Neste estudo, foram analisadas relações existentes entre liderança, motivação, clima organizacional, trabalho em equipe e o comprometimento organizacional e ocupacional. O estudo exploratório foi realizado em três partes, na primeira procurou-se identificar os fatores de desempenho mais importantes numa relação maior resultantes da pesquisa bibliográfica e na segunda buscou-se quantificar os quatro fatores de desempenho junto aos comprometimentos organizacional e ocupacional. Na primeira parte foi realizada uma pesquisa exploratória e na segunda parte foram entrevistados 52 servidores do CCTM no Instituto de Pesquisas Energéticas e Nucleares IPEN e 252 servidores do IAE no Centro Técnico Aeroespacial CTA. A pesquisa utilizou 18 indicadores de comprometimento organizacional e 18 indicadores de comprometimento ocupacional, todos extraídos do instrumento de Meyer, Allen e Smith. Além destes, foram utilizadas 7 variáveis demográficas e 71 variáveis de desempenho construídas a partir da revisão teórica realizada. Os resultados obtidos com a pesquisa exploratória da primeira parte identificaram os quatro fatores de desempenho já citados e na segunda parte os resultados obtidos nos dois principais locais comprovaram a hipótese que os locais ou grupos de servidores que apresentam maior grau de comprometimento tendem a um maior grau de desempenho. Na terceira parte do estudo utilizou-se a técnica de modelagem de equações estruturais partindo de um modelo teórico definido com as 12 variáveis de desempenho mais importantes em ambos locais da pesquisa e com o apoio dos softwares estatísticos SPSS e LISREL obteve-se um modelo de relacionamento causal mais fortalecido para explicar as variáveis envolvidas. / In this work relation among leadership, motivation, organizational climate, teamwork, and the organizational and occupational commitment, were studied. The exploratory study was accomplished in three parts. In the first it was identified the more important performance factors in a larger relation resultant of the bibliographical research and in the second, it was undertaken a quantification the 4 performance factors together to the organizational and occupational commitments. In the first part, it was accomplished an exploratory research close to some experienced servants, with emphasis in the management area. In the second part it was interviewed 52 employees of the CCTM\'s at the Energy and Nuclear Research Institute IPEN and 252 employees of the IAE at the Aerospace Technical Center CTA. This research used 18 indicators of the organizational commitment and 18 indicators of the occupational commitment, all extracted from the instrument of Meyer, Allen and Smith. Beyond of these, it was used 7 demographic variables and 71 performance variables built from the theoretical revision. The results obtained with the exploratory research of the first part identified the 4 factors aforementioned performance factors. In the second part the obtained results in the two firsts places proved the hypothesis that the servants locations or groups that show a higher degree of commitment tend to a higher degree of performance. In the third part of this study it was used the Structural Equations Modelling SEM, from one theoretic model defined with the 12 more important variables from performance in both researched locals and with assistance of two statistical softwares SPSS and LISREL it was obtained a model of causal relations more strengthened to explain the relationship among the used variables.

Made available in DSpace on 2016-04-25T16:44:47Z (GMT). No. of bitstreams: 1 Dissertacao final.pdf: 914548 bytes, checksum: 977fbc2dfc5f8266c1cf2b8c87b37079 (MD5) Previous issue date: 2006-05-16 / nenhum / This work aimed to understand the research institutes linked to the Ministry of Science and Technology of the Federal Government, from the 1990 s on. The central ideas in this dissertation are formed from theoretical elements which enable the mediation of the object of study, delimited in the research and analysis focused on training and development, with the following theoretical axes that base it: Qualification/Training and Development; Management by Competence; and Knowledge Management. This work was guided by the objective of reflecting and constructing proposals to outline the Human Resources Policies, focused on training and development, which can contribute to the production and dissemination of knowledge produced in the research institutes. The historical context of the research institutes creation, which was prioritized in this work content, allows the reader to understand the governmental policies concerning the Human Resources (HR) area, the historical development of the science and technology in Brazil, as well as the knowledge produced and its perspectives of dissemination throughout the society. The proposition is to understand the perception of technologists and researchers regarding the object and institutional practice, by means of research directed to those directly involved in knowledge production and its fulfillment within the institutes. The main objective of this research and its contribution to the reflection and reconstruction of the qualification strategies is to show, based on studies and analysis, the actual possibilities of training and development, considering difficulties and possibilities, under the perspective of the research institutes commitment to disseminating the knowledge produced in the institutes in an effective and continuous manner / Pelo presente estudo, buscou-se compreender os institutos de pesquisas vinculados ao Ministério da Ciência e Tecnologia do Governo Federal, a partir dos anos de 1990. As idéias centrais contidas nesta dissertação configuram-se a partir de elementos teóricos que possibilitam a mediação do objeto de estudo, delimitado na pesquisa e na análise focada na temática do treinamento e desenvolvimento, comportando os seguintes eixos teóricos que o fundamentam: Capacitação/Treinamento e Desenvolvimento; Gestão por Competência; e Gestão do Conhecimento. A construção do trabalho norteou-se pelo objetivo de refletir e construir proposituras para delinear a política de RH, focada no treinamento e desenvolvimento, sendo este capaz de contribuir para a geração e a disseminação do conhecimento produzido nos institutos de pesquisas. O contexto histórico da criação dos institutos de pesquisas, priorizado no conteúdo da dissertação, possibilita ao leitor a compreensão articulada das intenções da política governamental voltada para a área, do desenvolvimento histórico da ciência e tecnologia no Brasil, bem como do conhecimento produzido e suas perspectivas de disseminação para o conjunto da sociedade. A proposta foi compreender a percepção dos tecnologistas e pesquisadores no que se refere ao objeto e à prática institucional, o que se objetivou por meio de pesquisa voltada aos envolvidos diretamente na determinação da geração do conhecimento e sua operacionalidade no âmbito dos institutos. O principal objetivo da presente dissertação e sua contribuição para a reflexão e a reconstrução das estratégias de capacitação é evidenciar, com base nos estudos e análises, as possibilidades reais do treinamento e desenvolvimento, considerando-se dificuldades e possibilidades, sob a perspectiva do compromisso dos institutos de pesquisas e tecnologia de disseminar o conhecimento produzido, de forma efetiva e contínua

University of Macau / Faculty of Social Sciences and Humanities / Department of Government and Public Administration

本論文旨在論述中國大陸學術界在中共外交政策的決策過程中所扮演的角色，並聚焦在值得外界特別關注的個案─中國大陸的歐洲研究學界與中共的歐盟政策。在面對愈來愈複雜的外交關係環境下，無論是在正式或非正式的層面，有更多外圍組織或人員被納入中共的外交決策結構之中，其中最貼切的例子就是學術界。隨著中國大陸地區外交相關科系或研究機構的演變、多元性和優質化的發展，其對外交政策之決策過程與範圍的潛在影響力正在增長。學者與其相關的研究機構透過各種可能影響的途徑、層次和來源，來鞏固其研究的影響力。中國大陸歐洲研究的領域目前正蓬勃發展，有些傑出的專家經常被約見來提供建言或評論。除此之外，2003年中國政府公布了中共的歐盟政策官方文件，這是中共有史以來唯一宣布過的外交政策文件，其展現中歐關係的重要性。本研究除了將論文中所界定的學術影響力框架應用於該歐洲研究的個案之外，也提供學界對此一領域主要研究範圍和學術論述的一個初步調查，以及其對中共的歐盟政策決策上實務性的關聯。 / This thesis discusses the role of academia in foreign policy-decision making in the People’s Republic of China, considering in particular the case of European Studies academia and China’s European Union policy, which merits greater scrutiny by outside observers. Faced with ever more complex foreign relations, the structure of Chinese foreign policy making is incorporating a growing number of external actors at both formal and informal levels. Academic circles are a case in point; as foreign policy research institutes evolve, diversify and optimise, their potential influence within policy making processes and circles is expanding in scope, and academics and their respective institutes are able to consolidate the impact of their research through a range of pathways, levels, and sources of influence. The European Studies field in China is robust and certain noteworthy experts are regularly called upon for advice and comment. What’s more, China’s only ever foreign policy paper in 2003 dealt with European Union policy, demonstrating the significance of Sino-European relations. In addition to applying the framework of academic influence identified herein to the case of the European Studies field, this thesis also provides a preliminary investigation of some of the field’s key research issue areas and current academic discourse, as well as connections with China’s European Union policy decisions in practice.

A área de biociências tem promovido mudanças significativas na competência nacional vinculada à inovação no campo da saúde, criando bases científicas favoráveis para a construção de políticas públicas de C,T&I; ela também tem se apresentado como dimensão estratégica de destaque na formação de recursos humanos no âmbito das áreas portadoras de futuro, bem como, pela instalação e consolidação de organizações atreladas ao processo de Pesquisa, Desenvolvimento e Inovação. Desta forma, as atividades biotecnológicas demandam processos decisórios mais precisos e consistentes e que considerem as variáveis inerentes ao ambiente organizacional próprio das Instituições de Ciência e Tecnologia. Nesse contexto, o presente trabalho pretende apresentar uma proposta de modelo de um sistema de apoio ao processo decisório na área de biociências com implementação de um Software desenvolvido em linguagem de programação C++. O modelo foi desenvolvido considerando o âmbito do Instituto Carlos Chagas - Fiocruz Paraná, tendo em vista a análise preliminar sob a ótica de dois grupos de variáveis das propostas de projetos, objetivando auxiliar os gestores na etapa de avaliação de requisitos fundamentais para aceitação de projetos de pesquisa, articulados com a implementação de ações voltadas às políticas de C,T&I em Saúde Pública. / The area of biosciences has promoted significant changes in national competence linked to innovation in health care by creating scientific favorable for the construction of public policies on ST & I, has also been presented as a strategic dimension of prominence in the training of human resources within areas of future patients, as well as the installation and consolidation of organizations linked to the process of Research, Development and Innovation. Thus, the activities biotechnological processes require more accurate and consistent decision-making and consider the variables inherent in the organizational environment itself Institutions of Science and Technology. In this context, this paper aims to propose a model of a system of policy making in the area of biosciences with implementation of a software developed in programming language C++. The model was developed considering the scope of the Instituto Carlos Chagas - Fiocruz Paraná, in view of the preliminary analysis from the perspective of two groups of variables of project proposals, aiming to assist managers in the evaluation phase of the fundamental requirements for acceptance of projects research, articulated with the implementation of actions aimed at policy, ST&I in Public Health.

Neste estudo, foram analisadas relações existentes entre liderança, motivação, clima organizacional, trabalho em equipe e o comprometimento organizacional e ocupacional. O estudo exploratório foi realizado em três partes, na primeira procurou-se identificar os fatores de desempenho mais importantes numa relação maior resultantes da pesquisa bibliográfica e na segunda buscou-se quantificar os quatro fatores de desempenho junto aos comprometimentos organizacional e ocupacional. Na primeira parte foi realizada uma pesquisa exploratória e na segunda parte foram entrevistados 52 servidores do CCTM no Instituto de Pesquisas Energéticas e Nucleares IPEN e 252 servidores do IAE no Centro Técnico Aeroespacial CTA. A pesquisa utilizou 18 indicadores de comprometimento organizacional e 18 indicadores de comprometimento ocupacional, todos extraídos do instrumento de Meyer, Allen e Smith. Além destes, foram utilizadas 7 variáveis demográficas e 71 variáveis de desempenho construídas a partir da revisão teórica realizada. Os resultados obtidos com a pesquisa exploratória da primeira parte identificaram os quatro fatores de desempenho já citados e na segunda parte os resultados obtidos nos dois principais locais comprovaram a hipótese que os locais ou grupos de servidores que apresentam maior grau de comprometimento tendem a um maior grau de desempenho. Na terceira parte do estudo utilizou-se a técnica de modelagem de equações estruturais partindo de um modelo teórico definido com as 12 variáveis de desempenho mais importantes em ambos locais da pesquisa e com o apoio dos softwares estatísticos SPSS e LISREL obteve-se um modelo de relacionamento causal mais fortalecido para explicar as variáveis envolvidas. / In this work relation among leadership, motivation, organizational climate, teamwork, and the organizational and occupational commitment, were studied. The exploratory study was accomplished in three parts. In the first it was identified the more important performance factors in a larger relation resultant of the bibliographical research and in the second, it was undertaken a quantification the 4 performance factors together to the organizational and occupational commitments. In the first part, it was accomplished an exploratory research close to some experienced servants, with emphasis in the management area. In the second part it was interviewed 52 employees of the CCTM\'s at the Energy and Nuclear Research Institute IPEN and 252 employees of the IAE at the Aerospace Technical Center CTA. This research used 18 indicators of the organizational commitment and 18 indicators of the occupational commitment, all extracted from the instrument of Meyer, Allen and Smith. Beyond of these, it was used 7 demographic variables and 71 performance variables built from the theoretical revision. The results obtained with the exploratory research of the first part identified the 4 factors aforementioned performance factors. In the second part the obtained results in the two firsts places proved the hypothesis that the servants locations or groups that show a higher degree of commitment tend to a higher degree of performance. In the third part of this study it was used the Structural Equations Modelling SEM, from one theoretic model defined with the 12 more important variables from performance in both researched locals and with assistance of two statistical softwares SPSS and LISREL it was obtained a model of causal relations more strengthened to explain the relationship among the used variables.

This study explored the importance attached to and the degree of satisfaction with 53 job aspects in the work environment of cooperative research center directors. A survey instrument was mailed to the 105 individuals identified as directors of research units that are (a) committed to multidisciplinary or engineering research, (b) organized as integral units of a university, and (c) supported and funded by industry and other sources. Responses were categorized into two groups: directors involved in NSF (National Science Foundation) Industry/University Cooperative Research Centers (I/UCRC), and directors involved in other types of cooperative research endeavors. A 69% response rate was obtained. One purpose of this study was to measure: (a) factors that influence job satisfaction; (b) factors likely to influence center performance; and (c) success factors in industry/university cooperative research. This study was also designed to: (a) compare job attitudes between the two groups of directors; (c) determine the relationship between measures of importance and satisfaction for each group; and (d) develop predictive models of centers' performance using collected data; Directors assign a high degree of importance and a low degree of satisfaction to the majority of the job aspects; and they tend to be somewhat dissatisfied with those factors they consider most important in their work environment. Directors in the NSF I/UCRC group rated factors related to professional activities and industry/university interactions as significantly more important. In developing models to predict the total operating budget and the number of industrial members at a center, combinations of importance and satisfaction ratings were found to be significant factors.

Tacit Knowledge is critical in an organization's ability to sustain a long-term competitive advantage. The systematic process for acquiring, organizing, sustaining and renewing tacit knowledge of employees has enabled organizations to survive in a robust economy. This study investigates the management of tacit knowledge at the Kenya Institute for Public Policy Research and Analysis (KIPPRA). The objectives of the study were: to identify the sources and types of knowledge at KIPPRA; identify the enabling resources for tacit knowledge sharing; determine how tacit knowledge can be reused for innovation and competitive advantage; establish the role of management in creating a conducive environment for tacit knowledge; identify the challenges experienced in the management of tacit knowledge; give recommendations and propose a model/framework for tacit knowledge management at KIPPRA. The study adopted a qualitative research method. Interviews and observation were used as primary data collection methods. The study targeted 60 employees of KIPPRA consisting of Researchers, Young Professionals, Heads of Division, a Knowledge Manager and Administrative staff. Qualitative data collected was organized, categorized and reported in verbatim. Pie charts and tables were used to give a graphical representation of the bio data of respondents. The study found that: KIPPRA values knowledge as an asset but does not practice tacit knowledge management, both tacit and explicit knowledge exists however, no real effort has gone into the management of tacit knowledge. The study also found that KIPPRA had tacit knowledge sharing, capture, transfer and storage avenues that have not been capitalized on. ICT infrastructure is available however it does not support tacit knowledge sharing. No Communities of Practice exist at KIPPRA but tacit knowledge is reused for innovation, development and competitive advantage. KIPPRA’s management has provided a conducive environment for tacit knowledge to thrive but trust, knowledge asymmetry, and hierarchical challenges have hindered tacit knowledge harnessing. No tacit knowledge related incentives are offered at KIPPRA. The study also revealed that employees experienced challenges such as identification and understanding of tacit knowledge, access of tacit knowledge sharing platforms, and access to individuals with specific tacit knowledge, tacit knowledge hoarding, individualism and ICT related challenges in accessing tacit knowledge. Even thought the necessary elements required to facilitate Tacit Knowledge Management are available, no effort has been made to customize them to harness tacit knowledge. The study concluded that for KIPPRA to have a competitive advantage it is important that the Knowledge Manager, with the Support of KIPPRA’s Management, have concerted efforts for harnessing tacit knowledge. Key recommendations include: establishment of Communities of Practice at KIPPRA that bring together like minded individuals and also enable the building of relationships based on trust among the employees, and investment in ICT mechanisms specific to tacit knowledge management to enhance the harnessing and codification of captured tacit knowledge. Employees should also be trained on the value of tacit knowledge sharing and individualism should be discouraged. The study also recommends the adoption of a proposed framework for managing tacit knowledge at KIPPRA. / Information Science

Tacit Knowledge is critical in an organization's ability to sustain a long-term competitive advantage. The systematic process for acquiring, organizing, sustaining and renewing tacit knowledge of employees has enabled organizations to survive in a robust economy. This study investigates the management of tacit knowledge at the Kenya Institute for Public Policy Research and Analysis (KIPPRA). The objectives of the study were: to identify the sources and types of knowledge at KIPPRA; identify the enabling resources for tacit knowledge sharing; determine how tacit knowledge can be reused for innovation and competitive advantage; establish the role of management in creating a conducive environment for tacit knowledge; identify the challenges experienced in the management of tacit knowledge; give recommendations and propose a model/framework for tacit knowledge management at KIPPRA. The study adopted a qualitative research method. Interviews and observation were used as primary data collection methods. The study targeted 60 employees of KIPPRA consisting of Researchers, Young Professionals, Heads of Division, a Knowledge Manager and Administrative staff. Qualitative data collected was organized, categorized and reported in verbatim. Pie charts and tables were used to give a graphical representation of the bio data of respondents. The study found that: KIPPRA values knowledge as an asset but does not practice tacit knowledge management, both tacit and explicit knowledge exists however, no real effort has gone into the management of tacit knowledge. The study also found that KIPPRA had tacit knowledge sharing, capture, transfer and storage avenues that have not been capitalized on. ICT infrastructure is available however it does not support tacit knowledge sharing. No Communities of Practice exist at KIPPRA but tacit knowledge is reused for innovation, development and competitive advantage. KIPPRA’s management has provided a conducive environment for tacit knowledge to thrive but trust, knowledge asymmetry, and hierarchical challenges have hindered tacit knowledge harnessing. No tacit knowledge related incentives are offered at KIPPRA. The study also revealed that employees experienced challenges such as identification and understanding of tacit knowledge, access of tacit knowledge sharing platforms, and access to individuals with specific tacit knowledge, tacit knowledge hoarding, individualism and ICT related challenges in accessing tacit knowledge. Even thought the necessary elements required to facilitate Tacit Knowledge Management are available, no effort has been made to customize them to harness tacit knowledge. The study concluded that for KIPPRA to have a competitive advantage it is important that the Knowledge Manager, with the Support of KIPPRA’s Management, have concerted efforts for harnessing tacit knowledge. Key recommendations include: establishment of Communities of Practice at KIPPRA that bring together like minded individuals and also enable the building of relationships based on trust among the employees, and investment in ICT mechanisms specific to tacit knowledge management to enhance the harnessing and codification of captured tacit knowledge. Employees should also be trained on the value of tacit knowledge sharing and individualism should be discouraged. The study also recommends the adoption of a proposed framework for managing tacit knowledge at KIPPRA. / Information Science

O mundo está em constante processo de mudanças econômicas, sociais e políticas que afetam os negócios; os concorrentes inovam e os mercados evoluem com insuspeita velocidade. O estudo da Difusão da Inovação com foco nos institutos de pesquisa é importante para o fomento do avanço da sociedade do conhecimento e da promoção da superação dos desafios impostos. O escopo deste trabalho neste cenário, foi o levantamento dos processos de Gestão da Informação que levam à Difusão da Inovação em Entidades de Ciência, Tecnologia e Inovação – lECTIs – privadas paranaenses, sobretudo aquelas fundamentadas em administração central, corretagem e difusão orgânica. O objetivo foi propor um macroprocesso para a otimização da Difusão da Inovação em ECTIs privadas paranaense. A pesquisa realizada foi do tipo explicativo-descritiva usando o método de análise de conteúdo, partindo-se das melhores práticas resultantes de pesquisas bibliométrica e bibliográfica que nortearam a composição dos instrumentos e técnicas utilizadas. Os resultados da análise permitiram a construção de um modelo de macroprocesso de Gestão da Informação para Difusão da Inovação, composto pelos dados coletados na revisão de literatura, pelos resultados das entrevistas e das técnicas de análise qualitativa a partir do método de análise de conteúdo. A pesquisa contribuiu para desvelar a temática e evidenciar a necessidade de melhor compreensão acerca da perspectiva de Gestão da Informação que apoie as práticas de difusão. O interesse da pesquisa aliou-se a necessidade do Senai do Paraná em padronizar práticas de apoio às indústrias e formalizar os processos de Difusão da Inovação por meio dos Institutos de Tecnologia e Inovação e assim, proporcionar para as indústrias conhecimento, tecnologia e infraestrutura de ponta e promover a inovação e a transferência tecnológica, contribuindo, em última instância, em dados e informações que contribuem para elevar a competitividade da Indústria Brasileira. / The world is in a constant process of economic, social and political changes that affect the business; the competitors innovate and the markets evolve. This study of innovation diffusion focused on research institutes is important for the promotion of the knowledge society advance and the promotion of challenges overcoming. The scope of this research was the surveying of practices of Information Management that would followed by technological diffusion and innovation in private Science, Technology and Innovation Entities (ECTI) of the Paraná state, mainly the ones that are grounded in central administration, brokerage and organic diffusion. The objective was to propose a macroprocess to optimize the innovation diffusion of innovation in private ECTIs from Paraná state. The research developed was explanatory and descriptive type, using the method of content analysis, from the best practices extracted from the bibliometric and bibliographic research that guided the composition of the instruments and techniques used. The results from the analysis allowed the design of a model of process of Information Management to innovation diffusion, compounded by data collected in literature review, the results from the interviews and the techniques of qualitative analysis from the content analysis method. The interest of the research allied with the need from Senai of Paraná to standardize the practice of support to the industries and formalize the processes of innovation diffusion by the Institutes of Technology and Innovation and by this way, provide to the industries knowledge, technology and infra structure and promote the innovation and technology transfer in last instance to raise the Brazilian Industry competitiveness.