Due to the introduction of the Employment Equity Act of 1998, the structure of management in South African companies has dramatically changed. This emphasizes the need for managerial generalists, especially now where we are faced with a competitive business environment and rapid changes in technology. Edgar Schein (1978) in the (Academy of Management Journal 1996) maintains that these changes have resulted in people forming what he called “internal careers”. He described an “internal career” as a subjective sense of where one is going in one’s working life. He continued to describe the external career as something that is more about formal stages and roles, well defined by organisational policies and societal concepts regarding what an individual can expect in an occupational structure”. The complexities in the occupational environment have implications for career development, and it has obviously become crucial that people form what Edgar Schein regarded a self-concept, to be a ““career anchor” that holds a person’s internal career together even if they experience intense changes in their external career”. An individual’s “career anchor”, as defined by Schein (1978; 1985; 1990; 1993), comprises of a person’s 1) “self-perceived aptitudes and capacities; 2) basic values; and most important, 3) the evolved sense of motives and desires as they apply to the career”. Using the instrument called the Career Orientations Inventory (COI) developed by Edgar Schein, the objective of this study to systematically examine the primary career anchors of a sample of engineers in management positions at one of the utilities in South Africa. This is a quantitative study which uses a statistical analysis to substantiate engineers’ motivation for pursuing managerial positions instead of remaining specialists. The results from this study will have a major contribution in the field of Psychology and in particular, Career Psychology. / Dissertation (MCom)--University of Pretoria, 2012. / Human Resource Management / unrestricted

Females currently represent the largest number of teachers in the United States but yet they represent the smallest number of superintendents (Miller, 2009). While female students and educators are increasing, few of them have attained the superintendency positions within school divisions (Hopkins, 2012). This phenomenon was examined in the Commonwealth of Virginia through a mixed methods study, which provided an understanding of the career development experiences of female superintendents in public K-12 school divisions. The researcher utilized Schein's career anchor theory (1990), which examined the personal and professional values and dimensions that influence career choices. Results of the study found that attaining the superintendency among female leaders has not been primarily influenced by career anchors, but rather by their own commitment and dedication to public service. While the main barrier for females to achieve the superintendent's position was related to familial roles, they coping mechanisms of these include emulating the abilities of males or employing the nurturing qualities of females. The study recommends that school boards should design and implement policies that provide an enabling working environment for rising female leaders. Further, educational leadership organizations may explore establishing affinity groups to improve networking among education professionals with diverse genders and cultures. / Ed. D.

This thesis empirically examines the career orientations inventory (COI) as a measure of career anchors and then, using this measure, it goes on to investigate the relationship between career anchor congruence and work related outcomes, specifically job satisfaction and organisational commitment. The psychometric properties of the 40 item COI (presented by Igbaria and Baroudi, 1993) were explored by the administration of the measure to a sample of 658 individuals from 27 organisations in the UK. Through factor analysis an eight factor structure was demonstrated in line with that proposed by Schein (1993). The factor structure was replicated with a second sample. The COI demonstrated good levels of internal consistency (.59-.83) and test retest reliability (.68-.90). Similarly it was deemed to have acceptable levels of face validity and construct validity when compared to Mantech’s (1983) Work Values Questionnaire (WVQ). An analysis of the prevalence of career anchors and the demographic differences within the current sample was undertaken. This analysis provided evidence to suggest that certain career anchors may be increasing in prevalence while others are decreasing. These findings are in line with current research on the way in which workplace changes are impacting upon careers (Baruch, 2004). Evidence was found that indicated gender differences in scores on the COI subscales. Specifically women were found to score higher on the lifestyle anchor and men to score higher on the general management anchor. Differences were also found between the age groups considered in this study in the general management, creativity, pure challenge and lifestyle anchors. Interaction effects for age and gender were found for the general management and sense of service anchors. The COI was then used to develop a commensurate measure of job career anchors. This job career anchor measure discriminated between jobs within one police organisation. The measure was then used to explore the relationship between career anchors, career anchor congruence (congruence between individual and job career anchors), job satisfaction and organisational commitment. Evidence was found to suggest that career anchors and career anchor congruence have a direct effect on job satisfaction (predicting 10% and 4% of the variance respectively). The analysis also showed support for the role of career anchor congruence as a moderator to the relationship between career anchors and job satisfaction. This thesis makes full consideration of the academic contributions and practical implications of the research presented whilst also considering its limitations. A number of suggestions for the direction of future research have been made.

Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2016-08-29T12:57:28Z No. of bitstreams: 1 Dione Fagundes Nunes Gomes.pdf: 2352396 bytes, checksum: 2761f8f69c206cf7eec78a3ebad63269 (MD5) / Made available in DSpace on 2016-08-29T12:57:28Z (GMT). No. of bitstreams: 1 Dione Fagundes Nunes Gomes.pdf: 2352396 bytes, checksum: 2761f8f69c206cf7eec78a3ebad63269 (MD5) Previous issue date: 2016-04-07 / Pontifícia Universidade Católica de São Paulo / Professional decisions and choices an individual makes contribute to the building of his/her professional identity and career path (SCHEIN, 1996; IBARRA, 2009). This building process, however, is not necessarily the same for all individuals and/or groups of individuals, bearing in mind the dynamics of all elements present, such as family, moral values, socioeconomic status, interests, experiences and others (SUPER, 1972; LUCHIARI, 1996; SANTOS, 2005; BOURDIEU, 2007; VARDI, 2009; DIAS, 2011; ALMEIDA, MAGALHÃES, 2011; LEHMAN, 2011; OLIVEIRA, DIAS, 2013). One of the many important moments in the building process of an individual's professional identity coincides with the admission into a university of higher learning education and the career choices that were required beforehand. Taking a closer look at this sample group, there is evidence of a tier of low income students who try to ascend to careers socially recognized by their peers as the ticket to success by joining a university of higher learning education, be it through personal effort or through incentives such as scholarships and/or student loans. The work here presented, is what Ibarra (2009) describes as the moment in which the individual is faced with something new that must be pondered upon as it ties into his/her experiences and new connections - it's what grasps the subject of this work: professional identity. The access to a university by a student of lower income background offers new concrete opportunities, interaction with new individuals and the reinterpretation of life experiences as they were known to that individual thus far. The main goal of this study is to understand how the building of a professional identity happens in young persons that are assisted by such programs (whether officially or not) that aid them in having access to higher learning education. The study, in its qualifying nature, uses data collected from research that identifies the career anchors and personal values, as well as through the use of semi structured interviews, performed with students from four different institutions of higher learning education, who were recipients of scholarship or student loans. The qualifying nature of the study benefited the content analysis technique (the mapping of such categories, if you will) from the semi structured interviews (BARDIN, 2011; CRESWELL, 2007) with the subjects of the research. The reasoning that defines this study as a thesis is based on the possible contribution for the advance of the theory once it is applied to concepts already studied by other researchers with a public that, according with the work that was consulted (Appendix A and B), was not approached under this particular point of view. Looking at the literature and analysis of all data in this search for valuable contribution, it is concluded that all elements that constitute the personal and professional identity (focusing in it's personal path, via professional inclinations, personal values, career expectations, the meaning of such work, family, other references and vocational orientation) all are equally present in young scholarship students who were interviewed, and, part of the dynamics of such elements can be clearly observed in those students. Only one aspect was considered relevant and may possibly suggest a relation to the sample group studied here - it has to do with the two bipolar dimensions which are a result of the motivational compatibility and incompatibility, recognized in the studies by Schwartz (1992; 2005). The findings that were revealed in this study suggests a singularity that diverges in some measure from this bipolar structure and suggests that the reason for such peculiarity may be in the public. New comparable studies that reach a broader audience should be performed to verify its consistency and investigate the probable causes. The analysis here presented, in accordance with the theory, made it possible to achieve the main objective of the research / trajetória profissionais (SCHEIN, 1996; IBARRA, 2009). Esse processo de construção, entretanto, não é necessariamente igual para todos os indivíduos e/ou grupos de indivíduos, considerando a dinâmica dos elementos presentes, tais como família, valores, condição socioeconômica, interesses, experiências e outros (SUPER, 1972; LUCHIARI, 1996; SANTOS, 2005; BOURDIEU, 2007; VARDI, 2009; DIAS, 2011; ALMEIDA, MAGALHÃES, 2011; LEHMAN, 2011; OLIVEIRA, DIAS, 2013). Um dos importantes momentos do processo de construção da identidade profissional do indivíduo coincide com o ingresso no ensino superior e as escolhas de carreira solicitadas de antemão. Olhando para esse público, evidencia-se um estrato de estudantes de baixa renda que tentam ascender às carreiras socialmente mais reconhecidas entre seus pares através do ingresso em um curso superior, seja por esforço pessoal ou através de incentivos de bolsas de estudo e/ou financiamentos estudantis. Do que Ibarra (2009) descreve como momento em que o indivíduo se depara com algo novo para refletir por conta de experiências e conexões novas, depreende o assunto desse trabalho – identidade profissional. O acesso à universidade pelo jovem de baixa renda oportuniza novas experiências concretas, interação com novas pessoas e reinterpretação das histórias de vida até então conhecidas. O objetivo principal deste estudo consiste em compreender como se processa a construção da identidade profissional em jovens atendidos por programas (oficiais ou não) de acesso ao ensino superior. O estudo, de natureza qualitativa, utiliza dados coletados a partir de inventários para identificação das âncoras de carreira e valores pessoais, bem como de entrevistas semiestruturadas, realizadas com alunos de quatro Instituições de Ensino Superior, beneficiados com bolsa de estudo ou financiamento estudantil. O tratamento qualitativo dos dados privilegiou a técnica de análise de conteúdo (mapeamento de categorias) das entrevistas semiestruturadas (BARDIN, 2011; CRESWELL, 2007) com os sujeitos da pesquisa. A justificativa que define esse estudo como tese baseia-se na possível contribuição para o avanço da teoria uma vez que aplica conceitos já estudados por outros pesquisadores a um público que, conforme os trabalhos levantados (Apêndices A e B), não foi abordado sob essa ótica. Olhando a literatura e a análise dos dados da pesquisa à procura dessa contribuição, conclui-se que todos os elementos constitutivos da identidade pessoal e profissional (com destaque para trajetória pessoal, meio, inclinações profissionais, valores pessoais, expectativas de carreira, sentido do trabalho, família, outras referências e orientação vocacional) encontram-se igualmente presentes nos jovens bolsistas entrevistados e, nos discursos desses sujeitos, parte da dinâmica desses elementos pode ser observada. Apenas um aspecto foi considerado relevante e que pode sugerir relação com o público estudado. Trata-se das duas dimensões bipolares resultantes das compatibilidades e incompatibilidades motivacionais, preconizadas nos estudos de Schwartz (1992; 2005). O levantamento feito entre os entrevistados nesse estudo revela uma singularidade que destoa, em alguma medida, dessa estrutura bipolar e sugere que uma das razões dessa peculiaridade pode estar no público. Novos estudos comparativos e com maior abrangência devem ser realizados para verificar sua consistência e investigar as possíveis causas. As análises aqui ensejadas, em consonância com a teoria, possibilitaram a consecução do principal objetivo da pesquisa

Made available in DSpace on 2016-04-25T16:44:29Z (GMT). No. of bitstreams: 1 Monica Maria Neves.pdf: 1219836 bytes, checksum: ae983b88a35bdb67e5d2c7aa0ff040d2 (MD5) Previous issue date: 2012-06-05 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / This work aims at researching which is relevant in people s career choice and the set of values that drive such decisions. The relevance of this subject is supported by the changes happening in the work market for the last decades that began demanding for new types of relations between companies and employees, as well as the professional s career planning, being such changes recognized by contemporary literature on career. The arisen propositions took in consideration that career decisions are influenced both by the characteristics of new career concepts and by aspects of the traditional/lineal career, as well as that the possibility of those decisions are bond to a self-concept that considers each individual s values, motivations, and talents in his/her career options. In order to test the propositions, a case study was performed with a sample of 62 civil engineers who participated in an exploratory and descriptive survey. The research results point that there is a trend for the new career approaches to more and more influencing the choices of those professionals, although aspects of the traditional/lineal career are important variables in decision taking. How much one or the other approach is prevalent, it may be linked to the professional identity of each professional, that is, the concept of Career Anchor, which will direct each one s career choices / Este trabalho tem como objetivo pesquisar o que é relevante na tomada de decisão de carreira das pessoas e o conjunto de valores que impulsionam tais decisões. A relevância do tema está suportada nas mudanças ocorridas no mercado de trabalho nas últimas décadas que passaram a demandar novas formas de relacionamento entre empresas e empregados, bem como o planejamento da carreira dos profissionais, sendo tais mudanças reconhecidas pela literatura contemporânea sobre carreira. As hipóteses suscitadas levaram em consideração que as decisões de carreiras são influenciadas tanto pelas características dos novos conceitos de carreira, quanto por aspectos da carreira tradicional/linear, bem como a possibilidade de as decisões estarem vinculadas a um autoconceito que considera valores, motivações e talentos de cada indivíduo nas suas opções de carreira. Para o teste das hipóteses, foi realizado um estudo de caso com uma amostra de 62 engenheiros civis que participaram de uma pesquisa exploratória e descritiva do tipo survey. Os resultados da pesquisa apontam que há uma tendência de que as novas abordagens de carreira influenciem cada vez mais as escolhas desses profissionais, embora aspectos da carreira tradicional/linear sejam variáveis importantes na tomada de decisão. O quanto uma ou outra abordagem é preponderante, pode estar atrelado à identidade profissional de cada profissional, ou seja, o conceito de Âncora de Carreira, que irá direcionar as escolhas de carreira de cada um

Made available in DSpace on 2016-04-25T16:44:39Z (GMT). No. of bitstreams: 1 Wilson da Cunha Viana.pdf: 1621017 bytes, checksum: 54823564e0fdc11f0f60caf5e9afd156 (MD5) Previous issue date: 2014-03-27 / Key personnel retention has been thoroughly discussed in organizations at present. Companies have tried to find ways to develop people considered "outstanding". Such people, however, bear in mind their wishes in order to make decisions, both in their professional and personal life. This study aims to identify the anchors, from the career anchors proposed by Schein, in an accelerated development program of people from an organization, Usiminas. The paper presents an explanatory case study in which 151 participants answered a questionnaire at the initial stage of the program. Throughout the program, part of the participants left the company (overall, 27 employees). In the study, they make part in some indicators as a whole, in others, they are separated. The main relevant issue discussed is as to the career anchors and how they are used as a reference to an accelerated career development program, which seeks retention. Two premises are used. The main premise discusses if an organization, with its retention and accelerated career development programs, seeks to have the best professionals, committed to the business, and if the career anchors are ways of achieving this goal. The secondary premise brings out if the retention and the accelerated career development programs should take into account the participants' career anchors, working as a driving force to such anchors. Most participants are young with good educational background, and short time working for the company. The results show that the anchor 'challenge' ranked high among the participants. Such results go along with the program studied and with the company's expectations for the future in the medium and long-term / Dessa forma, as organizações buscam maneiras de desenvolver as pessoas consideradas destaques . Já as pessoas, em contrapartida, possuem desejos que norteiam a vida para tomadas de decisão, tanto no âmbito profissional como no pessoal. O presente estudo tem como objetivo identificar as âncoras de carreiras propostas por Schein, em um programa de desenvolvimento acelerado de pessoas, da empresa Usiminas, por meio de um estudo de caso explanatório, com 151 pessoas participantes do programa, com aplicação de questionário na etapa inicial do programa. Ao longo do programa, parte desse público se desligou da empresa (ao todo 27 pessoas); no estudo, as pessoas foram apontadas, em alguns indicadores, com a totalidade de forma consolidada; em outros, de maneira separada. A problemática do trabalho apontada foi quanto às âncoras de carreira, e como elas são usadas como referência em um programa de desenvolvimento acelerado de carreiras que visa a retenção. Foram utilizadas duas premissas, sendo a principal: se a organização visa, com seu programa de retenção e desenvolvimento acelerado de carreira, ter os melhores profissionais engajados no negócio, e se as âncoras de carreira são uma forma de alcançar esse objetivo; e como premissa secundária, se o programa de retenção e desenvolvimento acelerado de carreira deve respeitar as âncoras de carreira dos indivíduos participantes, sendo uma espécie de mola propulsora para essas âncoras. A maior parte do público analisado é jovem, todos possuem boa formação escolar, com tempo de empresa pequeno. Do resultado obtido, a âncora que prevalece entre esse público é a de desafio, o que mostra certa aderência com o programa estudado e com as expectativas da organização para o futuro em médio e longo prazo

<p>In the current recessionary cycle in which individuals finds themselves, it is interesting to see whether organisations and individuals have changed their strategies or whether they pursued their tried and tested inherent mechanisms of recruitment/work selection. In recessionary times, organisations would usually have a bigger pool to select from whilst employees, in turn, would try to position themselves in a stable work environment. From an organisational perspective, organisations have also undergone major transitions such as downsizing, merges and acquisitions, right sizing, restructuring, and reengineering. These changes have a direct impact on employees&rsquo / level of motivation and job satisfaction (Ellison &amp / Schreuder, 2000). The concept of a traditional career that an employee occupies for a lifetime performing one type of work in an organisation no longer exists. Instead, employees now work for more than one organisation in their lifetime. These changes entail that employees need to be flexible and adaptive in making career decisions (Schreuder &amp / Coetzee, 2006). Career anchors can be operationalized as a representation of self- perceived talents, motives, values and abilities that guide employees to make career decisions. Schreuder and Coetzee (2006), are of the opinion that if employees are not familiar with their&nbsp / career anchors, they could find themselves trapped in work environments that are not satisfactory and would continually be questioning themselves. Suutari and Taka (2004) emphasize the fact that there needs to be a fit between the careers of employees and the work environment. If there is no fit between the career anchors of employees and the work environment then employees are likely to become dissatisfied which may result in a high turnover of staff with a corresponding low productivity rate. This study investigates and explores the phenomenon of career anchors based&nbsp / on Schein&rsquo / s 1978 career anchor theory and how these career anchors affect employees level of job satisfaction. The Career Anchor Inventory and the Job Descriptive Index were administered to a sample of 154 employees at a leading retail organisation who completed the questionnaires. The results of this research study indicate that there are significant relationships between biographical factors and career anchors as well as between biographical factors and job satisfaction and similarly between typology of career anchors and dimensions of job satisfaction.</p>

<p>In the current recessionary cycle in which individuals finds themselves, it is interesting to see whether organisations and individuals have changed their strategies or whether they pursued their tried and tested inherent mechanisms of recruitment/work selection. In recessionary times, organisations would usually have a bigger pool to select from whilst employees, in turn, would try to position themselves in a stable work environment. From an organisational perspective, organisations have also undergone major transitions such as downsizing, merges and acquisitions, right sizing, restructuring, and reengineering. These changes have a direct impact on employees&rsquo / level of motivation and job satisfaction (Ellison &amp / Schreuder, 2000). The concept of a traditional career that an employee occupies for a lifetime performing one type of work in an organisation no longer exists. Instead, employees now work for more than one organisation in their lifetime. These changes entail that employees need to be flexible and adaptive in making career decisions (Schreuder &amp / Coetzee, 2006). Career anchors can be operationalized as a representation of self- perceived talents, motives, values and abilities that guide employees to make career decisions. Schreuder and Coetzee (2006), are of the opinion that if employees are not familiar with their&nbsp / career anchors, they could find themselves trapped in work environments that are not satisfactory and would continually be questioning themselves. Suutari and Taka (2004) emphasize the fact that there needs to be a fit between the careers of employees and the work environment. If there is no fit between the career anchors of employees and the work environment then employees are likely to become dissatisfied which may result in a high turnover of staff with a corresponding low productivity rate. This study investigates and explores the phenomenon of career anchors based&nbsp / on Schein&rsquo / s 1978 career anchor theory and how these career anchors affect employees level of job satisfaction. The Career Anchor Inventory and the Job Descriptive Index were administered to a sample of 154 employees at a leading retail organisation who completed the questionnaires. The results of this research study indicate that there are significant relationships between biographical factors and career anchors as well as between biographical factors and job satisfaction and similarly between typology of career anchors and dimensions of job satisfaction.</p>

p. 1 - 113 / Submitted by Santiago Fabio (fabio.ssantiago@hotmail.com) on 2013-01-24T18:18:52Z No. of bitstreams: 1 777777.pdf: 877070 bytes, checksum: 0174847768b42dbceda812c1ca6c196b (MD5) / Made available in DSpace on 2013-01-24T18:18:52Z (GMT). No. of bitstreams: 1 777777.pdf: 877070 bytes, checksum: 0174847768b42dbceda812c1ca6c196b (MD5) Previous issue date: 2008 / O objetivo geral deste estudo dissertativo é identificar a trajetória profissional e as âncoras de carreira de um grupo de executivos em um segmento de uma instituição bancária na Bahia a fim de subsidiar políticas de gestão de pessoas no segmento em que atuam. Para a realização desta pesquisa, buscaram-se nove executivos de um banco privado sediados na cidade de Salvador (BA). Diversos autores contribuíram com o referencial teórico – Super (1990), Chanlat (1995), Kanter (1997), Hall (2004) e Lacombe (2005 ) – embora a teoria de Edgar H. Schein sobre estágios e âncoras de carreira seja a mais utilizada neste trabalho. Trata-se de um estudo exploratório de natureza qualitativa. A pesquisa constou da aplicação do Inventário de Âncoras de Carreira de Schein e de entrevistas para analisar a trajetória profissional dos participantes e identificar as âncoras identificadas com o inventário. Entre os participantes da pesquisa, identificaram-se as âncoras: Estilo de vida, Aptidão técnico-funcional, Segurança/Estabilidade, Autonomia/Independência e Desafio puro. / Salvador

This study was developed to verify the relation between the categories of career anchors and the dimensions of organizational commitment, considering the reality of education clerks of a federal college, located in the center of Rio Grande do Sul state. A descriptive research with quantitative character was conducted for this study. The questionnaire had its structure based on two models: Inventory of Career Anchors (SCHEIN, 1993, 1996) and the Basis of Organizational Commitment Scale (MEDEIROS et al., 2005) and was applied to 655 education clerks, who occupy positions of classification levels C, D and E of the career plan. Regarding the categories of career anchors, the results obtained show Will of Serving and Dedication to a Cause, Lifestyle, and Security and Stability, in this order, as predominant, since the three of them have inherent features of the civil service. The anchor of General Administrative Career was the least valorized, which shows the feeble interest of the clerks in assuming the kind of attributions expected on their effective position. Regarding the dimensions of organizational commitment, the results show a normative commitment, through the valorization of Obligation through Development Basis. Moreover, the results show a low valorization of the normative basis, Obligation of Staying. On the interpretation of the results obtained, it was used factors measurement, through valuables weight, on which it was verified that the values indicate commitment above the average on the Affection and Obligation through Development. These results can be considered positive because they show that the clerks identify themselves to the values and goals of the institution and are conscious of the necessity of struggling to achieve these goals. When the relation between the themes is established, it is possible to affirm that the results show very low correlations, in most cases. The results give evidence of low correlations and no moderate correlation. The low correlations happened between the Affective Organizational Commitment Basis and the Career Anchor Will of Serving / Dedication to a Cause, and also between commitment basis Lack of Alternatives and the anchor Security and Stability. / Este estudo foi desenvolvido com o objetivo de verificar a relação entre as categorias das âncoras de carreira e as dimensões do comprometimento organizacional, considerando a realidade vivenciada pelos técnico-administrativos em educação de uma instituição federal de ensino superior, localizada no centro do estado do Rio Grande do Sul. Para isso, realizou-se uma pesquisa descritiva de natureza quantitativa. Aplicou-se um questionário estruturado a partir de dois modelos: Inventário das Âncoras de Carreira (SCHEIN, 1993, 1996) e a Escala de Bases do Comprometimento Organizacional - EBACO, (MEDEIROS et al., 2005) para 655 técnico-administrativos em educação, ocupantes de cargos dos níveis de classificação C, D e E do plano de carreira. Em relação às categorias das âncoras de carreira, os resultados obtidos apontam Vontade de Servir e Dedicação a uma Causa - VS, Estilo de Vida EV e Segurança e Estabilidade SE, nessa ordem, como predominantes, sendo que as três possuem características inerentes ao serviço público. A âncora de carreira Administrativa Geral AG foi a menos valorizada o que demonstra o pouco interesse dos técnico-administrativos pesquisados em assumirem atribuições além das previstas no seu cargo efetivo. No que diz respeito às dimensões do comprometimento organizacional, os resultados indicam um comprometimento normativo, por meio da valorização da base Obrigação pelo Desempenho. Ainda, os resultados evidenciam uma baixa valorização da base normativa, Obrigação em Permanecer. Na interpretação dos resultados obtidos com a utilização da EBACO utilizou-se a mensuração dos fatores, por meio dos pesos das variáveis, nos quais se verificou que os valores indicam comprometimento acima da média para a base Afetiva e Obrigação pelo Desempenho. Estes resultados podem ser considerados positivos por demonstrarem que os técnico-administrativos pesquisados identificam-se com os valores e objetivos da instituição e possuem consciência da necessidade de que devem se esforçar para atingir as metas da instituição. Ao estabelecer relações entre os temas, pode-se afirmar que os resultados demonstram existir, na maioria dos casos, correlações muito baixas. Os resultados evidenciam, também, correlações baixas e nenhuma correlação moderada. As correlações baixas aconteceram entre a base do comprometimento organizacional Afetiva - AF e a âncora de carreira Vontade de Servir/Dedicação a uma Causa - VS e ainda entre a base do comprometimento Escassez de Alternativas - ESC e a âncora Segurança e Estabilidade - SE.