och om det har någon betydelse för mobilitetsbenägenhet. Studien har även berört bakgrundsvariablerna ålder och position och vad det har för betydelse för organizational commitment och mobilitetsbenägenhet. Studien uppkom för att förse aktörer inom IT-sektorn med relevant data för att förstå hur organizational commitment förhåller sig till mobilitetsbenägenhet. Datan samlades in med hjälp av en enkät som distribuerades på sociala medier. Resultatet analyserades genom medelvärdesanalys samt multipel OLS-regressionsanalys där det framgick att IT-professionella har lågt organizational commitment och hög mobilitetsbenägenhet samt att ålder och position inte har en betydelse för dessa attityder. Trots att resultat visade på en låg commitment och en hög mobilitetsbenägenhet visade en regressionsanalys att det finns ett signifikant samband mellan affective commitment och mobilitetsbenägenhet. Sambandet indikerar på att högre grad av affective commitment innebär en lägre grad av mobilitetsbenägenhet. Detta samband är ett av nyckelresultaten av studien.

Abstract In this thesis a new phenomenon called lay participatory design (PD) is described and defined. The work is based on a long-term historical and ethnographic field study in a non-profit community of dog breeders. The case community is committed to the understanding and support of indigenous dogs and their hunting skills through the improvement of breeding knowledge using information technology. This is conceptualized as a user-field-design perspective within a natural cultural historical IT context. The new design mode based on this perspective can be seen as infrastructuring, which integrates the activity, community, and IT. Once in actual use, new knowledge and IT is put into practice in the field, which is the actual focus of the change. As it is practice field-driven, lay PD differs conceptually and theoretically both from conventional and professional IT expertise and IS design models, and from representative-, design- or project-driven approaches to PD and to design ethnography. Because of the traditional division of labour in IS these approaches often take only the professionalized (IT) design as the starting point and ignore the epistemological interests of ordinary people, non-IT-professional users active in their own, everyday domains and in their own participative and collaborative practices in the field of practice. The use-field-design perspective, which is conceptualized in lay PD, is complementing these approaches because it takes seriously ordinary people/users as local designers who are competent with topics, everyday domains, activity and IT located in the related field of practice. The case shows that IT and the core activity of a community can be developed together, and that this co-development is sensible. The results of this study suggest that lay PD concepts can describe essential features of the design process for everyday communities of practice. As a bottom-up form of systems design using everyday knowledge, lay PD can be adopted in other domains and study areas. Thus, lay PD is one new member in the emerging family of Participatory Design, Social Shaping of Technologies, and End User Development-driven systems.

Submitted by Mariela C. S. Fontenelle Sily de Assis (mariela.assis@globo.com) on 2017-02-02T18:50:19Z No. of bitstreams: 1 Dissertação Mestrado_Mariela C. S. Fontenelle S. Assis.pdf: 1800713 bytes, checksum: 0cc0af4a8a88e98c92ed7878e8c7273d (MD5) / Approved for entry into archive by Janete de Oliveira Feitosa (janete.feitosa@fgv.br) on 2017-02-03T12:11:56Z (GMT) No. of bitstreams: 1 Dissertação Mestrado_Mariela C. S. Fontenelle S. Assis.pdf: 1800713 bytes, checksum: 0cc0af4a8a88e98c92ed7878e8c7273d (MD5) / Made available in DSpace on 2017-02-09T12:18:58Z (GMT). No. of bitstreams: 1 Dissertação Mestrado_Mariela C. S. Fontenelle S. Assis.pdf: 1800713 bytes, checksum: 0cc0af4a8a88e98c92ed7878e8c7273d (MD5) Previous issue date: 2016-12-15 / Considering the great demand of organizations for information technology (IT) personnel properly trained to meet the needs of the business, it is relevant for companies to be able to hire, retain and motivate their teams for the proper performance of their roles. Companies, in general, have faced difficulty in this regard, since there is a shortage of IT professionals with adequate profile and qualification. It has also been observed an issue namely ‘turnaway’, situation in which IT professionals make career transition to another functional area. Then, the main target of this work is to identify, through a Delphi study, the main motivations that lead IT professionals to migrate to other areas. Besides, this research also sought to obtain a rank by relevance of the antecedents of the career transition to other functional areas, and to compare the results with that presented in previous studies on this subject. Thus, the Delphi group was formed by 35 IT experts, with relevant experience in the field. The results accrued from this research unveil that the need for professional growth, the need to acquire further experiences and skills to remain attractive to employers, the area of activity in IT, prior and conscious development for career transition and exhaustion with work in the IT area are factors that have relevant impact on turnaway intent. On the other hand, low identification with the IT profession, age and gender are factors that have a low impact on turnaway intention. / Dada a grande demanda das empresas por profissionais de tecnologia da informação (TI) devidamente capacitados para que a área atenda às necessidades do negócio, torna-se relevante que as empresas consigam compor, reter e motivar suas equipes para o adequado desempenho de suas funções. As empresas, de modo geral, têm enfrentado dificuldades nesse sentido, uma vez que há uma falta de profissionais com perfil e qualificação adequada. Aliado a isso, tem sido observado o fenômeno denominado turnaway, situação em que o profissional faz transição de carreira para outra área funcional. O objetivo principal deste trabalho é, por meio de uma abordagem Delphi, identificar as principais motivações que levam profissionais de TI a mudar de área. Buscou-se também obter uma classificação, por relevância, dos antecedentes à transição de carreira para fora da TI, e cotejar o resultado encontrado com o apresentado em estudos anteriores sobre o tema em questão. Assim, participaram do painel Delphi 35 profissionais de TI, com expressiva experiência na área. Como resultado, o estudo mostrou que a busca de crescimento profissional, o desejo por colecionar novas experiências e habilidades para se manterem atrativos para os empregadores, a área de atuação na TI, a capacitação prévia e consciente para essa transição e a exaustão com o trabalho são fatores que têm considerável impacto na intenção de turnaway. Por outro lado, a baixa identificação com a carreira de TI, a crise de meia-idade e o gênero são fatores que têm baixo impacto sobre a transição de carreira da TI para outras áreas.