Carreira e empreendedorismo são dois campos de conhecimento que assumiram papel central em estudos de Administração a partir do final do século XX. Todavia, a predominância do paradigma funcionalista e da pesquisa quantitativa nos estudos acadêmicos de ambos os campos tem sido criticada. Também o conhecimento oriundo da prática de consultoria, fortemente disseminado em ambos os campos, é avaliado como superficial e pouco rigoroso pelos cânones científicos. Apenas uma minoria dos estudos, em ambos os campos, analisa a carreira e o empreendedorismo como processos de interação social. Carreira e empreendedorismo desenvolveram-se como campos separados de estudos, o que tem impedido a produção de um vigoroso diálogo entre esses dois campos. Nós elegemos esse espaço de interseção entre carreira e empreendedorismo como nosso tema de pesquisa: a carreira empreendedora. Nós buscamos respostas para uma questão que problematiza o diálogo entre carreira e empreendedorismo: por que e como o empreendedorismo gera o empreendedor? O objetivo geral é fazer avançar o conhecimento sobre a carreira empreendedora a partir do estudo de suas microfundações no âmbito privado (individual) e no âmbito público (coletivo e estrutural). Para a condução da pesquisa, nós empregamos a triangulação de paradigmas e teorias: o paradigma interpretativo, que caracteriza igualmente estudos da Sociologia filiados ao interacionismo simbólico e à teoria dramatúrgica e os estudos da Psicologia Social sobre as interações cotidianas; o paradigma estruturalista, que caracteriza a abordagem do mito do herói em estudos de Mitologia; e os paradigmas crítico e pós-estruturalista nos campos da Sociologia, da Psicologia Social e dos Estudos Organizacionais, que problematizam a relação entre o público e o privado na carreira empreendedora. A pesquisa foi realizada em duas etapas: na primeira, nós utilizamos o método de análise de conteúdo para estudar as histórias de 21 empreendedores de uma cidade do interior do país, relatadas pela mídia impressa, visando ao estudo de hipóteses sobre os mitos da carreira empreendedora; na segunda etapa, nós utilizamos elementos do método da história de vida temática e a técnica de entrevista semiestruturada para coletar dados sobre a participação de mitos, emoções e identidades na carreira de 18 empreendedores que estavam presentes na primeira etapa da pesquisa. A partir da triangulação dos dados das duas etapas da pesquisa, nós propusemos uma definição para a carreira empreendedora, descrevemos suas microfundações e oferecemos uma definição de empreendedorismo. A identidade empreendedora é analisada como um processo de interações do indivíduo com ele mesmo e de interações do indivíduo com os outros indivíduos e com as instituições. Desse modo, nossa pesquisa amplia os estudos de um campo ainda pouco compreendido - a carreira empreendedora - bem como dos próprios conceitos de carreira e de empreendedorismo. / Career and entrepreneurship are two fields of knowledge that took over the main role in Management studies at the end of the 20thcentury. Yet, predominance of the functionalist paradigm and quantitative research in academic studies of both fields have been criticized. Also, the knowledge that comes from consultancy practices, strongly disseminated in both fields, is seen as superficial and lacking strictness by the canons of science. Only a few of the studies in both fields analyze career and entrepreneurship as processes of social interaction. Career and entrepreneurship developed as separate fields of study and this has not permitted strong dialogue between both fields. We chose the intersection between career and entrepreneurship as our theme for research: the entrepreneurial career. We sought answers for an issue that problematizes the dialogue between career and entrepreneurship: why and how entrepreneurship generates the entrepreneur? The general objective is to make advances on the knowledge on entrepreneurial career based on the studies of its microfoundations in the private field (individual) or the public field (collective and structural). In order to conduct the research, we used the triangulation of paradigms and theories: the interpretive paradigm that equally characterizes Sociological studies related to symbolic interaction and dramaturgical theory, and studies of Social Psychology on daily interaction; the structuralist paradigm that characterizes the approach to the hero myth in Mythological studies; and the critical and poststructuralist paradigms in the areas of Sociology, Social Psychology and Organizational Studies that problematize the relation between public and private in entrepreneurial career. The research was carried out in two phases: in the first, we used content analysis methodology to study the trajectory of 21 entrepreneurs from a city in the interior as documented in printed media, aiming to study the hypotheses of the myths of the entrepreneurial career. In the second phase, we used elements of the thematic life-history method and semi-structured interview technique to collect data on the participation of myths, emotions and identities in the careers of the 18 entrepreneurs present in the first stage of the research. Based on the triangulation of data from the two phases of the study, we suggest a definition for entrepreneurial career, describe its micro-foundations, and offer a definition of entrepreneurship. Entrepreneurial identity is analyzed as a process of interactions of the individual with himself and his interaction with other individuals and institutions. In this way, our research broadens the studies of a field that is little understood -- the entrepreneurial career -- as well as the concepts on career and entrepreneurship.

Nas últimas décadas, foi possível observar mudanças na forma como as pessoas estão lidando com as decisões de carreira nas organizações. Além da dimensão profissional, aspectos de âmbito pessoal e familiar estão sendo considerados, evidenciando a importância da integração entre vida e trabalho no contexto contemporâneo. Muitos fenômenos sociais, culturais e políticos têm proporcionado debates relevantes sobre carreira e trabalho no cenário mundial e brasileiro, destacando-se o crescente aumento da participação feminina no processo produtivo, a ressignificação do papel masculino no casamento, o modelo familiar homoafetivo se fundamentando enquanto instituição legal, social e política, e os novos desenhos de carreira que buscam suprir necessidades pessoais e organizacionais. Considerando tais temas, estudos sobre dual career family (famílias em carreira dual) têm sido retomados de forma mais intensa pela academia, buscando investigar como os casais estão gerenciando os domínios do trabalho e da vida familiar, concomitantemente às suas aspirações de carreira. As pesquisas sobre a carreira dual no cenário mundial abordam o relacionamento, os dilemas, os conflitos e as influências na carreira e na família para casais hetero e homoafetivos. Este estudo buscou determinar os fatores que influenciam a carreira dual para casais heteroafetivos, casais de lésbicas e casais de gays, em função das aspirações de carreira profissional e das demandas familiares. Para tanto, foram realizadas doze entrevistas com homens e mulheres em união hetero e homoafetiva da Grande São Paulo, com nível superior e união conjugal de mais de dois anos. Os dados foram coletados e analisados de acordo com a técnica de análise de conteúdo proposta por Bardin (1977). Para os heteroafetivos, constatou-se o crescente compromisso com a carreira dual, fundamentado nos ajustes que ambos os cônjuges realizam para conciliar as demandas profissionais e familiares por meio da busca de interações equitativas de poder. Os homoafetivos direcionam seus esforços à progressão na carreira. Entre os gays, o foco na carreira individual influencia o nível de compromisso com a carreira dual, observando-se relações de poder menos igualitárias na interação do casal. As lésbicas vivenciam o compromisso compartilhado com a carreira dual, baseado em interações igualitárias e em ajustes que ambas realizam para conciliar as demandas profissionais e familiares, e crescerem juntas na carreira. Constatou-se também diferença na tomada de decisões entre o casal baseada no papel de gênero associado ao sexo, construindo socialmente. / In recent decades, changes were observed in the way how people are dealing with career decisions in organizations. In addition to the professional dimension, personal and family context aspects are considered, highlighting the importance of integration between life and work in the contemporary context. Many social, cultural and political phenomena have provided relevant discussions on career and work in the world and Brazilian scenario, emphasizing the increasing female participation in the production process, the redefinition of the male role in marriage, homosexual family model is basing as a legal institution, social and political, and the new career designs that seek to fulfill personal and organizational needs. Studies on dual career family have been taken up more fully in the academy, trying to investigate couples are managing the domains of work and family life, concomitantly to their career aspirations. Research on dual career on the world stage approach the relationship, dilemmas, conflicts and influences on career and family for heterosexual and homosexual couples. This study aimed to determine the factors that influence the dual career for heterosexual couples, lesbian couples and gay couples, according to the career aspirations and family demands. Twelve interviews were conducted with men and women in union hetero and homosexual of São Paulo, with higher education and marital union of more than two years. Data were collected and analyzed according to the content analysis technique proposed by Bardin (1977). For heterosexuals, there was the growing commitment to dual career, based on the settings that both spouses hold to reconcile work and family demands by seeking equitable interactions power. The homosexuals direct their efforts to career progression. Among gays, focus on individual career influences the level of commitment to dual career, observing least equal power relations in the interaction of the couple. Lesbians experience the shared commitment to dual career, based on egalitarian interactions and adjustments that both perform to reconcile work and family demands, and grow together in their careers. It was also difference in decision making between the couple based on gender role associated with sex, building socially

Made available in DSpace on 2014-08-20T13:46:53Z (GMT). No. of bitstreams: 1 Caio_Ricardo_Duarte_Ribeiro_Dissertacao.pdf: 584486 bytes, checksum: cb0969b5886b8959986f61e8d0573f61 (MD5) Previous issue date: 2011-08-25 / This study aims to understand the rites of institution in the career of the priest. Just as it holds the process of changing the representation of oriented, particularly in the pre-seminar over the first decade of this century in the Diocese of Pelotas Rio Grande do Sul. This is both the image and self-image that these young people are driven to take the route to the seminar. Moreover, another significant dimension is the analysis of the equity of provisions built into the clerical life in various networks of interactions, namely the family, school, religious universe itself. In addition, the change in the type of Catholicism practiced in Brazil helped redefine socially acceptable performances, especially in the investment in a more subjective religious experience in the vocation to the priesthood appear as an important confirmation of the axes of the dogmatic and theological framework of the Church. Therefore confined to the careers of three kinds of priests: The oriented with strong engagement in the Church who are called to a sacramental participation and those from other religions / O presente estudo objetiva compreender os ritos de instituição na carreira do presbítero. Neste sentido, realiza-se o processo de modificação da representação dos vocacionados, particularmente na fase pré-seminário ao longo da primeira década do século XXI, na Arquidiocese de Pelotas estado do Rio Grande do Sul. Trata-se tanto da imagem, quanto da autoimagem que estes jovens são levados a assumir no itinerário ao seminário. Ademais, outra dimensão significativa é a análise do patrimônio de disposições construído para a vida clerical em diversas redes de interações, seja na família, na escola, no próprio universo religioso. Além disso, a mudança no tipo de catolicismo praticado no Brasil ajudou na redefinição das performances socialmente aceitas, especialmente no investimento numa experiência religiosa mais subjetiva, em que os vocacionados ao sacerdócio aparecem como um dos eixos importantes de confirmação do arcabouço dogmático e teológico eclesial. Por conseguinte, circunscreveu-se as carreiras de presbíteros de três naturezas: os vocacionados com forte engajamento na Igreja, os vocacionados com uma participação sacramental e os oriundos de outras religiões

This study is of the higher education aspirations of a group of students in 16 - 19 education. Data was collected from students in three London boroughs, Bamford, Newton and Rishworth. These students were in the final year in either sixth forms or colleges of further education and taking courses that would enable a successful candidate to gain access to higher education. Both local authority and independent sector institutions were represented in the study. The research began by developing a conceptual framework within which an analysis could be made of the above mentioned students higher education aspirations. Two main types of research was used. Interviews were held with those involved in the provision of 16 – 19 education and with the counselling of students as to higher education entry. A questionnaire was distributed to the above mentioned group of students, requesting information as to various aspects of their background and their aspirations. Some 100 + interviews were carried out with borough councillors, L.E.A. administrators, careers officers, school teachers, and college lecturers. Some 1,500 questionnaires were distributed to students at 31 schools and three colleges of further education. There were 952 replies. The information received was computerised and processed using a prime computer and application package S.P.S.S. An analysis was made in terms of higher education aspirations and L.E.A. area, type of institution, type of course, mode of attendance, socio-economic grouping, family circumstances, type of housing and gender. The findings of this analysis were compared with the original hypothesis and conclusions drawn.

La thèse s'intéresse aux interventions chorégraphiques performatives et événementielles impulsées par diverses structures, ou générées par des activités auto-organisées dans l'espace public. L'objectif est d'identifier en quoi les nouveaux usages qui se développent depuis les années quatre vingt en France, participent de la transformation progressive des espaces des usages. En effet, l'apparition de formes de sociabilités inhabituelles impulsées par une ouverture spatiale des dispositifs va progressivement enrichir leur dynamique intrinsèque, et participer à les qualifier d'" espaces intermédiaires ". Par là-même, l'étude montre comment l'imbrication de différents mondes sociaux pluralise les engagements des acteurs, et complexifie les processus de reconnaissance identitaire dans le monde de la danse. De nouveaux usages sociaux, économiques et corporels apparaissent alors à l'interface des espaces plus légitimes. Or, l'analyse des carrières envisagées à partir des différentes formes de socialisation conduit aussi à distinguer plusieurs types d'acteurs collectifs présentant des conceptions différenciées de la territorialité. C'est ainsi que les compétences développées par certains danseurs, chorégraphes et intermédiaires culturels œuvrant dans l'in situ, résultent plus que les autres d'une véritable capitalisation des expériences spatiales dynamisées par l'encastrement entre différents mondes sociaux. Ces acteurs vont alors participer à brouiller les frontières du marché du travail de la danse, puisque leurs compétences vont réfléchir sur leur socialisation professionnelle et sur leurs engagements sur les différents réseaux sociaux du monde de la danse. / This dissertation focuses on event-driven and performance, choreographic interventions; such interventions could either be created by cultural institutions or rise from self-organized activities occurring in public space. The main purpose of this work is to identify new spatial practices which have developed since the 80s in France, and how they are part of a gradual change in the broad spectrum of practices. Indeed, as art arrangements grew to become more and more spatially opened, new and unusual sociability forms appeared. These new forms fuelled the intrinsic dynamic of these new arrangements, leading them to be labelled as " in-between spaces ". It is thus revealed how actors' engagements are pluralized through the overlapping of different social worlds. These crossings between worlds add a great complexity to identity recognition processes in the dance world. New social, economic and corporeal practices appear at the interface of more legitimate spaces. However, by analyzing the careers from the different forms of socialization also leads to distinguishing between several types of collective actors which develop differentiated conceptions of territoriality. In this way, the competencies developed by certain dancers, choreographers and cultural intermediaries working in situ, are more (than others) the result of a real capitalization of spatial experiences which are invigorated by the embedment of different social worlds. These actors will then blur the limits of the dance job market, because their competencies will reflect professional socialisation and their engagements in different social networks in the world of dance.

Ce travail de thèse propose de s’intéresser aux insertions professionnelles et inscriptions économiques d’hommes et femmes originaires des pays du Maghreb et d’Afrique subsaharienne dans le travail intérimaire. L’accent sera porté dans un premier temps, sur la construction et l’expression de discriminations, révélatrices de formes de racisme plus ou moins fortes, plus ou moins directes, plus ou moins visibles, plus ou moins différenciées selon le genre, dans les cadres de l’intérim. L’analyse des processus identifiés nous amènera à parler d’un phénomène de démultiplication des cadres et de décentralisation des discriminations dans le travail intérimaire. Dans un second temps, nous nous intéresserons au racisme en tant qu’épreuve et nous soulignerons par quels mécanismes il se manifeste envers les salariés intérimaires, et comment ces derniers parviennent à gérer ou non des situations de mépris et de violence dans le travail. Nous verrons que tout autant que l’expression du racisme, les stratégies individuelles et collectives mises en exergue, participent à la réversibilité dans les carrières intérimaires, qu’elle se traduise par des résistances face à la stigmatisation ou par un renforcement et un durcissement des mécanismes de discrimination et d’exclusion. Mais d’autres stratégies individuelles et collectives peuvent se mettre en place face au racisme et aux discriminations, notamment celle consistant à se taire, à jeter un voile sur les violences, les situations de mépris, les insultes et autres humiliations. Etre victime de racisme consiste alors à « garder la face », à conserver un secret, sachant que ces stratégies peuvent aboutir à des bouleversements identitaires, voire, à la gestion « d’identités indicibles ». Les discriminations et les formes de racisme qui se construisent et s’expriment dans les cadres de l’intérim étant le plus souvent masquées, se présentant voilées, se glissant dans les plis des interactions, se cachant dans la répartition des tâches professionnelles ou l’attribution du sale boulot ; et les victimes se taisant ou n’étant pas reconnues comme telles, on parlera alors de discrimination silencieuse dans le travail intérimaire. / The aim of this thesis is to focus on the employment and economic integration of people originating from the Maghreb and sub-Saharan Africa countries in temporary work. Firstly, emphasis will be put on the construction and expression of discrimination, revealing different types of racism that can be more or less strong, more or less direct, more or less obvious, more or less differentiated according to gender. The analysis of the identified process will lead us to mention the phenomenon of proliferation of frameworks and decentralization of discrimination in temporary work. Secondly, we‘ll consider racism as a test, and we’ll underline the mechanisms by which it occurs to temporary workers, and how they face contempt and violence in the workplace. We’ll see that as much as expression of racism, individual and collective strategies highlighted participate to reversibility in the temporary careers. This reversibility can express itself either by resistance against stigmatization or by strengthening and hardening of discrimination and exclusion mechanisms. But other individual and collective strategies can arise against racism and discrimination, in particular remaining silent, putting a veil over violence, contempt situations, insults and other humiliations. Then being a victim of racism consists in "saving face", keeping a secret, knowing that such strategies may end up in identity changes or even in "untold identities." Discrimination and racism that arise and exist in the framework of the temporary work is often hidden, veiled, slipping into the folds of interactions, hiding in the distribution of work tasks or in being given the dirty work; along with victims remaining silent or not even recognized as such, then we speak of silent discrimination in the temporary work.

Depuis les années 1980, la mobilité professionnelle internationale a pris de l'importance en France, à la fois comme phénomène en expansion quantitative et comme injonction à laquelle sont confrontés les travailleurs, aussi bien dans l'enseignement supérieur que sur les marchés du travail ou au sein des entreprises. Cette thèse vise à étudier ce phénomène en s'intéressant aux migrants qualifiés que l'on appelle le plus souvent « expatriés » : situés entre les élites de la mondialisation et les migrants sans qualifications, ceux-ci appartiennent à des classes moyennes et supérieures qui valorisent fortement l'« international » et la mondialisation. A partir d'une enquête combinant une série d'entretiens et l'exploitation des enquêtes Histoire de Vie 2003 (Insee) et Trajectoires et Origines 2008 (Insee/Ined), il s'agit de défendre la proposition suivante : les enjeux de la mobilité internationale sont avant tout nationaux. Loin de constituer une fuite ou une libération du cadre national, les carrières « internationales » sont le produit de celui-ci, et y restent bien souvent attachées. On montre en effet que de tels parcours sont à la fois la traduction et le reflet de transformations à l’œuvre sur les marchés du travail nationaux : l'internationalisation se comprend comme une stratégie de lutte pour des individus (pour obtenir des emplois) et des groupes (des professions mais aussi des fractions de classe) au sein de l'espace national. La thèse explore ces transformations et apporte ainsi une contribution à la sociologie des carrières, des marchés du travail et des classes sociales. / Since the 1980's, international mobility appears to be a significant tendency on french labor markets. At some time in their careers, more and more people become “expatriates”. In addition, the injunction to be “international” grow stronger in Higher Education, among labor markets and within a firm. In this dissertation, we study careers of highly qualified and qualified French migrants also known as “expatriates” in order to understand globalization and its effects on labor markets. These qualified migrants live between globalization’s elites and non-qualified migrants and assign value to what they call themselves “international”. By the means of biographical interviews and sequence data stemming from the Histoire de vie 2003 survey (Insee) and the Trajectoires et Origines 2008 survey, we argue that international mobility is a national phenomenon. People do not run away from France but are asked to become “international” by the labor markets’ rules, and, even when they are abroad, a lot of them still have “national careers”. “International careers” are better understood as a product of domestic labor markets transformations. Indeed, it is a way for some domestic actors to achieve domestic objectives: workers who want a (better) job, professionals who are seeking a juridiction, middle classes in struggle with upper classes. Thereby this dissertation is a contribution to the sociological analysis of careers, markets and social classes.

Magister Commercii (Industrial Psychology) - MCom(IPS) / 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 level of motivation and job satisfaction (Ellison 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 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 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 on Scheins 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. / South Africa

This thesis explores tentative hypotheses relating to four conceptually related factors of potential importance in young people's lives; factors which it argues are little acknowledged in the mainstream British literature of psychology and psychiatry. These factors are: 1) young people's 'Relationship with Reality' ( - this is a new concept proposed by this thesis - ) which is characterised by the content, intention and effect of an individual's accumulated cognitive and behavioural traits and to what extent these traits invest in real-life or distort or avoid it. 2) young people's sense of having an 'Occupational Identity'. 3) young people's experience of Careers Education and Careers Guidance. 4) young people's experience of being 'mentored'. The thesis explores whether these factors are self-reported as potentially important in the lives of some young people, and whether such self-reports differ significantly between individuals. A cross-sectional, retrospective comparative study of 18 to 22 year olds is presented, in which non-randomly sampled participants were assigned to three groups according to their apparent levels of measurable achievement (academic, professional and extra-curricular}: High-Achievement, Moderate-Achievement, and Under-Achievement (Imprisonment). As part of an initial exploration, 50 HAs and 18 UAs were each interviewed for two hours; a 75 minute self-completion questionnaire was then administered to a new set of participants: 68 UA individuals (Imprisoned Young Offenders), 75 MA individuals (Undergraduates), 94 HA individuals (Undergraduates). The Eysenck Personality Questionnaire and also the Short Imaginal Processes Inventory (a well-established measure of daydreaming) were administered among 50 UAs and 50 HAs to gauge the possible overlap of these established scales with the proposed concept of a 'Relationship with Reality' personality dimension and its component factors. Only moderately low correlations were found. It is acknowledged that adequate levels of validity and reliability are difficult to achieve when investigating the self-report of sensitive and complex issues, and that generalisations cannot be made from a non-random sample. With these caveats, the findings support the concept of a Relationship with Reality personality dimension, and suggest that all 4 factors studied in this thesis may be amenable to scientific research, are conceptually related, and were self-reported as potentially important in at least a substantial minority of the participants' lives. The thesis is inspired by and is integrated into a body of existing literature that includes psychoanalytic, humanistic, cognitive and behaviourist perspectives on 'forensic', 'normal', and in particular 'high-achievement' psychology and psychiatry from Britain and the United States.

[pt] O presente estudo visa analisar a relação entre satisfação no trabalho e o alinhamento do emprego do indivíduo com suas habilidades, necessidade e valores, denominadas âncoras de carreira. Para tanto, foi realizada uma pesquisa quantitativa, um survey baseado no Modelo de Âncoras de Carreira de Schein e Van Maanen (2013) e na Escala de Satisfação do trabalho de Siqueira (2008), para uma amostra não probabilística de 96 alunos de uma escola de Administração de uma universidade privada de Rio de Janeiro. A partir da pesquisa concluímos que não existe associação significativa entre a satisfação no trabalho e o alinhamento com a âncora de carreira. A âncora que apresentou maior frequência, independente do gênero do entrevistado, foi Estilo de Vida, indicando a tendência de se buscar uma carreira que permita equilibrar a vida profissional e a vida pessoal. Por outro lado, foi observado que participantes do sexo masculino priorizam mais a âncora Autonomia e os de sexo feminino a de Competência Técnica / Funcional. Por fim, também identificamos na pesquisa que os indivíduos autônomos são mais satisfeitos que os assalariados, os de sexo masculino estão mais satisfeitos no trabalho do que os de sexo feminino e que existe uma associação positiva entre anos de experiência e satisfação no trabalho. / [en] The present study explores the relationship between job satisfaction and congruence between the individual s actual occupation and his talents, needs and values, namely his career anchors. For that purpose, a quantitative survey using Schein e Van Maanen s Career Anchor model (2013) and Siqueira s Job Satisfaction survey (2008) was performed for a non-probabilistic sample of 96 undergraduate and graduate students at the Business School of a private University in Rio de Janeiro. The results of that survey showed that there is no significant association between satisfaction at work and congruence with career anchor. The most frequent career anchor for both genders was Lifestyle, showing a trend towards a career that allows some balance between professional and personal life. Male participants prioritize more Autonomy and Independence, females prioritize more Technical and Functional Competence. The study showed also that self employed individuals are more satisfied than the ones employed, that among the employed individuals, men are more satisfied at work than women and that there is a significant association between years of experience and work satisfaction.