Made available in DSpace on 2016-04-25T16:44:14Z (GMT). No. of bitstreams: 1 Carlos Eduardo S Tieppo.pdf: 2067293 bytes, checksum: 14717d74f219e6960bfd665be46cf02b (MD5) Previous issue date: 2010-11-18 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / In recent decades, changes in labor relations, caused by a new social paradigm have led to the emergence of new career models. Nowadays, the old psychological contract marked by the promise of a long-term job can no longer be held. In this new scenario, people are urged to take responsibility for their own career and new approaches of personal development are, therefore, arising. Among them, the approach of Boundaryless Careers takes into account factors of flexibility and independence between the organization and the individual and also considers aspects of personal fulfillment. Such concept has been used in this piece of work to investigate the personal management of one s career by physicians who have been enrolled in medical specialization through residency training program; and the general goal of this study was the identification of the manifestation of Boundaryless Careers in the management of the medical career, recognizing the values that guide professional decisions in this professional category. The methodological approach adopted in this study was quantitative, presented through a survey conceived for professionals who have acquired a degree of medical specialization at a teaching hospital in the City of São Paulo and have concluded their undergraduate degree at most 10 years ago. The assumption of this study s basic hypothesis that the Boundaryless Career Model explains the Model of the Medical Career in Brazil was accepted. The results that lead to this acceptance show that the values and competences that such individuals apply to build their careers are expressed in the following patterns: strong identity with the sense of work; constant learning; low degree of dependence of an organization and psychological success. Besides this identification with forms of manifestation of Boundaryless Careers, the fact that such professionals, when achieving progress in their careers, start to show characteristics of protean careers. Despite this identification, the results have not allowed the complete establishment of a pattern for all physicians. Therefore, the findings show that Boundaryless Careers can t be generalized or even explain the totality of today s careers; however, it helps the comprehension of a significant part of professionals that make use of it to build and manage their careers / Nas últimas décadas, transformações nas relações de trabalho, ocasionadas por um novo paradigma social, propiciaram o surgimento de novos modelos de carreira. Atualmente, o antigo contrato psicológico caracterizado pela promessa de emprego de longo prazo não se sustenta. Nesse novo cenário, as pessoas são chamadas a assumir a responsabilidade da própria carreira. Surgem, então, novas abordagens de desenvolvimento profissional, entre elas, a das carreiras sem fronteiras, que consideram fatores de flexibilidade e independência entre indivíduo e organização e que, além disso, incorporam aspectos de realização pessoal. Tal conceito foi utilizado nesse trabalho para a investigação da gestão pessoal da carreira por médicos que cursaram especialidade médica através de residência. Como objetivo geral do estudo, buscou-se identificar a manifestação das carreiras sem fronteiras na gestão da carreira médica, identificando os valores que norteiam as decisões profissionais dessa categoria profissional. O procedimento metodológico adotado no estudo foi o quantitativo, apresentado através de questionário do tipo survey para profissionais que possuíssem especialidade médica cursada num hospital-escola da cidade de São Paulo e com até dez anos de formação acadêmica da graduação. A suposição da hipótese básica desse estudo de que O Modelo de Carreiras sem Fronteiras explica o Modelo de Carreira Médica no Brasil foi aceita. Os resultados, que levam a essa aceitação, mostram que os valores e competências que tais indivíduos empregam para construir suas carreiras são manifestados da seguinte forma: forte identidade com o sentido do trabalho; aprendizado constante; baixa dependência de uma organização e sucesso psicológico. Além da identificação dessas formas de manifestação das carreiras sem fronteiras, foi constatado que, ao evoluir na carreira, tais profissionais passam a apresentar também características das carreiras proteanas. Apesar da identificação dessas formas de manifestação das carreiras sem fronteiras e das carreiras proteanas no grupo estudado, os resultados não permitiram estabelecer por completo um padrão para todos os profissionais de Medicina. Constata-se, então, que o modelo das carreiras sem fronteiras não pode ser generalizado, nem mesmo explicar a totalidade das carreiras atuais, entretanto, ajuda a compreender uma significativa parte dos profissionais que fazem uso dele para construir e gerir suas carreiras

<p>Sammanfattning</p><p>Studien undersökte hur ledarskap och gränslöshet i arbetsförhållanden påverkade kreativiteten på fem svenska reklambyråer respektive fem svenska kulturskolor. Deltagarna angav i vilken utsträckning 61 påståenden stämde med deras upplevelse av gränslöshet rörande arbetet respektive sin chefs ledarbeteenden. Ledarbeteenden togs upp som, baserat på tidigare forskning, gynnar kreativitet. Arbetsplatsens kreativitet självskattades. Två frågor med öppna svar belyste faktorer som påverkat kreativiteten positivt respektive negativt. Statistisk analys visade positiv korrelation mellan ledarskap och kreativitet, ingen korrelation mellan gränslöshet och kreativitet. De öppna svaren analyserades kvalitativt vilket belyste gränslöshetens inverkan både positivt och negativt på kreativitet samt samverkan med ledarskapet. Sambandet åskådliggjordes i ”Gränslöshet-Strukturmodellen” som introduceras i studien. Resultatet bidrar till djupare förståelse för gränslöshetens inverkan på kreativitet på moderna arbetsplatser. I övrigt bekräftades tidigare forskning om faktorer som gynnar kreativitet.</p> / <p>Abstract</p><p>The study explored the influence of leadership behaviour and boundaryless work on creativity at five Swedish advertising agencies and five schools of art at compulsory level. The participants indicated to which extent 61 statements were in accordance with their experience of boundaryless work and the behaviour of their leader. Leadership behaviours benificial to creativity, validated through earlier research, was evaluated. Creativity was measured through self evaluation. Two openended questions surveyed factors that respectively influenced creativity positive and negative. Statistic analysis showed a positive correlation between leadership and creativity. No significant correlation between boundaryless work and creativity. A qualitative method of category analysis showed boundaryless work influence on creativity as both positive and negative and in cooperation with leadership behaviours. The study present the relation between boundaryless work and leadership behaviour through the ”Boundaryless-Structure model”. The result contributes to understanding how boundaryless work influence creativity in modern workingplaces. Remaining result confirmed earlier findings of factors benificial for creativity.</p>

Sammanfattning Studien undersökte hur ledarskap och gränslöshet i arbetsförhållanden påverkade kreativiteten på fem svenska reklambyråer respektive fem svenska kulturskolor. Deltagarna angav i vilken utsträckning 61 påståenden stämde med deras upplevelse av gränslöshet rörande arbetet respektive sin chefs ledarbeteenden. Ledarbeteenden togs upp som, baserat på tidigare forskning, gynnar kreativitet. Arbetsplatsens kreativitet självskattades. Två frågor med öppna svar belyste faktorer som påverkat kreativiteten positivt respektive negativt. Statistisk analys visade positiv korrelation mellan ledarskap och kreativitet, ingen korrelation mellan gränslöshet och kreativitet. De öppna svaren analyserades kvalitativt vilket belyste gränslöshetens inverkan både positivt och negativt på kreativitet samt samverkan med ledarskapet. Sambandet åskådliggjordes i ”Gränslöshet-Strukturmodellen” som introduceras i studien. Resultatet bidrar till djupare förståelse för gränslöshetens inverkan på kreativitet på moderna arbetsplatser. I övrigt bekräftades tidigare forskning om faktorer som gynnar kreativitet. / Abstract The study explored the influence of leadership behaviour and boundaryless work on creativity at five Swedish advertising agencies and five schools of art at compulsory level. The participants indicated to which extent 61 statements were in accordance with their experience of boundaryless work and the behaviour of their leader. Leadership behaviours benificial to creativity, validated through earlier research, was evaluated. Creativity was measured through self evaluation. Two openended questions surveyed factors that respectively influenced creativity positive and negative. Statistic analysis showed a positive correlation between leadership and creativity. No significant correlation between boundaryless work and creativity. A qualitative method of category analysis showed boundaryless work influence on creativity as both positive and negative and in cooperation with leadership behaviours. The study present the relation between boundaryless work and leadership behaviour through the ”Boundaryless-Structure model”. The result contributes to understanding how boundaryless work influence creativity in modern workingplaces. Remaining result confirmed earlier findings of factors benificial for creativity.

Psychological detachment occurs in the absence of work ruminations during non-work time and is a vital component in the recovery from work-related fatigue, avoiding burnout, performance decrement and detrimental health-outcomes. Overcommitment to work entails excessive job involvement and resembles poor detachment. Detachment and overcommitment are influenced by characteristics of the worker, their work, and their leisure time, but few studies have examined the effects of work or leisure demands on detachment and overcommitment. The current study examined the activity demands, detachment and overcommitment ratings of 51 workers and university students by having participants complete nine internet-based surveys over four weeks, and analysing data with a multilevel modelling approach. Rates of psychological detachment were found to be increased by physically demanding leisure activities, and decreased by mentally demanding work activities when leisure activities were mentally undemanding. In addition, detachment rates were higher when work activities were emotionally demanding and leisure activities emotionally undemanding, and when work activities were emotionally undemanding and leisure activities emotionally demanding. Overcommitment was found to be increased by leisure activities which were mentally demanding or emotionally demanding. Work ruminations during leisure time were therefore found to be influenced by work and leisure demands, with the manipulation of leisure demands thereby offering a method through with to diminish or buffer the detrimental impact of arduous work demands on the recovery from fatigue.

China is growing as an economic power leading to more and more foreign organizations taking the opportunity of its future potential and hence opening up their subsidies there. Companies nowadays, have several options when it comes to what type of workforce they should recruit. Self-Initiated Expatriates (SIEs) are a growing group in the international workforce who goes to work in another country on their own initiative as compared to the traditional expatriates that are sent by companies. Our literature research indicated that SIEs are perceived as a group of people who lack organizational commitment and tend to switch jobs often, which makes organizations reluctant to employ and invest in them.Inspired by this, we have a performed a study, which investigated SIEs’ experiences in China. The purpose of the study was to develop recommendations for organizations on how to better leverage SIEs as human resource. To fulfill the purpose of our thesis, we conducted a qualitative study, where we interviewed ten Westerners who currently had a job or previously had been employed in China. Our empirical findings revealed that SIEs perceive themselves as developing better cross-cultural skills and improving their language proficiency more than traditional expatriates as well as being much cheaper to employ. They do however need challenges, freedom and career development possibilities in order to stay satisfied. The failure to provide these from the company side results in them quitting their job or if the costs of quitting are too high, they stay on but performing only what they absolutely have to. As for the existing definitions, we found that a definition that only includes individuals with clear plans of return is not suitable since some SIEs have a “for now” mindset and only considering SIEs who intend to leave in the near future might lead to an overrepresentation of “failed” SIEs in the population. A more suitable definition should allow for less definite plans for staying in the host country.

A Reflexividade é uma natureza humana universal que caracteriza os seres humanos da mesma maneira genérica em qualquer época e lugar. Esta dissertação investigou o processo reflexivo de profissionais no contexto da carreira contemporânea. Para tanto foram realizados cinco estudos. O primeiro revisou artigos relacionados às carreiras proteanas e sem-fronteiras publicados nos últimos dez anos. O segundo apresentou e explorou as qualidades psicométricas da Escala de Reflexividade. O terceiro consistiu na validação das escalas de Atitudes de Carreira Proteanas e de Atitudes de Carreira Sem-fronteira. O quarto investigou correlações entre os estilos de carreira, a reflexividade e os valores organizacionais e comparou diferentes grupos. Finalmente, o quinto estudo investigou a relação entre estilos reflexivos e as atitudes de carreira proteanas e sem-fronteiras. / Reflexivity is a universal human nature that characterizes human beings in the same general way at any time and place. This thesis investigates the reflexive process of professionals in the context of contemporary careers. Therefore, five studies were conducted. The first study revised articles related to protean and boundaryless careers published in the last ten years. The second, proposed and explored the psychometric properties of the Reflexivity Scale. The third involved the validation of the Protean Career Attitudes Scale and of the Boundaryless Career Attitudes Scale. The fourth study investigated correlations between career styles, reflexivity and organizational values, and compared different groups. Finally, the fifth study investigated the relationship between different styles of reflexivity and the implementation of protean and boundaryless career attitudes.

A Reflexividade é uma natureza humana universal que caracteriza os seres humanos da mesma maneira genérica em qualquer época e lugar. Esta dissertação investigou o processo reflexivo de profissionais no contexto da carreira contemporânea. Para tanto foram realizados cinco estudos. O primeiro revisou artigos relacionados às carreiras proteanas e sem-fronteiras publicados nos últimos dez anos. O segundo apresentou e explorou as qualidades psicométricas da Escala de Reflexividade. O terceiro consistiu na validação das escalas de Atitudes de Carreira Proteanas e de Atitudes de Carreira Sem-fronteira. O quarto investigou correlações entre os estilos de carreira, a reflexividade e os valores organizacionais e comparou diferentes grupos. Finalmente, o quinto estudo investigou a relação entre estilos reflexivos e as atitudes de carreira proteanas e sem-fronteiras. / Reflexivity is a universal human nature that characterizes human beings in the same general way at any time and place. This thesis investigates the reflexive process of professionals in the context of contemporary careers. Therefore, five studies were conducted. The first study revised articles related to protean and boundaryless careers published in the last ten years. The second, proposed and explored the psychometric properties of the Reflexivity Scale. The third involved the validation of the Protean Career Attitudes Scale and of the Boundaryless Career Attitudes Scale. The fourth study investigated correlations between career styles, reflexivity and organizational values, and compared different groups. Finally, the fifth study investigated the relationship between different styles of reflexivity and the implementation of protean and boundaryless career attitudes.

A Reflexividade é uma natureza humana universal que caracteriza os seres humanos da mesma maneira genérica em qualquer época e lugar. Esta dissertação investigou o processo reflexivo de profissionais no contexto da carreira contemporânea. Para tanto foram realizados cinco estudos. O primeiro revisou artigos relacionados às carreiras proteanas e sem-fronteiras publicados nos últimos dez anos. O segundo apresentou e explorou as qualidades psicométricas da Escala de Reflexividade. O terceiro consistiu na validação das escalas de Atitudes de Carreira Proteanas e de Atitudes de Carreira Sem-fronteira. O quarto investigou correlações entre os estilos de carreira, a reflexividade e os valores organizacionais e comparou diferentes grupos. Finalmente, o quinto estudo investigou a relação entre estilos reflexivos e as atitudes de carreira proteanas e sem-fronteiras. / Reflexivity is a universal human nature that characterizes human beings in the same general way at any time and place. This thesis investigates the reflexive process of professionals in the context of contemporary careers. Therefore, five studies were conducted. The first study revised articles related to protean and boundaryless careers published in the last ten years. The second, proposed and explored the psychometric properties of the Reflexivity Scale. The third involved the validation of the Protean Career Attitudes Scale and of the Boundaryless Career Attitudes Scale. The fourth study investigated correlations between career styles, reflexivity and organizational values, and compared different groups. Finally, the fifth study investigated the relationship between different styles of reflexivity and the implementation of protean and boundaryless career attitudes.

Os estudos sobre gestão de carreira, quer sejam no âmbito organizacional ou individual, são algo recente na literatura. Atualmente, entende-se que a responsabilidade pela gestão da carreira é das pessoas e que a sua consolidação ocorre ao longo das experiências de vida pessoal e profissional. Com as mudanças originadas pela globalização, novas tecnologias e aumento da competitividade, o contrato psicológico de trabalho migrou de um modelo de emprego vitalício para um modelo de independência e autonomia, onde o indivíduo é responsável pela gestão e desenvolvimento de sua própria carreira. Essas mudanças influenciaram os conceito de carreira e demandaram o desenvolvimento de teorias que considerassem aspectos relacionados à mobilidade, à busca de um sentido para o trabalho e ao sucesso psicológico, tais como a carreira sem fronteiras e a carreira proteana. Considerando a escassez e a necessidade de estudos empíricos no Brasil acerca do tema, o presente trabalho teve como principal objetivo identificar e analisar se a atitude de carreira de universitários tem relação com as novas teorias de carreira. O perfil de carreira agrupa os indivíduos de acordo com a presença de atitudes de carreira proteana, representada pelas dimensões autodirecionamento e orientação pelos valores, e de atitudes de carreira sem fronteiras, representada pelas dimensões mobilidade psicológica e mobilidade física. Esta é uma pesquisa descritiva, com características quantitativa e qualitativa. A coleta de dados foi realizada através da aplicação de um questionário, cujas escalas foram validadas nos Estados Unidos e no Brasil, bem como pela realização de entrevistas. A amostra é não probabilística e intencional e foi formada por 140 estudantes de graduação da Faculdade de Administração, Economia e Contabilidade da USP. A validação da escala de atitude de carreira foi feita a partir da análise da confiabilidade e consistência interna do instrumento de pesquisa, com base no software SPSS - Statistical Package for the Social Sciences. Os resultados obtidos através da técnica de análise fatorial foram satisfatórios no que tange à confiabilidade, utilizado o software SPSS. Com base nos dados estatísticos, os escores gerais de carreiras proteana e sem fronteiras apresentaram uma relação positiva, indicando a existência de uma correlação geral entre os dois modelos de carreira para a amostra deste estudo. Os resultados desta pesquisa, no geral, apontam a presença de direcionamento pelos valores, autodirecionamento da carreira, mobilidades física e psicológica, indicando que os respondentes apresentam atitudes de carreiras favoráveis para enfrentar as mudanças exigidas pelo mercado de trabalho. Estas atitudes são mais relevantes para os que fizeram a disciplina Gestão de Carreira, o que também foi confirmado pelas entrevistas. Com isso, conclui-se ser relevante discutir a gestão de carreira no início da carreira profissional desses jovens discentes, que estão entrando no mercado de trabalho. Para esses jovens, essas novas carreiras são uma realidade, ainda que se verifique se tratar de um movimento, não podendo ser ainda considerado como fato para todos os indivíduos pesquisados. Acompanhar a trajetória profissional desses alunos, ampliando a pesquisa com outras variáveis, agregará ao estudo um maior detalhamento sobre as inclinações de carreiras desses indivíduos. Ainda, as discussões deste trabalho, além de contribuírem para as reflexões acerca do assunto gestão de carreira no Brasil, abrem portas para pesquisas com egressos que estejam no mercado de trabalho há mais tempo, ampliando a discussão dos resultados de correlação entre os modelos de carreira proteana e sem fronteiras. / Studies on career management, whether organizational or individual, are something new in literature. Currently, it is understood that the responsibility for the career management is of the person and that its consolidation takes place over the experiences of personal and professional life. With the changes arising from globalization, new technologies and increased competition, the work\'s psychological contract migrated from a lifetime employment model to an independence and autonomy model, where the individual is responsible for the management and development of his own career. These changes influenced the concept of career and demanded the development of theories that consider aspects related to mobility, the search of a meaning to work and psychological success, such as boundaryless career and protean career. Considering the scarcity and the need for empirical studies in Brazil on the subject, this study aimed to identify and analyze if the career atitude of university students is related to the new career theories. The career profile groups the individuals according to the presence of protean career attitudes, represented by self-direction dimensions and values orientation, and attitudes of a boundaryless career, represented by the dimensions of psychological mobility and physical mobility. This is a descriptive research with quantitative and qualitative characteristics. Data collection was performed by applying a questionnaire, whose scales were validated in the United States and Brazil, as well as conducting interviews. The sample is not probabilistic and intentional and was formed by 140 undergraduate students of USP\'s School of Business, Economics and Accounting. The validation of the career attitude scale was made by the analysis of reliability and internal consistency of the survey instrument based on SPSS - Statistical Package for Social Sciences. The results obtained through the factorial analysis technique were satisfactory in terms of reliability, using the SPSS software. Based on statistics, the overall scoresof protean careers and boundaryless career presented a positive relation, indicating the existence of a general correlation between the two career models for this study\'s sample. Theresults of this research, in general, indicate the presence of targeting by values, career selfdirection, physical and psychological mobility, indicating that respondents have career attitudes favorable to face the changes required by the labor market. These attitudes are more relevant to those who made the Career Management discipline, which was also confirmed by interviews. Thereby, it is concluded to be relevant to discuss career management at the beginning of the career of these young students, who are entering the labor market. For these young people, these new careers are a reality, even if it is verified to be a movement, and can not be considered as a fact for all individuals surveyed. Follow the career path of these students, expanding research with other variables, will add to the study greater details on the slopes careers of these individuals. The discussions of this work, besides contributing to the reflections on the career management business in Brazil, opens doors for research with graduates who are in the labor market longer, expanding the discussion of correlation results between protean and boundaryless career models.

The working life has since the industrialization gone through big changes in the entire world. With these structural changes being made in the working life, the labor market and the operative businesses now have new demands on their coworkers as a response to the increasing competition. At the same time progress has been made in both technology and communication, individuals now have the opportunity to work from other places than a physical office and at any given time. In total, these changes have led to what’s often referred to as "boundaryless work. In boundaryless work the individual has to draw the line between working life and personal life. Previous research has shown that the personal life and working life are getting harder to keep apart, and organizations are focusing more on task orientation rather than working time orientation. This essay has the purpose of investigating how people draw lines between their working life and their personal life when work can be done everywhere and at any given time. It also looks at to what extent individuals working boundaryless experience classic bureaucracy principles such as strict accountability, hierarchy and expert power. This is done through qualitative interviews with white collar workers. The results provided by this essay shows that the individuals tend to experience classical bureaucracy principles in some respects. The results show a positive attitude towards the boundaryless work, and the responsibility to draw the boundaries between work and private life. It’s also shown that almost every respondent uses a strategy where they go offline on their phone to draw these boundaries. / Arbetslivet har sedan industrialiseringen genomgått stora förändringar världen över. Strukturella förändringar i arbetslivet innebär att arbetsmarknaden och verksamma företag har nya förväntningar på deras medarbetare till följd av en ökad konkurrens. Samtidigt har det gjorts stora framsteg inom både teknologi och kommunikation, individer har nu möjlighet att arbeta från andra platser än ett fysiskt kontor och på andra tider än kontorstider. Sammantaget har dessa förändringar lett till vad som kallas "gränslöst arbete". I det gränslösa arbetet förväntas individen att själv dra gränser mellan vad som är arbete- och vad som är privatliv, annars tenderar arbetet att tränga in i privatlivet. Tidigare forskning visar att privatliv och arbetsliv blir allt svårare att hålla isär, samtidigt som organisationer blir mer fokuserade på uppgiftsorientering snarare än arbetstidsorientering. Tidigare forskning visar också att organisationer blir mer individualiserade och flexibla. Denna uppsats har som syfte att undersöka hur individer drar gränser mellan arbets- och privatliv när arbetet kan utföras överallt och under vilken tid som helst på dygnet. Den kollar också på hur mycket individer upplever klassiska byråkratiska principer såsom tydlig ansvarsfördelning, hierarki och expertmakt. Uppsatsen undersöker också hur individer i dessa arbeten upplever sin work- life balance. Detta görs genom kvalitativa intervjuer med tjänstemän. Resultaten i denna uppsats visar att individer inom gränslösa arbeten upplever klassiska byråkratiska principer i vissa avseenden samtidigt som de inte upplever dessa avseenden i andra aspekter. Resultaten visar också en positiv attityd gentemot det gränslösa arbetet och ansvaret att själva dra gränser mellan arbete och privatliv. Det har också visat sig att nästan varje respondent använder en strategi där de går offline på deras telefon för att dra dessa gränser.