The purpose of this study was to explore the lived experiences of women who have migrated to Canada and were members of a Sewing Circle in Central Park, Winnipeg. It was aimed to discover if involvement at the women’s centre increased levels of self-confidence and perceived self-efficacy for members. The study involved conversations and interviews with twelve women. The study was conducted between March and November 2012. Using qualitative research methodology, questions were asked to shape a better understanding of the circumstances that led participants to seek membership with a sewing circle and what membership in such a program had meant for them. The interview design included identifying some of the gifts, assets, resources, interests, skills and abilities the women had pre-arrival to Canada. Participants were asked to share goals and dreams they held for themselves in this new country. The feminist approach used for the study’s framework set the tone for a conversational style interview process, with time set aside for the interviewer and participant to exchange ideas. The collected data identified that all of the participants who had migrated as adults had skills-specific training, careers they enjoyed and/or were entrepreneurs in their home countries or countries of refuge. The main themes that emerged from the data described how the economic realities of learning and mastering the skill of sewing were of value to participants. Peer support, feeling like a part of something and finding a sense of family in the host country were also reasons for membership. The findings from the study show a need for policies that support interventions focused on building more inclusive communities and societies. Communities where academic qualifications, skills specific training, employment and entrepreneurial experience accumulated in other countries provide trajectories to a more direct path forward for people as they transition into the Canadian economy and integrate into Canadian society.

Submitted by Talles Henrique Pereira (talleshbr@yahoo.com.br) on 2016-11-21T15:48:06Z No. of bitstreams: 1 Dissertação Talles Henrique Pereira.pdf: 1160248 bytes, checksum: 9af184f95d83c740c65f55a77a7f313e (MD5) / Approved for entry into archive by Janete de Oliveira Feitosa (janete.feitosa@fgv.br) on 2016-11-22T18:15:58Z (GMT) No. of bitstreams: 1 Dissertação Talles Henrique Pereira.pdf: 1160248 bytes, checksum: 9af184f95d83c740c65f55a77a7f313e (MD5) / Made available in DSpace on 2016-12-06T17:44:32Z (GMT). No. of bitstreams: 1 Dissertação Talles Henrique Pereira.pdf: 1160248 bytes, checksum: 9af184f95d83c740c65f55a77a7f313e (MD5) Previous issue date: 2016-11-16 / O presente trabalho tem o objetivo de analisar a efetividade dos programas de movimentação interna, sob perspectiva dos empregados, em uma empresa de energia brasileira. Foram analisados os programas divulgados nos anos de 2014 e 2015. Entenda-se por efetividade um conceito integrado cujos pilares são os interesses e necessidades da empresa e dos empregados, aderentes à estratégia corporativa. Foi realizada uma extensa análise documental, através de relatórios gerenciais, pesquisa de clima organizacional e normas e procedimentos de recursos humanos. A partir desta, foram conduzidas entrevistas semiestruturadas aos empregados selecionados pelo programa, cujo perfil é composto por profissionais de nível superior, das carreiras de Análise de Sistemas e Engenharia de Telecomunicações. Os depoimentos foram avaliados em relação aos construtos carreira, dimensão organizacional, dimensão pessoal e movimentação interna à luz da teoria dos contratos, âncoras de carreira, motivação e carreira proteana. A pesquisa traz insumos relevantes à gestão de carreira nas organizações e ao recrutamento e seleção interna, considerando as especificidades e complexidade do arranjo da organização pesquisada. / This dissertation aims at analyzing the effectiveness of internal hiring programs at a large energy company in Brazil, considering the employee´s perspective. The programs considered comprised the period of two years: 2014/2015. Effectiveness was meant to be an integrated concept, which basic elements are the company and employee needs, aligned to the company main strategic plans. The methodology included an extensive documentary research, through managerial reports, organizational climate surveys and current human resources rules and procedures adopted by the company. From these sources, semi structured interviews were conducted to the selected employees by the internal hiring programs, whose professional profiles are comprised of IT and Telecommunication college graduates. Statements taken during the interviews were then analyzed through career, organization and personal perspectives. In order to analyze the interview results, academic research regarding contract theory, anchor of careers, motivation and protean careers were reviewed. The current research brings valuable resources to career management and to internal hiring programs, considering the complex organizational arrangement of the specific organization.

Submitted by Renata Lopes (renatasil82@gmail.com) on 2018-11-12T13:37:36Z No. of bitstreams: 1 rafaellucasdasilvasantos.pdf: 1876635 bytes, checksum: c7551060414b875f63e981c2076ebd24 (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2018-11-23T13:12:22Z (GMT) No. of bitstreams: 1 rafaellucasdasilvasantos.pdf: 1876635 bytes, checksum: c7551060414b875f63e981c2076ebd24 (MD5) / Made available in DSpace on 2018-11-23T13:12:22Z (GMT). No. of bitstreams: 1 rafaellucasdasilvasantos.pdf: 1876635 bytes, checksum: c7551060414b875f63e981c2076ebd24 (MD5) Previous issue date: 2018-10-09 / A gestão de pessoas ressurge, na perspectiva das organizações, com papel estratégico de gerar de vantagem competitiva a partir das relações interpessoais e das competências dos colaboradores que compõem os quadros funcionais. Por outro lado, as pessoas também passaram a perceber, por meio do fortalecimento das suas redes de relacionamento e do acesso cada vez mais rápido ao conhecimento e experiências, que suas carreiras não se limitam às fronteiras dos quadros funcionais de uma única organização e que, portanto, cada vez mais, é necessário haver uma identificação entre os objetivos e motivações pessoais do indivíduo e a cultura de uma organização. Nesse contexto, a partir da evidência sobre a preparação para o exercício profissional propiciada pela UFJF aos alunos de graduação, apurada no Questionário do Estudante do Enade aplicado nas edições de 2009 e 2012, o presente trabalho surge com o objetivo geral de investigar a percepção dos graduandos em Ciência da Computação, Sistemas de Informação, Geografia, Educação Física, Direito e Engenharia Civil e também dos gestores da UFJF quanto à preparação proporcionada pela Universidade, para o exercício profissional e desenvolvimento de carreiras dos alunos de graduação. Tal objetivo geral também pode ser compreendido como uma resposta à seguinte questão norteadora: como a UFJF tem contribuído na preparação para o exercício profissional e para o desenvolvimento de carreira dos alunos de graduação? Além do levantamento da percepção dos atores envolvidos, o presente trabalho também possui os seguintes objetivos específicos: i) apresentar a UFJF e suas transformações ocorridas na última década; ii) analisar os programas e ações desenvolvidos na UFJF que podem contribuir na preparação para o exercício profissional e desenvolvimento de carreiras dos graduandos; iii) levantar a percepção dos atores envolvidos quanto à formação para o exercício profissional e desenvolvimento de carreira dos alunos de graduação desde os primeiros períodos; iv) pesquisar a existência de política institucional de articulação entre esses programas de ensino, pesquisa, extensão e inovação e sua importância para formação profissional dos alunos; v) investigar se existe uma rede institucionalizada que busque a integração profissional entre os atuais alunos e egressos da UFJF e, por fim, vi) levantar se as características de carreira almejada pelos alunos se alinham às teorias mais tradicionais ou mais modernas. Quanto aos aspectos metodológicos, ressalta-se que o presente trabalho constitui um estudo de caso, de cunho qualitativo, no qual utilizou-se pesquisa documental, bibliográfica e de campo. Em relação aos instrumentos utilizados nessa última, destaca-se a aplicação de questionário aos graduandos, bem como a realização de entrevistas com gestores da Universidade com o fito de levantar a visão dos atores acerca do fenômeno estudado. Este trabalho se justifica pelo seu alinhamento com a missão e os objetivos institucionais estabelecidos no Estatuto da UFJF e no Plano de Desenvolvimento Institucional (PDI-UFJF), respectivamente. Por fim, salienta-se que, a partir das informações apuradas nas pesquisas empíricas, nas referências teóricas e também na inspiração oriunda do Escritório de Desenvolvimento de Carreiras e da Plataforma Alumni, ambos da Universidade de São Paulo, foi possível estabelecer as estratégias iniciais para o desenvolvimento futuro de um plano de ação que possa atender as necessidades dos alunos e as particularidades da UFJF. / The management of people resurges, in the perspective of the organizations, with strategic role of generating competitive advantage as from the interpersonal relationships, as well as the competences of the collaborators that compose the functional frameworks. On the other hand, people have also become aware, by means of the strengthening of their relationship networks and of the increasingly faster access to knowledge and experiences, that their careers are not limited to the frontiers of the functional frameworks of a single organization and that, therefore, more and more, it is necessary there to be an identification between the objectives and personal motivations of the individual and the culture of an organization. In this context, as from the evidence about the preparation for the professional exercise provided by the UFJF to the undergraduate students, verified in the Questionnaire of the Student of Enade applied in the 2009 and 2012 editions, this paper arises with the general objective of investigating the perception of the undergraduate students in Computer Science, Information Systems, Geography, Physical Education, Law and Civil Engineering and also of the managers of UFJF about the preparation provided by the University, for the professional exercise and career development of undergraduate students. This general objective can also be understood as a response to the following guiding question: how has UFJF been contributing in the preparation for professional practice and for the career development of undergraduate students? Besides the survey of the perception of the actors involved, this paper also has the following specific objectives: i) present UFJF and its transformations occurred in the last decade; ii) analyze the programs and actions developed in UFJF that can contribute in the preparation for the professional practice and the career development of the undergraduate students; iii) raise the perception of the actors involved about the formation for professional practice and career development of undergraduate students since the earliest periods; iv) to investigate the existence of an institutional policy of articulation between these teaching programs, research, extension and innovation and their importance for students' professional formation; v) to investigate if there is an institutionalized network that look for the professional integration between the current students and egresses from UFJF and, finally, vi) to raise if the career characteristics desired by the students are aligned to the more traditional or more modern theories. As for the methodological aspects, it should be emphasized that this paper constitutes a case study, of a qualitative nature, in which it was uses documentary, bibliographic and field research. In relation to the instruments used in this last one, it is worth mentioning the application of questionnaire to the undergraduate students, as well as the accomplishment of interviews with managers of the University with the purpose of raising the view of the actors about the studied phenomenon. This paper is justified by its alignment with the mission and institutional objectives established in the UFJF Statute and in the Institutional Development Plan (PDIUFJF), respectively. Finally, it should be pointed out that, as from the information evidenced in the empirical researches, from the theoretical references and also from the inspiration arising from the Office of Career Development and of Alumni Platform, both of University of São Paulo, it was possible to establish the initial strategies for the future development of a plan of action that can meet the needs of the students and the particularities of UFJF.

One of the challenges imposed by the 21st century is to retain talented staff by keeping employees engaged in their work. Engagement in itself is a complex construct, which still requires much clarification. One of the gaps in the literature is the link between engagement and the competencies required by individuals to craft a career in the 21st century. These competencies are referred to as psychological career resources (Coetzee, 2008). This study was conducted in a medium-sized South African software and services organisation using a random sample of 111 consultants. The primary objective of the study was to investigate the relationship between psychological career resources (career preferences, career values, career enablers, career drivers and career harmonisers) and engagement (dedication, vigour and absorption). The second and third objectives were to find whether there were any significant differences between individuals who differed as to gender, age, marital status, occupational field, occupational level and department in which employed with regard to engagement and psychological career resources. A further objective was to establish the dominant psychological career resources and engagement constructs of the consultants in the sample. The data was collected using the 9-item U-WES (Utrecht Work Engagement Scale) and the PCRI (Psychological Career Resources Inventory). The study found that behavioural adaptability and self-esteem have a significant impact on vigour and dedication, while behavioural adaptability also has a significant impact on absorption. This study could contribute meaningful information to the field of well-being and career development, allowing professionals to assist individuals in developing career competencies that contribute to engagement and ultimately to well-being. / Dissertation (MCom)--University of Pretoria, 2012. / Human Resource Management / unrestricted

In the shift to a globalised creative economy where innovation and creativity are increasingly prized, many studies have documented direct and indirect social and economic benefits of the arts. In addition, arts workers have been argued to possess capabilities which are of great benefit both within and outside the arts, including (in addition to creativity) problem solving abilities, emotional intelligence, and team working skills (ARC Centre of Excellence for Creative Industries and Innovation, 2007). However, the labour force characteristics of professional artists in Australia and elsewhere belie their importance. The average earnings of workers in the arts sector are consistently less than other workers with similar educational backgrounds, and their rates of unemployment and underemployment are much higher (Australian Bureau of Statistics, 2005; Caves, 2000; Throsby & Hollister, 2003). Graduating students in the arts appear to experience similar employment challenges and exhibit similar patterns of work to artists in general. Many eventually obtain work unrelated to the arts or go back to university to complete further tertiary study in fields unrelated to arts (Graduate Careers Council of Australia, 2005a). Recent developments in career development theory have involved discussion of the rise of boundaryless careers amongst knowledge workers. Boundaryless careers are characterised by non-linear career progression occurring outside the bounds of a single organisation or field (Arthur & Rousseau, 1996a, 1996b). The protean career is an extreme form of the boundaryless career, where the careerist also possesses strong internal career motivations and criteria for success (Baruch, 2004; Hall, 2004; Hall & Mirvis, 1996). It involves a psychological contract with one's self rather than an organisation or organisations. The boundaryless and protean career literature suggests competencies and dispositions for career self-management and career success, but to date there has been minimal empirical work investigating the predictive value of these competencies and dispositions to career success in the boundaryless or protean career. This program of research employed competencies and dispositions from boundaryless and protean career theory to predict career success in professional artists and tertiary arts graduates. These competencies and dispositions were placed into context using individual and contextual career development influences suggested by the Systems Theory Framework of career development (McMahon & Patton, 1995; Patton & McMahon, 1999, 2006a). Four substantive studies were conducted, using online surveys with professional artists and tertiary arts students / graduates, which were preceded by a pilot study for measure development. A largely quantitative approach to the program of research was preferred, in the interests of generalisability of findings. However, at the time of data collection, there were no quantitative measures available which addressed the constructs of interest. Brief scales of Career Management Competence based on the Australian Blueprint for Career Development (Haines, Scott, & Lincoln, 2003), Protean Career Success Orientation based on the underlying dispositions for career success suggested by protean career theory, and Career Development Influences based on the Systems Theory Framework of career development (McMahon & Patton, 1995; Patton & McMahon, 1999, 2006a) were constructed and validated via a process of pilot testing and exploratory factor analyses. This process was followed by confirmatory factor analyses with data collected from two samples: 310 professional artists, and 218 graduating arts students who participated at time 1 (i.e., at the point of undergraduate course completion in October, 2005). Confirmatory factor analyses via Structural Equation Modelling conducted in Study 1 revealed that the scales would benefit from some respecification, and so modifications were made to the measures to enhance their validity and reliability. The three scales modified and validated in Study 1 were then used in Studies 3 and 4 as potential predictors of career success for the two groups of artists under investigation, along with relevant sociodemographic variables. The aim of the Study 2 was to explore the construct of career success in the two groups of artists studied. Each participant responded to an open-ended question asking them to define career success. The responses for professional artists were content analysed using emergent coding with two coders. The codebook was later applied to the arts students' definitions. The majority of the themes could be grouped into four main categories: internal definitions; financial recognition definitions; contribution definitions; and non-financial recognition definitions. Only one third of the definition themes in the professional artists' and arts graduates' definitions of career success were categorised as relating to financial recognition. Responses within the financial recognition category also indicated that many of the artists aspired only to a regular subsistence level of arts income (although a small number of the arts graduates did aspire to fame and fortune). The second section of the study investigated the statistical relationships between the five different measures of career success for each career success definitional category and overall. The professional artists' and arts graduates' surveys contained several measures of career success, including total earnings over the previous 12 months, arts earnings over the previous 12 months, 1-6 self-rated total employability, 1-6 self-rated arts employability, and 1-6 self-rated self-defined career success. All of the measures were found to be statistically related to one another, but a very strong statistical relationship was identified between each employability measure and its corresponding earnings measure for both of the samples. Consequently, it was decided to include only the earnings measures (earnings from arts, and earnings overall) and the self-defined career success rating measure in the later studies. Study 3 used the career development constructs validated in Study 1, sociodemographic variables, and the career success measures explored in Study 2 via Classification and Regression Tree (CART - Breiman, Friedman, Olshen, & Stone, 1984) style decision trees with v-fold crossvalidation pruning using the 1 SE rule. CART decision trees are a nonparametric analysis technique which can be used as an alternative to OLS or hierarchical regression in the case of data which violates parametric statistical assumptions. The three optimal decision trees for total earnings, arts earnings and self defined career success ratings explained a large proportion of the variance in their respective target variables (R2 between 0.49 and 0.68). The Career building subscale of the Career Management Competence scale, pertaining to the ability to manage the external aspects of a career, was the most consistent predictor of all three career success measures (and was the strongest predictor for two of the three trees), indicating the importance of the artists' abilities to secure work and build the external aspects of a career. Other important predictors included the Self management subscale of the Career Management Competence scale, Protean Career Success Orientation, length of time working in the arts, and the positive role of interpersonal influences, skills and abilities, and interests and beliefs from the Career Development Influences scale. Slightly different patterns of predictors were found for the three different career success measures. Study 4 also involved the career development constructs validated in Study 1, sociodemographic variables, and the career success measures explored in Study 2 via CART style decision trees. This study used a prospective repeated measures design where the data for the attribute variables were gathered at the point of undergraduate course completion, and the target variables were measured one year later. Data from a total of 122 arts students were used, as 122 of the 218 students who responded to the survey at time 1 (October 2005) also responded at time 2 (October 2006). The resulting optimal decision trees had R2 values of between 0.33 and 0.46. The values were lower than those for the professional artists' decision trees, and the trees themselves were smaller, but the R2 values nonetheless indicated that the arts students' trees possessed satisfactory explanatory power. The arts graduates' Career building scores at time 1 were strongly predictive of all three career success measures at time 2, a similar finding to the professional artists' trees. A further similarity between the trees for the two samples was the strong statistical relationship between Career building, Self management, and Protean Career Success Orientation. However, the most important variable in the total earnings tree was arts discipline category. Technical / design arts graduates consistently earned more overall than arts graduates from other disciplines. Other key predictors in the arts graduates' trees were work experience in arts prior to course completion, positive interpersonal influences, and the positive influence of skills and abilities and interests and beliefs on career development. The research program findings represent significant contributions to existing knowledge about artists' career development and success, and also the transition from higher education to the world of work, with specific reference to arts and creative industries programs. It also has implications for theory relating to career success and protean / boundaryless careers.