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Previous issue date: 2013 / Funda????o Jo??o Pinheiro / O presente trabalho buscou investigar em que medida diferentes grupos geracionais de
servidores do setor p??blico do poder executivo do estado de Minas Gerais apresentam
distintos valores pessoais e organizacionais e de que forma tais valores se manifestam em suas
trajet??rias e expectativas profissionais. Para tanto, uma metodologia de pesquisa tr??plice foi
estabelecida: m??todos quantitativos, qualitativos e, dentro desses ??ltimos, a evoca????o de
imagens. Cinco hip??teses foram estabelecidas. As quatro primeiras afirmavam a exist??ncia de
diferen??as estatisticamente significativas entre valores pessoais e organizacionais entre os
indiv??duos investigados pertencentes ?? Gera????o Veterana (H1), Gera????o Baby Boomer (H2),
Gera????o X (H3) e Gera????o Y (H4). A Hip??tese 5 afirmava a exist??ncia de diferen??as
estatisticamente significativas entre valores pessoais e organizacionais para cada gera????o em
an??lise. A hip??tese nula para cada uma das hip??teses constitui a n??o observ??ncia daquilo que
determinada hip??tese estabelece. Al??m da verifica????o das hip??teses procurou-se investigar se
valores pessoais e organizacionais interferem nas escolhas do indiv??duo ao longo de sua
carreira. Tal pergunta de pesquisa p??de ser respondida por meio da metodologia qualitativa
utilizada. Al??m dessa quest??o, outra ainda se fez importante na medida em que foi preciso
investigar se os construtos te??ricos que delineiam os perfis geracionais, construtos estes de
origem norte-americana em sua maioria, podem ser utilizados para descrever o perfil de
gera????es de trabalhadores brasileiros. As escalas utilizadas para a pesquisa quantitativa foram
a EVT-R, de Porto e Pilati (2010), e o IPVO, de Oliveira e Tamayo (2004). Apenas a hip??tese
H1 n??o p??de ser verificada por insufici??ncia de respondentes pertencentes ?? Gera????o
Veterana. As hip??teses nulas foram todas rejeitadas. As demais hip??teses, H2, H3, H4 e H5,
foram todas atendidas. Em rela????o ??s perguntas de pesquisa, a interfer??ncia dos valores,
pessoais e organizacionais, nas trajet??rias profissionais dos indiv??duos, foi evidenciada para
os tr??s grupos geracionais analisados ??? Gera????o Baby Boomer, Gera????o X e Gera????o Y.
Acresce-se como resultado desta etapa da pesquisa a percep????o de diferen??as entre valores
das gera????es analisadas. Esses achados em rela????o aos valores pessoais e organizacionais
podem ser ampliados para o conjunto dos grupos sociais aos quais pertencem os
entrevistados, conforme Tinoco (2007). Analogamente, a partir da an??lise das entrevistas,
p??de-se verificar o elemento ???estabilidade???, caracterizado como valor comum ?? popula????o
estudada, independente da gera????o a que pertence esse servidor. Em rela????o ?? outra quest??o
de pesquisa, elementos elencados como t??picos de cada gera????o foram observados nos perfis
dos sujeitos pesquisados no Brasil. Isso sugere, a partir da perspectiva dos respondentes, uma
internaliza????o dos construtos norte-americanos, em sua maioria, para se analisar o perfil do
trabalhador brasileiro pertencente a estratos geracionais variados. Acredita-se, pois, que os
objetivos propostos foram cumpridos e que se p??de contribuir, do ponto de vista pr??tico
sobretudo para o setor p??blico, ao se agregarem achados que permitam o delineamento de
pol??ticas e pr??ticas de gest??o, capazes de maior aproveitamento do potencial de cada um dos
grupos geracionais investigados; e, finalmente, do ponto de vista metodol??gico, ao se
associarem diferentes metodologias, incluindo o uso de evoca????o de imagens em pesquisas
organizacionais. / The present study sought to investigate the extent to which different generational groups of
servers from the public sector of the Executive power of the State of Minas Gerais have
distinct personal and organizational values and how these values are manifested in their
careers and professional expectations. To this end, a triple research methodology was
established: qualitative and quantitative methods, within these last, the evocation of images.
Five hypotheses were established. The first four claimed the existence of statistically
significant differences between personal and organizational values between investigated
individuals belonging to the Veteran Generation (H1), the Baby Boomer generation (H2),
generation X (H3) and generation Y (H4). 5 hypothesis asserted the existence of statistically
significant differences between personal and organizational values to each generation. The
null hypothesis for each one of the hypotheses is the failure of that particular hypothesis. In
addition to the verification of hypotheses sought to investigate whether personal and
organizational values interfere in an individual's choices throughout his career. Such research
question might be answered by means of qualitative methodology used. In addition to this,
another was important to the extent that it was necessary to investigate whether the theoretical
constructs that delineate the generational profiles, these constructs of American origin for the
most part, can be used to describe the profile of generations of Brazilian workers. The scales
used for the quantitative research were the EVT-R, Porto and Pilati (2010), and the IPVO, de
Oliveira and Tamayo (2004). Only the H1 hypothesis could not be checked for inadequacy of
the respondents belonging to the Veteran Generation. The null hypotheses were all rejected.
The other hypothesis, H2, H3, H4 and H5 were all met. In relation to the research questions,
the interference of personal and organizational values, in the careers of individuals, was
shown to the three generational groups analyzed-Baby Boomer generation, generation X and
generation Y. Moreover, as a result of this step of research the perception of differences
among generations analyzed values. These findings in relation to personal and organizational
values can be extended to all the social groups to which they belong to respondents, as Tinoco
(2007). Similarly, from the analysis of the interviews, could check the element "stability",
featured as a common value to the population studied, regardless of the generation to which
this server belongs. In relation to another issue, listed as typical elements of each generation
have been observed in the profiles of the subjects surveyed in Brazil. This suggests, from the
perspective of respondents, an internalisation of American constructs, mostly, to analyze the
profile of Brazilian workers in the generational strata. It is believed, therefore, that the
proposed objectives have been met and that might contribute, from a practical point of view
especially for the public sector, if aggregate findings that allow the design of policies and
management practices, capable of greater use of the potential of each one of the generational
groups investigated; and, finally, methodological point of view, if you associate different
methodologies, including the use of evocation of images in organizational research. / Governo e Pol??tica
| Identifer | oai:union.ndltd.org:IBICT/oai:localhost:123456789/1283 |
| Date | January 2013 |
| Creators | Cust??dio, Luciana Silva |
| Contributors | Nunes, Simone Costa, Kilimnik, Z??lia Miranda, Oliveira, F??tima Bayma de, Dias, Devanir Vieira, Sant??Anna, Anderson de Souza |
| Source Sets | IBICT Brazilian ETDs |
| Language | Portuguese |
| Detected Language | English |
| Type | info:eu-repo/semantics/publishedVersion, info:eu-repo/semantics/doctoralThesis |
| Source | reponame:Repositório Institucional da FJP, instname:Fundação João Pinheiro, instacron:FJP |
| Rights | info:eu-repo/semantics/openAccess |
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