Submitted by Joel de Lima Pereira Castro Junior (joelpcastro@uol.com.br) on 2016-07-08T20:37:26Z No. of bitstreams: 1 TalitaNascimento.pdf: 1443555 bytes, checksum: 61bd242094311a73d36ad2b042f507b2 (MD5) / Approved for entry into archive by Biblioteca de Administração e Ciências Contábeis (bac@ndc.uff.br) on 2016-07-18T18:52:08Z (GMT) No. of bitstreams: 1 TalitaNascimento.pdf: 1443555 bytes, checksum: 61bd242094311a73d36ad2b042f507b2 (MD5) / Made available in DSpace on 2016-07-18T18:52:08Z (GMT). No. of bitstreams: 1 TalitaNascimento.pdf: 1443555 bytes, checksum: 61bd242094311a73d36ad2b042f507b2 (MD5) / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / Fundação Oswaldo Cruz / Ao longo da história, o trabalho passou por transformações significativas. Foram incorporadas diversas tecnologias ao seu processo, novas formas de gestão foram implementadas e as relações de trabalho se transformaram, sendo flexibilizadas, e algumas vezes, precarizadas. Com isso, os processos de subjetivação dos trabalhadores também foram impactados e, a partir do contexto em que é desempenhado, podem-se identificar diversos sentidos atribuídos ao trabalho. O setor público, afetado pelas transições do mundo do trabalho e dos modelos de sociedade, também passou por transformações e particularmente, no caso brasileiro, observase uma série de tentativas de reforma para modernizar a administração pública, sendo a última a reforma gerencial iniciada na década de 1990. Isso faz com que a relação dos servidores com o trabalho se altere no decorrer do tempo, e essa relação é fundamental para a prestação de serviços públicos de qualidade. Nesse sentido, o presente estudo tem por objetivo analisar os sentidos do trabalho para servidores públicos de diferentes gerações de técnicoadministrativos da UNIRIO. Para isso, foram analisados alguns documentos institucionais importantes, como o Plano de Desenvolvimento Institucional, e realizadas 25 entrevistas com servidores técnico-administrativos das duas gerações identificadas na pesquisa, que foram analisadas através da técnica de análise de conteúdo. A pesquisa pôde então concluir que os sentidos atribuídos ao trabalho pelos servidores das diferentes gerações apresentam similaridades e diferenças. Para ambas o trabalho é definido como execução de tarefas com finalidade e recompensa e como instrumento que desempenha importantes funções para o bem-estar dos indivíduos. No entanto, os servidores da Geração 1 atribuem uma centralidade maior ao trabalho, dotando-o de uma forte dimensão subjetiva e de um conteúdo vital para sua construção identitária, enquanto que a Geração 2 atribui uma centralidade baixa ao trabalho, com preponderância das dimensões objetiva e material e reduzido engajamento subjetivo. A tensão entre as duas gerações de pesquisa prejudica o processo de sucessão geracional e ressalta a importância da análise dos sentidos do trabalho em uma perspectiva geracional. Bem como, identifica-se a necessidade de políticas públicas voltadas para a valorização dos servidores de diferentes gerações a fim de viabilizar as reformas administrativas e a transformação da cultura pública, necessárias a melhoria da qualidade e efetividade dos serviços públicos. / Throughout history, the work underwent significant transformations. Were incorporated several technologies to its process, new forms of management were implemented and labor relations were transformed, being eased, and sometimes precarized. Thus, the processes of subjectivation of workers also were impacted, and from the context in which it is played, can be identified many meanings attributed to work. The public sector, affected by the transitions from the workplace and societal models also have changed and particularly in the case of Brazil, there is a series of reform efforts to modernize public administration, the last management reform started in the 1990s. This makes the ratio of servers with work to change over the time, and this relationship is fundamental to the provision of quality public services. Accordingly, this study aims to analyze the meanings of work for civil servants from different generations of the technical administrators of UNIRIO. To this end, we analyzed some important institutional documents, such as the Institutional Development Plan, and conducted 25 interviews with technical administrators of two generations identified in the survey, which were analyzed by the technique of content analysis. The research could then conclude that the meanings attributed to work by the servers of different generations have similarities and differences. For both the job is defined as performing tasks with purpose and reward and as an instrument that plays important roles for the welfare of individuals. However, the servers from Generation-1 allocate a greater centrality to the work, giving it a strong subjective dimension and a content vital to their identity, while Generation 2 assigns a low centrality to work, with a preponderance of objective dimensions and reduced material and subjective engagement. The tension between the two generations of research undermines the process of generational succession and underscores the importance of analyzing the meanings of work in a generational perspective. As well, it identifies the need for public policies for the valuation of different generations of servers to allow for administrative reforms and transformation of public culture, necessary to improve the quality and effectiveness of public services.

Lorsque les fonctionnaires adoptent des comportements fautifs, qui entravent le bon déroulement des missions publiques, l’Administration est en droit d’exercer une action disciplinaire à leur encontre. Par ce biais, l’Administration contrôle, compense ou neutralise les déviances risquant de nuire à l’action publique et à son image. En toute logique, les modalités d’exercice des pouvoirs disciplinaires varient selon les États, conformément aux dispositions propres à chaque fonction publique. Il est rare de trouver une conformité absolue entre les divers régimes disciplinaires. L’objet de la présente thèse est de comparer et d’identifier les caractéristiques propres à l’action disciplinaire applicable dans la fonction publique en France et au Liban, en faisant un rapprochement entre cette dernière action et l’action pénale. Il s’agit ainsi d’observer dans quelle mesure les principes généraux régissant l’action pénale peuvent fournir des éléments de perfectionnement du régime disciplinaire, que ce soit français ou libanais, en le rendant plus équitable. / When public civil servants engage in misconduct, which hinders the proper conduct of public duties, the Administration is entitled to exercise disciplinary action against them. In this way, the Administration controls, compensates or neutralizes the deviations likely to harm the public action and its image. Logically, the procedures for the exercise of disciplinary powers vary according to the state, in accordance with the provisions of each civil service. It is rare to find absolute conformity between the various disciplinary systems. The purpose of this thesis is to compare and identify the characteristics of the disciplinary action applicable in the civil service in France and Lebanon, bringing the latter action closer to criminal action. It is thus necessary to observe to what extent the general principles governing criminal prosecution can provide elements for the improvement of the disciplinary system, whether French or Lebanese, by making it more equitable.

The purpose of the thesis is to study the role of the subnational civil servant and their discretions in a Multilevel Governance context, based on how it differs from the traditional role of the civil servant in Sweden. This is done by studying officials at Swedish Regional Representation Offices in Brussels through the method of semi-structured interviews. The theoretical framework is based on research about traditional activities and role of the public administration, but also in the differences of duties between politicians and officials. Furthermore, the thesis is constructed on Europeanization research and a Multilevel Governance approach, where regional actions in a multi-level system can be clarified and explored by the dimensions of Europeanization: the download-, crossload- and upload dimension. The methodological assessment tool consists of a content analysis, where the collected interview data is compared and discussed using a constructed ideal type of the Weberian role of a civil servant. The respondent's descriptions and views of their role in Brussels is the main focus of the analysis.   To summarise, the regional officials in Brussels consider their scope of discretion as broad. Furthermore, the results illustrate that is not possible to distinguish the role of the sub-national civil service in Brussels, based on the designed ideal type. It’s because of the complexity of the Multilevel Governance system. The results show a significant variation between the respondent's experiences and descriptions of their duties at the office in Brussels. The official’s which are working with a tougher line of lobbying in Brussels, experience their role as both political and apolitical, where the civil servant role enters the political sphere. By working with lobby activities that imply the duty of a politician, they describe their role between the administration and the political sphere. When the officials are working with lobby initiatives in Brussels, they are acting as the political voice of the home organization, but always with a clear lobby mandate from their politicians. / Uppsatsens syfte är att analysera den subnationella tjänstemannarollen och dess handlingsutrymme i ett flernivåsystem, utifrån hur den skiljer sig från den traditionella tjänstemannarollen. Detta görs genom att studera tjänstemän på regionala representationskontor i Bryssel, utifrån semi-strukturerade intervjuer.   Uppsatsen tar ett teoretiskt avstamp i den traditionella förvaltningsverksamheten och i skillnaden mellan politikers och tjänstemäns uppdrag- samt rollfördelningen i den offentliga förvaltningen. Vidare utgår studien från europeiseringsforskning och har en multilevel governance ansats, där ett regionalt handlande i ett flernivåsystem förklaras i europeiseringsprocessernas download-, crossload- och upload-dimensioner. Det metodologiska analysverktyget består av en innehållsanalys av det empiriska intervjumaterialet. Intervjumaterialet jämförs och diskuteras utifrån en konstruerad idealtyp av den weberianska tjänstemannarollen, där fokus är intervjupersonernas uppfattningar och beskrivningar av sin roll i Bryssel. Sammanfattningsvis går det inte att urskilja den subnationella tjänstemannarollen i Bryssel utifrån den idealtyp som konstrueras. Tjänstemännens arbete i ett flernivåsystem är alltför komplext och det finns en betydande variation i hur tjänstemännen beskriver och upplever sin tjänstemannaroll. Generellt sätt uppfattar tjänstemännen i Bryssel sitt handlingsutrymme som brett. Tjänstemän som arbetar med en hårdare linje av påverkansarbete upplever att tjänstemannarollen går in i den politiska sfären och blir både politisk samt opolitisk. Den subnationella tjänstemannarollen upplevs befinna sig mellan administrationen och politiken, då påverkansuppdraget i Bryssel liknar en politikers, men där tjänstemännen är ett politiskt språkrör med ett tydligt påverkansmandat.

Les femmes jouent un rôle essentiel dans le cadre domestique. Elles sont les épouses, mères et servantes qui existent dans toutes les familles et dans toutes les classes. Le proverbe médiéval proclame qu’être occupée est la raison d’être de la femme : « les mains des femmes, comme les dents des chevaux, ne peuvent être en repos ». Elles rendent tout le temps service pour le bien-être de leurs maîtres, maîtresses et enfants : toilette, repas, repos, déplacement, naissance et mort. Leurs occupations domestiques sont intenses mais considérées comme banales et répétitives. Les femmes sont toujours occupées autour d’autrui, mais leurs travaux n’ont pas uniquement une dimension physique ou mécanique. L’attachement mutuel est visible dans les scènes. Elles laissent peu de traces dans l’histoire. Cependant les illustrations marquent fréquemment leurs figures occupées, même si souvent au plan secondaire. Il est intéressant de mettre en lumière leurs représentations, d’étudier leurs tâches. À travers plus de trois cents enluminures extraites de manuscrits franco-flamand du XVe siècle, enrichies d’autres documents picturaux et sources archivistiques, littéraires ou archéologiques, cette thèse propose une image des femmes dans le cadre domestique à la fin du Moyen Âge, ainsi que la vie quotidienne des personnes de l’époque. / Women play an essential role in the domestic setting. They are the wives, mothers and servants existing in every family and in every class. As the medieval proverb : « les mains des femmes, comme les dents des chevaux, ne peuvent être en repos » which means « Women’s hands, like horses’s teeth, can never rest ». They are always busy, always acting for the wellbeing of their masters, mistresses and children : grooming, meals, nursing, travels, birth and death. Their domestic occupations are intense but considered trite and repetitive. Women continuously take care of others, and their work isn’t always just physical or mechanical. Mutual devotion is obvious in those scenes. They do not leave a lot of mark on history, but the illustrations still show their busy silhouettes, often relegated to secondary importance. It is worth high lighting their representations and studying their chores.Through more than three hundred illuminations from French and Flemish manuscripts of the XVth century, enriched by other pictorial documents, and archival, literary or archeological sources, this thesis offers a picture of women in the domestic setting, as well as everyday life of the people living in that time period.

Au début de l’Exil babylonien, les prophètes expliquent la correction infligée par Nabuchodonosor au peuple de Juda comme un châtiment voulu par YHWH. Leur vocabulaire se fait alors riche en termes techniques de la rupture d’alliance. La 1° partie de ce travail présente une brève synthèse de l’histoire de la recherche sur la théologie de l’alliance et son lien avec des traités de vassalité du Proche-Orient ancien. La 2° partie étudie le voc. de la rupture de l’alliance en Jr, Éz mais aussi dans le Dt- És afin de spécifier son usage à la fin de l’Exil. La 3° partie s’arrête sur la section d’És 52,13 - 53,12 et son paradoxe : 2 verbes hébreux de la rupture d’alliance au service d’un message d’espérance. L’étude linguistique et sémantique de ce passage révèle une notion de fin explicite de rupture d’alliance. Dans la conclusion, la sortie d’impasse théologique est suivie jusqu’à la découverte d’un lien théologique entre les trois derniers chap. du Dt-És : le concept d’alliance éternelle. / The prophets see the Babylonian Exile as a punishment of God. Therefore, they use a rich variety of technical terms to describe the Covenant breaking. The 1st part of this work summarizes the history of research on the Alliance Theology in relation to the ancient Near Eastern vassal treaties. The 2nd part analyzes the words used to express the Covenant breaking in Jer and Ez. It carries on with this study in Dt-Isa as well, in order to tackle the problems posed by the use of the same words for a different purpose at the end of the Exile. Then, the 3rd part focuses on Isa 52:13 –53:12 and its inside paradox : whereas it shows 2 Hebrew verbs typical for the Covenant breaking, its core message speaks of a hopeful future. Through close linguistic and semantic scrutiny, this bright expectation reveals itself as the explicit end of the breaking of the Covenant. The conclusion of the work expounds the new theological idea which provides a way out of this theological dead-end (eternal Alliance).

Uppsatsen syftar till att studera banker som utövar traditionell budgetstyrning och banker som har frångått budgetering. Studien undersöker alternativa styrningsmetoder som kan tillämpas vid en budgetlös styrning och hur det kommer sig att traditionell budget utövas trots deras kritik. Dessutom analysera hur ledarskapet ser ut beroende på metod som utövas. Centraliserade organisationer fattar beslut på högre nivåer, medan decentraliserade organisationer har beslutsfattande och ansvar på lägre nivåer, närmare kunden. Organisationsstrukturen påverkar styrningsmetoden på så sätt att: Bankkontoren inom centraliserade organisationer har möjlighet att ta beslut som berör det enskilda kontoren, inom givna ramar. Decentralisering möjliggör för bankkontoren att arbeta mer självständigt. Studien visar att alternativa metoder banker arbetar med är exempelvis att bankkontoren upprättar egna verksamhetsplaner. Därefter involveras medarbetarna genom att de utformar sina handlingsplaner utifrån verksamhetsplanen. Målen ska vara mätbara, realistiska och nåbara, samt upprättas i nyckeltal. Metoden möjliggör för kontoren att anpassa sig efter den lokala marknaden. Budget är användbar för att se organisationens resultat, fungerar som ett verktyg för att uppnå de långsiktiga målen och upprättas för koncernledningen och VD. Det framkommer i studien att budget brukar stämma in och ger tydliga ramar att förhålla sig till. Budget motiverar medarbetarna till att arbeta mer effektivt och ger en känsla av trygghet. Studien framhäver tre distinkta ledarskapsstilar; Transformativt-, det ”Tjänande” ledarskapet (Servant leadership) och Autentiskt ledarskap. Där två av dem tillhör det etiska ledarskapet och den tredje anses vara önskvärt och effektiv. Det framkommer att budgetstyrda bankkontor utövar det ”tjänande” ledarskapet och transformativt ledarskap inom budgetlösa kontor. / This thesis aims to study banks that practice traditional budgeting and banks that practice Beyond Budgeting. This study investigates alternative control systems that could be applied when budget is not exercised and how come others practice budget despite bad criticism. And analyzes whether leadership differs depending on which control system is used.Centralized organizations make decisions on higher levels, decentralized organizations have their decision making and responsibility on lower levels, closer to the client. The organization’s structure affects the control system in the way that; banking office within centralized organizations can make decisions which concerns their own office, as long as it’s within organization’s frames. Decentralization enables the banking office to act more independently.This study shows alternative control systems that banks could work with is for example letting banking offices establish their own operational plan. Thereafter involve co-workers by having them formulate their plan of action, based on the operational plan. The objectives have to be measureable, realistic and achievable, and established in terms of key performance indicator. The method enables banking offices to accommodate the local market.The budget is useful to look at the organizations result, works as a tool to achieve long term goals and is established for the group executive board and CEO. It appears that the outcome usually corresponds with the budget, and that the budget gives distinct frames to stay within. It motivates co-workers to work more effectively and gives a feeling of safety.This study accentuates three distinct leadership styles; Transformational-, Servant- and Authentic leadership. Two of them are considered ethical leadership and the third pass for being desirable and effective. It appears that banking offices that practice budget exercise servant leadership and transformational leadership is used in banking offices that practice Beyond Budgeting.

本研究旨在瞭解臺北市國民中學校長服務領導、教師情緒勞務與教師工作滿意度之關係。本研究採問卷調查法，共計抽樣47所學校，發出565份問卷，回收408份有效問卷，問卷可用率達72.2%。資料處理採用描述性統計分析、獨立樣本t檢定、單因子變異數分析(ANOVA)、Pearson積差相關及多元迴歸分析等統計方式進行統計分析。本研究分析結果分述如下： 一、臺北市國民中學校長服務領導為中高程度，以「楷模倡導」最高，「真誠感召」最低。 二、臺北市國民中學教師情緒勞務為中高程度，以「真情演出」最高，「深層演出」最低。 三、臺北市國民中學教師工作滿意度為中高程度，以「同僚關係」最高，「校長領導」最低。 四、不同「性別」、「職務」及「學校規模」之教師知覺校長服務領導之整體或分層面上有顯著差異。 五、不同「學校規模」之教師知覺情緒勞務之整體或分層面上有顯著差異。 六、不同「年齡」、「教育程度」、「服務年資」、「擔任職務」及「學校規模」之教師知覺教師工作滿意度之整體或分層面上有顯著差異。 七、臺北市國民中學校長服務領導、教師情緒勞務與教師工作滿意度呈現中度正相關。 八、臺北市國民中學校長服務領導、教師情緒勞務對教師工作滿意度具有預測作用。 / The purposes of this study was to investigate the relationships among the principals’ servant leadership, the emotional labor of teacher and the teachers’ job satisfaction in the junior high schools in Taipei City. The Questionnaire survey method was applied. The samples include 47 schools and 565 questionnaires were distributed. There were 408 valid questionnaires used finally in the statistic analysis and the usable rate was 72.2%. The data was analyzed by the methods of descriptive statistics, independent t-test, one-way ANOVA, Pearson correlation and multiple regression analysis. The conclusions of this study are as follows: 1.Junior high schools teacher’s perception of principals’ servant leadership is above average, in which the item “model behavior persuasiveness” was the highest, and the “honesty” was the lowest. 2.Junior high schools teacher’s perception of teacher’ emotional labor is above average, in which the item “genuine acting” was the highest, and the “deep acting” was the lowest. 3.Junior high schools teacher’s perception of teacher’ job satisfation is above average, in which the item “colleague relationship” was the highest, and the “principal leadership” was the lowest. 4.There are significant differences in the junior high schools teachers’ perception of principals’ servant leadership in terms of gender, duty and the scale of the schools. 5.There are significant differences in the junior high schools teachers’ perception of teachers’ emotional labor in terms of the scale of the schools. 6.There are significant differences in the junior high schools teachers’ perception of teachers’ job satisfaction in terms of age, education, length of service of school, duty and the scale of the schools. 7.There is a positive correlation among the principals’ servant leadership, teachers’ emotional labor, and teachers’ job satisfaction. 8.Principals’ servant leadership and teachers’ emotional labor have a predictive effect on teachers’ job satisfaction.

Malgré son organisation d’inspiration libérale, la profession de médecin accepte depuis longtemps l’exercice sous forme illibérale. Ce mode d’exercice médical concerne tous les médecins, aujourd’hui nombreux, exerçant leur art au profit et pour le compte d’un employeur public ou privé. Il présente la particularité d’être organisé selon une bipartition théorique faisant la différence entre les médecins dont l’exercice est soumis au droit public, et ceux dont l’exercice relève du droit privé. L’organisation de l’exercice médical subordonné reprend en effet le schéma selon lequel les agents publics doivent être distingués des salariés de droit privé, conséquence de la dualité droit public/droit privé qui caractérise le système juridique français. Cependant, tout comme la différenciation entre les agents publics et les salariés de droit privé s’est affaiblie, celle existant en théorie entre les médecins illibéraux de droit public et les médecins illibéraux de droit privé a perdu de sa pertinence, tant ces deux catégories de professionnels se sont rapprochées, liées en pratique par une même notion : la subordination. Les différentes branches du droit applicables aux médecins illibéraux ont été réciproquement attirées les unes par les autres et ont évolué par des mécanismes d’emprunts mutuels. Ce mouvement d’attraction, dont le développement a fait naître un mode d’exercice médical illibéral uniformisé, marque l’abolition de la distinction entre médecine subordonnée de droit public et médecine subordonnée de droit privé / Despite being organized on a liberal inspiration, the medical profession can be practiced through a subordinate relationship. This way of practicing the medical profession includes every doctor who fulfills his professional duties in the profit and for a public or private employer. It is unique by its organization, according to a theoretical division making the difference between doctors ruled by public laws, and doctors who practice under private laws. It follows a particular scheme, in which civil servants are differenciated from salaried employees ruled by private laws, a direct result, typical of the french legal system, of the traditional duality between public and private law.However, like the differenciation between civil servants and salaried employees ruled by private laws, which has lost most of its strongness, the separation between subordinate doctors ruled by public laws and subordinate doctors ruled by private laws is not relevant anymore, because these two types of doctors, linked by one key concept, the subordination, have kept getting closer over time. The different rules that apply to the subordinate doctors have reach out to each other and have progressed with mutual borrowings. These attraction moves have created a homogeneous medical practice, by erasing the differences between subordinate doctors ruled by public laws and those who are governed by private laws

The master thesis analyzes the Act No. 234/2014 Coll., On Civil Service, from the aspect of related legislation, Act No. 312/2002 Coll., On Public Officials of the Local Self-Government Units. When the Law On the Civil Service came into force, at the beginning of last year, two categories of officials were created. On the one side there are civil servants who are in service of the Czech Republic, on the other side there are officials who are employed by local self-government units. The analysis is focused on five areas, where it is possible to compare the method of legislation under both laws. After review of these selected areas, the application problems of the civil service are identified. At the end of the thesis, there are legislative proposals for changes that are inspired by relevant legislation.

Este estudo teve como objetivo descrever a relação entre a percepção do Clima Organizacional, com a Síndrome de Burnout e conhecer as Estratégias de Enfrentamento no trabalho em funcionários de Instituto de Pesquisas do Vale do Paraíba Paulista. O estudo foi realizado por meio de pesquisa descritiva, com delineamento de levantamento de dados e com abordagem quantitativa. A amostra pesquisada foi constituída de 252 funcionários públicos da região do Vale do Paraiba Paulista. Os instrumentos utilizados para a coleta de dados foram: Inventário de Identificação de Amostra (QIA), Questionário de Clima Organizacional (QCO), Inventário Maslach de Burnout (MBI) e Questionário de Enfrentamento do Trabalho (QET). Os dados coletados foram tratados por meio do Programa Minitab versão 15 e também do software Microsoft EXCEL. Os principais resultados obtidos indicaram a predominância do perfil de Clima Organizacional com ênfase do fator liderança como maior índice de insatisfação entre os servidores e os níveis de Exaustão Emocional - EE (19,2), Despersonalização DE (8,4) e Realização Profissional RP (30,3) sendo a prevalência geral de 19,3% e, portanto, bem próximos das médias de outros estudos comparando os resultados. Quanto ao Enfrentamento no trabalho, 186 sujeitos (73,8%) da amostra adotam o comportamento evitativo e 66 sujeitos (26,2%) da amostra utilizam o comportamento Vigilante. A classificação subjetiva da qualidade do sono, a prevalência foi de 84,1% da amostra, composta por muito boa (25,8%) e boa (58,3%) e 15,9% da amostra composta por ruim (15,1%) e muito ruim (0,8%). Quanto a classificação objetiva da qualidade do sono ficou demonstrado que a prevalência foi de 74,6%, composta por muito boa (56,0%) e boa (18,6%) e a prevalência de 25,4%, composta por ruim (13,9%) e muito ruim (11,5%). Foi observado que 26,19% dos sujeitos da amostra atual apresentam Sonolência Excessiva Diurna. Foram identificadas associações entre as variáveis Sociodemográficas e Epworth na categoria idade (0,0037), AAS na categoria idade (0,0007) e Enfrentamento no Trabalho nas categorias idade (0,0018) e Horas trabalhadas (0,0034). Os resultados desta pesquisa poderão criar medidas de prevenção da Síndrome de Burnout. Os resultados obtidos não devem ser generalizados, em razão da metodologia de pesquisa empregada que espelham a realidade de uma amostra pesquisada, mas devem instigar novos estudos sobre servidores públicos de outras instituições que tenham similaridades nas condições de trabalho. / This study aimed to describe the relationship between perception of organizational climate, with the Burnout Syndrome and learn coping strategies at work in employees of the Research Institute of Vale do Paraíba Paulista. The study was conducted through descriptive research design with data collection and quantitative approach. The original sample consisted of 252 government officials from the region of Vale do Paraiba Paulista. The instruments used for data collection were: Inventory Identification of Sample (QIA), Organizational Climate Questionnaire (QCO), Maslach Burnout Inventory (MBI) and the Questionnaire of Coping Labour (QET). The collected data were processed using the statistical program EXCEL. The main results indicated the predominance of the Profile of Organizational Climate with emphasis factor leading to increased rates of dissatisfaction among the servers and the levels of Emotional Exhaustion - EE (19.2), Depersonalization - DE (8.4) and Professional Achievement - RP (30.3) and the overall prevalence of 19.3% and therefore quite close to the average of other studies comparing the results. As for coping at work, 186 subjects (73.8%) of the sample adopt avoidance behavior and 66 subjects (26.2%) of the sample using the Vigilante behavior. The subjective rating of sleep quality, the prevalence was 84.1% of the sample, consisting of very good (25.8%) and good (58.3%) and 15.9% of the sample of poor (15, 1%) and very poor (0.8%). As for objective classification of sleep quality was shown that the prevalence was 74.6%, composed of very good (56.0%) and good (18.6%) and the prevalence of 25.4%, consisting of bad ( 13.9%) and very poor (11.5%). It was observed that 26.19% of the subjects now have excessive daytime sleepiness. Was identified associations between sociodemographic variables and Epworth in the age category (0.0037), ASA category age (0.0007) and coping at work in the age categories (0.0018) and hours worked (0.0034). These results may establish measures to prevent the burnout syndrome. The results should not be generalized, because of the research methodology employed to reflect the reality of a surveyed sample, but should incite further investigation into public servants from other institutions that have similarities in working conditions.