Made available in DSpace on 2014-12-17T15:38:35Z (GMT). No. of bitstreams: 1 VirginiaDC_TESE.pdf: 1470152 bytes, checksum: d95b7bd8cf899fd9719aa29c96737eb6 (MD5) Previous issue date: 2009-11-18 / Coordena??o de Aperfei?oamento de Pessoal de N?vel Superior / The main aim of the study was to analyze the relationship between resilience and organizational socialization among newcomers from the Federal University of Rio Grande do Norte (UFRN), and the Norwegian University of Science and Technology (NTNU), comparing the results obtained in a cross-cultural perspective. The sample (N=205) was composed of mentored (N=70) and non-mentored (N=72) professors and technical-administrative employees at UFRN, and their non-mentored counterparts at NTNU (N=63). The data collection instruments used were the Organizational Socialization Inventory (OSI), the Resilience Scale for Adults (RSA) and a sociodemographic form. Data analysis was preceded by a number of tests to verify possible distinct response styles among the respondents, as they came from different cultures. Descriptive analysis and t-tests were performed to identify and compare organizational socialization and resilience outcomes. Hierarchical regression analyses were carried out, the first ones involving all participants (N=205), to observe the predictive power of resilience factors in relation to organizational socialization factors, beyond the effects of nationality, occupation and mentoring experience. The other hierarchical regression analyses were conducted separately for the professors (N=109) and technical-administrative employees (N=96); and for the mentored (N=70) and non-mentored newcomers from UFRN (N=72), and nonmentored newcomers from NTNU (N=63), to compare the predictive power of resilience in relation to organizational socialization between newcomers from the two occupations, and also among the three groups of participants. The results of this study showed that socialization and resilience profiles differed according to demographic and cultural characteristics, and to the socialization strategies adopted in the institutions studied. Furthermore, it was observed that resilience added a significant incremental prediction to all socialization factors, beyond nationality, occupation, and mentoring experience. The predictive contribution from each of the resilience factors was also noteworthy, mainly those of Planned Future and Social Resources. With respect to nationality, occupation and mentoring experience, it was noted that they explained a significant part of the variance in almost all organizational socialization factors, in addition to playing a meaningful role in predicting the scores of such factors, with some evidence of moderation or mediation by the resilience factors. Considering these and the comparative results of the predictive power of resilience in relation to the organizational socialization, between the two occupations and among the three groups of participants, as a whole, the main findings of this study were as follows: resilience tends to contribute to organizational socialization outcomes; the resilience of some subjects may be a differential factor for success in those situations in which individuals face working conditions that are less favorable to promoting their adaptation; and, a formal mentoring program may contribute to improving newcomer resilience, producing better and more homogeneous organizational socialization outcomes. The practical implications, limitations and main contributions of the study are discussed, with a number of suggestions for future research / O objetivo geral do estudo foi analisar a rela??o entre a resili?ncia e a socializa??o organizacional dos novos servidores da Universidade Federal do Rio Grande do Norte (UFRN) e da Universidade Norueguesa de Ci?ncia e Tecnologia (NTNU), confrontando os resultados obtidos numa perspectiva de an?lise transcultural. A amostra (N=205) foi constitu?da por novos servidores docentes e t?cnicoadministrativos n?o tutorados da UFRN (N=72) e da NTNU (N=63) e tutorados da UFRN (N=70). Os instrumentos utilizados na coleta de dados foram: o Invent?rio de Socializa??o Organizacional (ISO), a Escala de Resili?ncia para Adultos (RSA) e uma ficha sociodemogr?fica. Considerando que os respondentes s?o provenientes de diferentes culturas, os procedimentos de an?lise dos dados foram precedidos de testes para a verifica??o da ocorr?ncia de diferentes estilos de resposta entre os mesmos. Para a identifica??o e compara??o dos resultados de socializa??o organizacional e de resili?ncia entre os participantes foram realizadas an?lises descritivas e aplica??o de testes t. An?lises de regress?o hier?rquica foram desenvolvidas, sendo que as primeiras envolveram todos os respondentes (N=205), com o intuito de observar a capacidade preditiva dos fatores de resili?ncia em rela??o aos de socializa??o organizacional, al?m dos efeitos da nacionalidade, da ocupa??o e da experi?ncia de tutoriza??o. Posteriormente, tais an?lises foram conduzidas, separadamente, para os novos servidores docentes (N=109) e t?cnicoadministrativos (N=96); e, para os novos servidores tutorados (N=70) e n?o tutorados da UFRN (N=72) e n?o tutorados da NTNU (N=63), visando a comparar a capacidade preditiva da resili?ncia em rela??o ? socializa??o organizacional entre as duas ocupa??es e, tamb?m, entre os tr?s grupos de participantes. Os resultados demonstraram, de modo geral, que os perfis de socializa??o e de resili?ncia variaram em conformidade com as caracter?sticas demogr?ficas e culturais e com a estrat?gia de socializa??o adotada nas institui??es estudadas. Al?m disso, observou-se que a resili?ncia apresentou capacidade explicativa significativa em rela??o a todos os fatores de socializa??o organizacional, independentemente de nacionalidade, ocupa??o e experi?ncia de tutoriza??o; tendo sido tamb?m not?vel a contribui??o preditiva de cada um dos fatores de resili?ncia, especialmente aqueles de Futuro Planejado e Recursos Sociais. Quanto ?s vari?veis de nacionalidade, ocupa??o e experi?ncia de tutoriza??o, al?m de explicarem, significativamente, a vari?ncia de quase todos os fatores de socializa??o organizacional, ofereceram tamb?m predi??o aos escores em tais fatores, havendo indicadores de que esta rela??o, em alguns casos, poderia estar sendo moderada e, em outros, mediada pelos fatores de resili?ncia. Considerados conjuntamente aos resultados comparativos da capacidade preditiva da resili?ncia em rela??o ? socializa??o organizacional, entre as duas ocupa??es e, tamb?m, entre os tr?s grupos de participantes, os principais achados do presente estudo foram: que a resili?ncia tende a se manifestar, contribuindo para os resultados do processo de socializa??o organizacional; que em situa??es nas quais os indiv?duos se defrontam com condi??es de trabalho pouco favor?veis ? promo??o de sua adapta??o, a resili?ncia de alguns pode se constituir em um fator de diferencia??o para o seu sucesso na socializa??o; e, que um programa de tutoriza??o formal pode contribuir para melhorar a resili?ncia de novos servidores, gerando melhores e mais uniformes resultados de socializa??o organizacional. As implica??es pr?ticas, limita??es e principais contribui??es do estudo s?o discutidas, com sugest?es para futuras pesquisas

Submitted by Automa??o e Estat?stica (sst@bczm.ufrn.br) on 2016-04-26T22:35:54Z No. of bitstreams: 1 ThiareTharineDeOliveiraPacheco_DISSERT.pdf: 2300302 bytes, checksum: 0cc2a0e1b1e64ae1bb6b0ae483d9cafb (MD5) / Approved for entry into archive by Arlan Eloi Leite Silva (eloihistoriador@yahoo.com.br) on 2016-05-02T23:09:34Z (GMT) No. of bitstreams: 1 ThiareTharineDeOliveiraPacheco_DISSERT.pdf: 2300302 bytes, checksum: 0cc2a0e1b1e64ae1bb6b0ae483d9cafb (MD5) / Made available in DSpace on 2016-05-02T23:09:34Z (GMT). No. of bitstreams: 1 ThiareTharineDeOliveiraPacheco_DISSERT.pdf: 2300302 bytes, checksum: 0cc2a0e1b1e64ae1bb6b0ae483d9cafb (MD5) Previous issue date: 2015-07-23 / O presente trabalho visa a contribuir para a melhoria do processo de socializa??o organizacional na Universidade Federal do Rio Grande do Norte (UFRN) atrav?s da apresenta??o de uma proposta de curso virtual de inicia??o ao servi?o p?blico e ? UFRN, destinada aos servidores t?cnico-administrativos rec?m-admitidos. Trata-se de um estudo de caso explorat?rio, com abordagem qualitativa, amparado em pesquisa bibliogr?fica e documental e destinado ? aplica??o na referida universidade. A proposta ora apresentada encontra respaldo na legisla??o federal pertinente ? gest?o de pessoas, que estabelece o desenvolvimento permanente do servidor p?blico, conforme decretos 5.707 e 5.825, ambos de 2006. Respalda-se, ainda, no Programa de Capacita??o e Aperfei?oamento da UFRN, institu?do em 2012, que determina a??es direcionadas ? socializa??o organizacional dos novos servidores. Para consecu??o do objetivo deste trabalho, foi realizada pesquisa bibliogr?fica acerca dos temas de gest?o de pessoas no servi?o p?blico, socializa??o organizacional e tecnologias da informa??o e comunica??o. Foi, tamb?m, realizada pesquisa emp?rica atrav?s da aplica??o de question?rio semiestruturado com vistas a identificar o perfil dos servidores t?cnico-administrativos admitidos em 2014 e a percep??o destes quanto ao processo de socializa??o organizacional da UFRN. Os resultados da pesquisa permitiram concluir que a amostra participante ? representada por servidores, em sua grande maioria, com qualifica??o superior ? exigida para o cargo e com experi?ncia laboral anterior ? UFRN. Constatou-se, ainda, atrav?s da percep??o dos servidores participantes, a exist?ncia de lacunas instrucionais no que tange ? orienta??o sobre o servi?o p?blico, sobre o papel do servidor e sobre a fun??o para qual foram designados. A partir desses resultados e tendo como diretriz o decreto federal 5.825/2006, foi elaborada a proposta do referido curso, cujo conte?do apresenta no??es gerais sobre o servi?o p?blico, sobre o papel do servidor do p?blico, sobre a UFRN e sobre a fun??o a ser desempenhada. Por fim, considerou-se que os objetivos deste trabalho foram alcan?ados e que a proposta apresenta viabilidade do ponto de vista econ?mico e operacional. / This work aims to contribute to the improvement of the organizational socialization process at the Federal University of Rio Grande do Norte (UFRN) by submitting a proposal for a virtual introductory course to public service and to UFRN, intended for administrative technician servers newcomers. This is an exploratory case study with a qualitative approach, supported by documentary and bibliographical research and for the application in that university. The present proposal is supported by the relevant federal legislation to people management establishing the permanent development of public servants according decrees 5707 and 5825, both 2006. It supports up also in Training Program and Improvement of UFRN, established in 2012, which determines actions aimed at organizational socialization of new servers. To achieve the objective of this work, was conducted bibliographic research about people management in the public service, organizational socialization and information and communication technologies. It was also conducted empirical research through semi structured questionnaire was applied inorder to identify the profile of the administrative technician servers, admitted in 2014 and their perception about the organizational socialization process of UFRN. The survey results showed that the participant sample is represented by servers, for the most part, highly qualified, above that required for the position, predominantly male servers with academic background, work experience in the public sector and whose age is relatively young, between 25 and 35 years. It was found also through the perception of participating servers, the existence of instructional gaps with respect to guidance on the public service, the role of the server and the function to which they are assigned. From these results and taking as a guideline the Federal Decree 5.825 / 2006 was drawn up the proposal of the said course, whose content contains general notions about public service, on the role of public server on the UFRN and the function to be performed. Finally, it was considered that the objectives were attained and that the proposal has economic and operational feasibility.