Nas últimas três décadas, o conceito de mentoria evoluiu em virtude das mudanças econômicas e do mercado de trabalho em todo o mundo. Diminuiu-se a estabilidade econômica e de emprego e aumentou-se a turbulência do mercado de trabalho, levando à noção de empregabilidade. A carreira que antes era organizacional passa a ser entendida como carreira sem fronteiras, que diz respeito à carreira que transcende as fronteiras de uma única organização. Da mesma forma, o conceito de mentoria tradicional evolui para o de redes sociais de desenvolvimento, um conceito totalmente atual no mundo e inovador no contexto brasileiro, no qual esta dissertação de mestrado se embasa, daí a importância desse estudo. A perspectiva das redes sociais de desenvolvimento pode ser entendida como relações de apoio ao desenvolvimento, advindas tanto de dentro como de fora das organizações, em que há participação de vários níveis hierárquicos e de múltiplas relações entre pessoas, ao mesmo tempo e em qualquer momento da carreira. O aprendizado entre as partes, nesse relacionamento, é mútuo e recíproco e as funções oferecidas são as de carreira e psicossociais. Os objetivos centrais deste estudo são verificar as associações entre a diversidade de redes sociais de desenvolvimento e satisfação no trabalho, entre o número de desenvolvedores e satisfação no trabalho e entre as funções de mentoria (de carreira e psicossocial) e satisfação no trabalho. Realizou-se um estudo quantitativo, por meio da aplicação de questionário, sendo analisado por meio da técnica correlação R de Pearson, como forma de se alcançar o objetivo desta pesquisa. A população consistiu em alunos de MBA da FIA, com uma amostra de 265 alunos. Constatou-se, pelas análises dos resultados, a confirmação das hipóteses nulas. Ou seja, para a amostra dos alunos de MBA da FIA, concluiu-se haver baixas correlações entre diversidade das redes sociais e satisfação no trabalho; entre número de desenvolvedores e satisfação no trabalho e, finalmente, entre funções de mentoria (de carreira e psicossocial) e satisfação no trabalho. Além dos resultados acima, foram observadas fortes correlações entre as funções de carreira e psicossocial, para as arenas Trabalho, Família e Amigos, Professores e Comunidade levando à reflexão acerca da qualidade dos relacionamentos interpessoais na cultura brasileira e da relevância da questão do ser humano integral, vista na teoria. Estes resultados sugerem que as redes sociais de desenvolvimento possivelmente sofrem uma grande influência dos aspectos culturais de cada país, o que merece ser estudado futuramente. / Over the last three decades, the concept of mentoring has evolved due to economic and market changes all over the world. Economic and employment stability faded away and were gradually replaced by the turmoiled markets, leading to the notion of employability. The career as organizational career turned out to be understood as boundaryless career, referring to the career that overtakes the boundaries of a single organization. In this way the traditional concept of mentoring was substituted by developmental network, a current concept worldwide and innovative in the Brazilian context. The developmental network perspective can be understood as the relations that support the development of the person, emerging from within or without the organizations with the participation of several hierarchical levels and multiple relationships, at the same time and at any moment of the career. In this relationship, learning is mutual and reciprocal the career and psychosocial functions are provided. Thus, the central objectives of this work is to verify the existence of association between the developmental network diversity, friends, family, teachers, community and work, and their different mentoring functions (career and psychosocial ones) and work satisfaction. A quantitative study was conducted, by means of the application of a questionnaire, which was analyzed by descriptive statistics and pearson correlatin, so as to achieve the objective of this research. The population was composed by FIA MBA students, using a sample of 265 individuals. From the analysis of the data, the null hypothesis was confirmed. This means that, for the sample of FIA MBA students studied in this work, it was found low correlation between network diversity and work satisfaction; between number of developers and work satisfaction; and between mentoring functions (career and psychosocial) and work satisfaction. In addition to these results, it was found high correlation between career function and psychosocial function for work, family and friends, teachers and community arenas, bringing up the possible influence of the Brazilian culture and the human being in his totality. The results of this work suggest a possible influence of the country´s culture in the developmental network, and it deserves further studies.

Nas últimas três décadas, o conceito de mentoria evoluiu em virtude das mudanças econômicas e do mercado de trabalho em todo o mundo. Diminuiu-se a estabilidade econômica e de emprego e aumentou-se a turbulência do mercado de trabalho, levando à noção de empregabilidade. A carreira que antes era organizacional passa a ser entendida como carreira sem fronteiras, que diz respeito à carreira que transcende as fronteiras de uma única organização. Da mesma forma, o conceito de mentoria tradicional evolui para o de redes sociais de desenvolvimento, um conceito totalmente atual no mundo e inovador no contexto brasileiro, no qual esta dissertação de mestrado se embasa, daí a importância desse estudo. A perspectiva das redes sociais de desenvolvimento pode ser entendida como relações de apoio ao desenvolvimento, advindas tanto de dentro como de fora das organizações, em que há participação de vários níveis hierárquicos e de múltiplas relações entre pessoas, ao mesmo tempo e em qualquer momento da carreira. O aprendizado entre as partes, nesse relacionamento, é mútuo e recíproco e as funções oferecidas são as de carreira e psicossociais. Os objetivos centrais deste estudo são verificar as associações entre a diversidade de redes sociais de desenvolvimento e satisfação no trabalho, entre o número de desenvolvedores e satisfação no trabalho e entre as funções de mentoria (de carreira e psicossocial) e satisfação no trabalho. Realizou-se um estudo quantitativo, por meio da aplicação de questionário, sendo analisado por meio da técnica correlação R de Pearson, como forma de se alcançar o objetivo desta pesquisa. A população consistiu em alunos de MBA da FIA, com uma amostra de 265 alunos. Constatou-se, pelas análises dos resultados, a confirmação das hipóteses nulas. Ou seja, para a amostra dos alunos de MBA da FIA, concluiu-se haver baixas correlações entre diversidade das redes sociais e satisfação no trabalho; entre número de desenvolvedores e satisfação no trabalho e, finalmente, entre funções de mentoria (de carreira e psicossocial) e satisfação no trabalho. Além dos resultados acima, foram observadas fortes correlações entre as funções de carreira e psicossocial, para as arenas Trabalho, Família e Amigos, Professores e Comunidade levando à reflexão acerca da qualidade dos relacionamentos interpessoais na cultura brasileira e da relevância da questão do ser humano integral, vista na teoria. Estes resultados sugerem que as redes sociais de desenvolvimento possivelmente sofrem uma grande influência dos aspectos culturais de cada país, o que merece ser estudado futuramente. / Over the last three decades, the concept of mentoring has evolved due to economic and market changes all over the world. Economic and employment stability faded away and were gradually replaced by the turmoiled markets, leading to the notion of employability. The career as organizational career turned out to be understood as boundaryless career, referring to the career that overtakes the boundaries of a single organization. In this way the traditional concept of mentoring was substituted by developmental network, a current concept worldwide and innovative in the Brazilian context. The developmental network perspective can be understood as the relations that support the development of the person, emerging from within or without the organizations with the participation of several hierarchical levels and multiple relationships, at the same time and at any moment of the career. In this relationship, learning is mutual and reciprocal the career and psychosocial functions are provided. Thus, the central objectives of this work is to verify the existence of association between the developmental network diversity, friends, family, teachers, community and work, and their different mentoring functions (career and psychosocial ones) and work satisfaction. A quantitative study was conducted, by means of the application of a questionnaire, which was analyzed by descriptive statistics and pearson correlatin, so as to achieve the objective of this research. The population was composed by FIA MBA students, using a sample of 265 individuals. From the analysis of the data, the null hypothesis was confirmed. This means that, for the sample of FIA MBA students studied in this work, it was found low correlation between network diversity and work satisfaction; between number of developers and work satisfaction; and between mentoring functions (career and psychosocial) and work satisfaction. In addition to these results, it was found high correlation between career function and psychosocial function for work, family and friends, teachers and community arenas, bringing up the possible influence of the Brazilian culture and the human being in his totality. The results of this work suggest a possible influence of the country´s culture in the developmental network, and it deserves further studies.

Globalisation is occurring at a fast and accelerating rate. Over the past decade foreign direct investment has grown three times faster than world trade and four times faster than world output. Over the past quarter century the number of countries operating without exchange controls affecting the import of goods and services has increased more than five fold. These developments have led many organizations to assume that the historical cultural differences which existed between the territories in which they operate are less marked, and less important than they once were. As the markets for their goods and services becomes increasingly global, so too do the needs and aspirations of the employees who produce and deliver these goods and services. Companies increasingly structure themselves around global business units rather than national organizations, and seek to enhance employee commitment to and identification with the goals and objectives of transnational units rather than the traditions and bonds of bounded country fiefdoms. Technological innovation, new product markets and a diverse workforce have increased the need for companies to re-examine how their training practices contribute to learning. The need for globalisation emanates from the quest of organisations for larger market share, low cost production and sourcing of skilled workforce. Ethical consideration and work practices must result in the greatest good for the largest number of people. Employment practices must therefore respect the basic human rights of privacy, due process, consent and free speech. Finally managers must treat employees and customers equitably and fairly. / Thesis (MBA)-University of KwaZulu-Natal, 2005.

Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: Highly competitive organisations are aware that their competitive edge lies within their human capital. In order for such organisation to stay ahead investing in best practices regarding people management and development is of paramount importance. In recent times, work engagement has been empirically linked to many positive organisational outcomes (Bakker, Demerouti, & Verbeke, 2004; Salanova, Agut, & Peiro, 2005; Schaufeli, Taris, & Bakker, 2006a). However, research on practical organisational interventions, aimed at increasing work engagement, is scant. Engaged employees often experience positive emotions (Bakker & Demerouti, 2008). Happy people are more sensitive to opportunities at work, more outgoing and helpful to others, more confident when interacting with others and more optimistic when taking on challenges. According to Bakker, Schaufeli, Leiter, and Taris (2008) engagement not only stems from job resources, but from personal resources as well. Building on Fredrickson’s (2000) Broad and Build theory of positive emotions, it is argued in this study that Emotional Intelligence (EI) is a personal resource that has not been studied in relation to work engagement. EI refers to the capacity to effectively perceive, express, understand and manage emotions in a professional and effective manner at work (Palmer & Stough, 2001). EI regulation abilities (e.g. emotional management and control) help increase individuals’ coping and / or resilience when more positive affect is experienced, according to Fredrickson’s Broad and Build theory, and should therefore be a particularly important personal resource for the enhancement of work engagement. The development of EI has progressively been gaining positive momentum and various studies have provided empirical support to suggest that EI can be developed (Dulewicz & Higgs, 2004; Fletcher, Leadbetter, Curran, & O’Sullivan, 2009; Gardner, 2005; Gorgens-Ekermans, 2011; Nelis, Quoidbach, Mikolajczak, & Hansenne, 2009; Slaski & Cartwright, 2003). By using the Swinburne University Emotional Intelligence Test (SUEIT) theoretical framework, it is argued that by developing emotional recognition and regulation abilities, specifically that of emotional management, employees would be better able to manage their positive and negative emotions, thereby improving their positive psychological state at work, which should increase their level of engagement. It is furthermore argued that increased EI will also affect other positive organisational outcomes, such as organisational commitment and satisfaction with work life. To this end, an EI training intervention programme was implemented and evaluated within an international courier company based in Cape Town, South Africa. A controlled experimental design (two-group pre- and post-test design) was utilised for the research. The EI training programme was evaluated in terms of its effect on EI, work engagement, organisational commitment and satisfaction with work life. A second objective of the study was to investigate and replicate previous research on the interrelationships between the constructs in the study within a South African sample. The total sample consisted of 35 full time employees. Three assessments were conducted (one week before the start of the intervention, immediately after the completion of the training, and two and a half months thereafter) The findings of the study demonstrated limited empirical support for the notion that EI training could improve levels of EI. Although definite trends to suggest this were evident in the data, the results were not statistically significant. Empirical evidence further suggested partial and weak support for work engagement and satisfaction with work life levels increasing as a result of the intervention. Unfortunately no support for organisational commitment levels improving as a result of the training was found. In terms of exploring and replicating the interrelationships between the constructs in the study, favourable results were found. Significant positive relationships emerged between all the related constructs. The results, however, need to be interpreted in terms of the limitations that were identified for this study. The results suggest that more research is required in this domain. / AFRIKAANSE OPSOMMING: Hoogs kompeterende maatskappye is bewus daarvan dat hul vlak van mededingingheid grootliks opgesluit lê in hul menslike hulpbronne. Vir sulke organisasies om vooruitstrewend te wees, is die beleging in menseontwikkeling en bestuur van uiterste belang. Empiriese navorsing oor werknemerbetrokkenheid toon dat dit verband hou met baie positiewe organisatoriese uitkomste (Bakker, Demerouti, & Verbeke, 2004; Salanova, Agut, & Peiro, 2005; Schaufeli, Taris, & Bakker, 2006a). Navorsing oor praktiese organisatoriese intervensies om werknemersbetrokkenheid te verhoog, is egter skaars. Werknemers met hoë werknemerbetrokkenheid ervaar gereeld positiewe emosies (Bakker & Demerouti, 2008). Gelukkige werknemers is meer bewus van geleenthede, is meer sosiaal en hulpvaardig, meer selfversekerd in sosiale omstandighede, en meer optimisties wanneer hulle gekonfronteer word met uitdagings. Volgens Bakker, Schaufeli, Leiter, en Taris (2008) spruit werknemersbetrokkenheid nie net voort uit werksbronne nie, maar ook vanuit persoonlike hulpbronne. Na aanleiding van Fredrickson se (2000) “Broaden and Build” teorie oor positiewe emosies word daar in hierdie studie geargumenteer dat Emosionele Intelligensie (EI) ‘n persoonlike hulpbron is, wat nog nie in verwantskap met werknemersbetrokkenheid bestudeer is nie. EI verwys na die kapasiteit om emosies binne die werkskonteks te kan herken, verstaan en bestuur op ʼn professionele en effektiewe wyse (Palmer & Stough, 2001). EI reguleringsvaardighede (bv. emosionele bestuur en beheer) bevorder individue se hanteringsvaardighede en veerkragtigheid wanneer meer positiewe emosies ervaar word. Volgens Fredrickson se “Broaden and build” teorie behoort dit dus ʼn belangrike persoonlike hulpbron te wees wat tot verhoogde werknemersbetrokkenheid kan lei. Positiewe voortuitgang in studies oor die ontwikkeling van EI bestaan tans en verskeie studies het tot dusver wetenskaplike steun verskaf vir die verwagting dat EI ontwikkel kan word (Dulewicz & Higgs, 2004; Fletcher, Leadbetter, Curran, & O’Sullivan, 2009; Gardner. 2005; Gorgens- Ekermans, 2011; Nelis, Quoidbach, Mikolajczak, & Hansenne, 2009; Slaski & Cartwright, 2003). Deur gebruik te maak van die Swinburne Universiteit Emosionele Intelligensie toets (die SUEIT) se teoretiese raamwerk, word daar geargumenteer dat die bevordering van emosionele herkennings- en reguleringsvermoë, spesifiek emosionele bestuur, werknemers se vermoë om hulle eie positiewe en negatiewe emosies te bestuur, behoort te verbeter. Dit sou ʼn verbeterde positiewe sielkundige toestand by die werk tot gevolg kan hê, wat tot verhoogde werknemersbetrokkenheid kan lei. Daar word ook aangevoer that verhoogde EI ook ander positiewe organisatoriese uitkomste, soos organisatoriese toewyding en satisfaksie met werkslewe, positief sal affekteer. Gevolglik is 'n EI opleidingsprogram geïmplementeer en geëvalueer in ‘n internasionale afleweringsmaatskappy wat gebaseer is in Kaapstad, Suid Afrika. ‘n Beheerde eksperimentele ontwerp (twee-groep voor- en natoetsontwerp) is gebruik in hierdie navorsing. Die EI opleidingsprogram is geëvalueer in terme van die effek op die EI, werknemerbetrokkenheid, organisatoriese toewyding en satisfaksie met werkslewe. ’n Tweede doel stelling van die studie was ook om die verwantskappe tussen die konstrukte te ondersoek en vorige navorsing in die verband binne ʼn Suid-Afrikaanse steekproef te reproduseer. Die totale steekproef het bestaan uit 35 permanent aangestelde werknemers. Drie assesserings het plaasgevind (een week voor die aanvang van die intervensie, direk na die afhandeling van die opleiding, en twee en ‘n half maande daarna). Die bevindinge van die studie het beperkte empiriese bewyse verskaf vir die aanname dat EI opleiding wel EI vlakke kan bevorder. Alhoewel daar duidelike tendense was wat dit suggereer in die data, was die resultate nie statistiese beduidend nie. Die empiriese bewyse het verder slegs gedeeltelike en swak ondersteuning verskaf vir die aanname dat werknemerbetrokkenheid en satisfaksie met werkslewe verbeter het as gevolg van blootstelling aan die intervensie. Geen bewyse dat organisatoriese toewydingsvlakke verbeter het as gevolg van blootstelling aan die intervensie, is gevind nie. Gunstige resultate aangaande die verwagte verwantskappe tussen die konstrukte in die studie is gevind. Positiewe, betekenisvolle verwantskappe tussen al die konstrukte word gerapporteer. Die resultate van die studie behoort binne die konteks van die beperkinge wat vir hierdie studie geïdentifiseer is, interpreteer te word. Die resultate toon dat meer navorsing in hierdie domein benodig word.

The construction industry is an important player in the economy of South Africa and therefore job satisfaction and existence of job insecurity of employees in this sector needs to be researched (Thwala & Monese 2008:2). This study comprises a literature review and an empirical study on job satisfaction and job insecurity and its prevalence in an engineering, procurement and construction (EPC) company in South Africa. This study provides insight on whether employment status, that is, contract versus permanent, has any impact on levels of job satisfaction and job insecurity of construction employees. Quantitative research, using the survey method, was used for the empirical portion of the study. All employees of the EPC company were surveyed and included workers permanently employed as well as employees employed through labour brokers, that is those on contract. The EPC company in this study employs staff in various categories, such as section managers, engineers, project managers and site employees. The total population included 145 employees of whom 41 were permanent employees and 104 were employed through labour brokers. The response rate was 39 per cent. Conclusions emanating from the research questions identified marginal differences in the reported levels of job satisfaction and job insecurity for both permanent and contract employees. Contract employees reported slightly higher job satisfaction and job insecurity levels when compared to permanently employed counterparts. The value of this study lies in the fact that no research has been conducted on job satisfaction and job insecurity and its prevalence in the EPC sector in South Africa. This study provided insight into whether employment status - contract versus permanent - had an impact on the reported levels of job satisfaction and job insecurity of employees at an EPC company.

Diss. (sammanfattning) Lund : Lunds universitet, 2005. / Härtill 3 uppsatser.

民國八十二年有線電視開放開始，新的有線電視新聞台紛紛成立，在這些電視新聞媒體工作的文字記者就有將近350人之多。而有線新聞專業電視台在競爭環境下，往往不願意培養內部的員工升遷，而是向外界挖角，因此電視台跳槽風氣盛，員工反而在內部晉升管道很小。過去國內的研究並沒有真正針對電視記者進行過全面廣泛的研究，筆者欲以本身的工作經驗結合學術研究，找出電視記者光鮮亮麗的外表下，工作滿足的程度如何影響他們的離職行為。 　　在本研究中，電視新聞從業人員是指在無線及有線電視台新聞部門工作的文字記者。本研究參考Spector發展的JSS量表，配合台灣電視新聞人員實際的工作狀況，並依據Alderfer（1972）發展的ERG工作滿足理論，採用下列36個題項，並將負面題項修正為正向題項來測量電視新聞人員的工作滿足程度，研究對象共約三百人左右進行普查，回收後有效問卷為229份。 　　本研究發現，大部分受訪者認為電視新聞工作是有挑戰性、工作有意義、可以在工作中獲得成就、喜歡現在的工作；但大部分電視記者對福利、薪資與升遷機會感到不滿意。而且本研究發現，從事新聞工作年資或在目前工作機構越久，越不滿意薪水與升遷機會，越認為工作自主性較低，對組織尊重程度也越低。 薪資越高的電視記者其離職意願與行為越高，可能因為薪資高的電視記者更想追求進一步的成就，例如升遷、更高的挑戰性，所以其離職意願和行為也會較高。有一半以上的電視記者工作滿足程度低，對離職後尋找替代性工作也沒有信心，雖然受訪者目前不太可能離職，但是離職意願卻很高，本研究建議，電視台內部應該有暢通的加薪與升遷管道，重新檢視新聞價值，合理的福利與工作時數等，才能避免新聞界人才流失的危機。