Ana Heloísa da Costa Lemos

Novas gerações no mercado de trabalho: expectativas renovadas ou antigos ideais?

Amid the changes in careers and labor relations in today´s workplace, (BALASSIANO and COSTA, 2006; DUTRA, 2010), a new generation of professionals is entering the job market. This generation has been characterized by the non-academic literature as significantly different from its predecessors (ALSOP, 2008; MUNRO, 2009). However, scientific studies have also suggested that such differences could be much less pronounced (CENNAMO and GARDNER, 2008; WONG, GARDINER, LANG et al., 2008). The changing nature of careers and the entrance of this new generation into the job market have motivated this study, which aims to examine the expectations of young workers regarding the intrinsic and extrinsic rewards they wish to attain in the workplace through interviews with undergraduate students enrolled in management programs offered by private universities in Rio de Janeiro. As they addressed an open question regarding what they wished to find in the organizations, young adults ranging from 20 to 28 years old revealed their dreams and concerns. The analysis of the reports suggests that there is more in common between members of Generation Y and its predecessors than the non-academic literature would have us believe. The observations of this study support the notion that young employees may establish psychological contracts that favor pleasure, freedom and social involvement. On the other hand, new and conventional expectations seem to coexist, since such contemporary concerns come together with aspirations longed for by previous generations, reinforcing the perception that there are work-related expectations that remain, in spite of objective changes in the productive sphere.

Empregabilidade dos administradores: quais os perfis profissionais demandados pelas empresas?

The objective of this paper is to analyze what kind of newly graduated manager big private companies are looking for. The hypothesis behind the study is that there is a group of technical and behavioral qualifications that are aligned with business demands and that these qualifications are often ignored by businesses undergraduate courses. Data collection was made through interviews with eight people from big Brazilian private companies which are responsible for recruitment-related activities. The conclusion is that the knowledge acquired by students during their undergraduate courses does not contribute significantly to their employment, being more important their behavior and life history characteristics as well as the prestige of their undergraduate course.

Escolaridade, salários e empregabilidade: tem razão a teoria do capital humano?

Both the human capital theory and the contemporary discussion of the employability approach the actual impacts of the education capital on the productive practices of people in a capitalist socioeconomic society. The main stream of this relationship tends to emphasize the education effects in the income received by the workers, as well as their chances to get into and remain in the work market. The present paper statistically analyses the relationships between education, wages and employability under the perspective of a structural equation model, in order to compare and to contrast both theories, using real data. Rais dataset, with information of the subjects working in the formal work market in the metropolitan area of Rio de Janeiro in 1999 was used to test the model. The results revealed that the impact of the education on wages and employability should be regarded with some caution.

Trabalhando Melhor ou Trabalhando Mais? Um estudo sobre usuários de smart phones Corporativos

Observa-se que e crescente, nas empresas, o investimento em solucoes de trabalho baseadas em tecnologias moveis. Apesar disso, a literatura nacional e internacional carece de estudos empiricos que abordem os impactos dessa tendencia sobre individuos e organizacoes. Este artigo relata os resultados de um estudo exploratorio sobre as experiencias de 42 profissionais usuarios de telefones inteligentes corporativos. A analise das experiencias dos participantes revelou que, embora o uso dos telefones inteligentes promova a sensacao de alivio da sobrecarga de correio eletronico e agilize a troca de informacoes, seu uso permitiu tambem que houvesse uma extensao consideravel das horas de trabalho alem do expediente regular e do contexto social onde se da tradicionalmente. Alem de propiciar um enfraquecimento da fronteira entre a vida pessoal e profissional, a tecnologia estudada pareceu estimular o estabelecimento de comunicacoes mais rapidas e superficiais e a intensificacao das demandas de trabalho.

Empregabilidade e sociedade disciplinar: uma análise do discurso do trabalho contemporâneo à luz de categorias foucaultianas

O debate contemporâneo acerca das condicoes de incorporacao dos profissionais ao mercado de trabalho vem sendo pautado por uma nova forma de conceber as atitudes dos individuos com relacao ao trabalho, a qual tem no termo empregabilidade sua melhor traducao. Apesar de orientar as discussoes atuais sobre as condicoes de insercao dos trabalhadores no mercado de trabalho, o termo empregabilidade e controverso e impreciso quanto ao seu sentido, sendo valorizado de forma desigual pelos participantes do debate acerca das disposicoes comportamentais que sao exigidas aos trabalhadores, vis-a-vis as transformacoes no mundo da producao. Esse carater controverso e inacabado do discurso acerca da empregabilidade motivou a elaboracao deste trabalho, que tem como objetivo central analisar, criticamente, o referido discurso. A analise apresentada baseou-se em conceitos apresentados por Foucault em alguns de seus textos classicos, sobretudo em Vigiar e Punir, conduzindo os autores a uma reflexao critica que aborda as dimensoes subjacentes a categoria empregabilidade menos como garantidoras de autonomia individual e mais como perpetuadoras da submissao dos trabalhadores a dinâmica do sistema produtivo.

Self-concept Orientation and Organizational Identification: A Mediated Relationship

The purpose of this paper is to test a mediated model of the relationship between self-concept orientation (individualist and collectivist) and organizational identification (OrgID, Cooper and Thatcher, 2010), with proposed mediators including the need for organizational identification (nOID, Glynn, 1998) as well as self-presentation concerns of social adjustment (SA) and value expression (VE, Highhouse et al., 2007).,Data were collected from 509 participants in seven countries. Direct and mediation effects were tested using structural equation modeling (AMOS 25.0).,Individualist self-concept orientation was positively related to VE and collectivist self-concept orientation was positively related to nOID, VE and SA. VE mediated the relationship between both self-concept orientations and OrgID. In addition, nOID mediated the relationship for collectivist self-concept orientation.,This study identifies underlying psychological needs as mediators of the relationship of self-concept orientation to OrgID. Understanding these linkages enables employers to develop practices that resonate with the self-concept orientations and associated psychological needs of their employees, thereby enhancing OrgID.,This study provides a significant contribution to the OrgID literature by proposing and testing for relationships between self-concept orientations and OrgID as mediated by underlying psychological needs. The results provide support for the mediated model as well as many of Cooper and Thatcher’s (2010) theoretical propositions, with notable exceptions.

Pressure, Performance and Prestige: Dilemmas for Contemporary Professionals

R ecent changes in the world of work have resulted in a greater level of work intensification. Whilst there have been gains in productivity, workers have been subject to increasing demands of both a physical and mental nature, which tend to have a negative impact on their well-being. Our interest in understanding this phenomenon has led to a qualitative study that seeks to analyse the experiences of professional graduates working in organizations that use high- performance practices, which tend to generate work intensification. The respondents revealed both the negative implications of work intensification, such as an increase in the working day, excessive pressure and sacrifices in their personal lives, as well as other aspects considered positive, such as learning, professional growth, autonomy and financial gains. These latter aspects deserve attention, since they can help us understand what leads qualified workers to accept intensified working practices.

Terceirização e resistência no Brasil: o Projeto de Lei n. 4.330/04 e a ação dos atores coletivos

One can clearly identify a process of increasing flexibility in labour relations occurring in Brazil, especially as from the 1990s onwards. A myriad of atypical hiring modalities have emerged, with the outsourcing of productive activities of particular interest to this present article. In the past, this was largely restricted to relatively few alternatives: subcontracting and the hiring of security services and temporary workers, all within a much more limited scope than we see provisioned for today. It wasn’t until the early 1990s that the Supreme Labour Court (TST), through its Formal Declaration No.331, finally set down a provision for the outsourcing of core activities. Shortly afterwards, in 1998, a new Bill of Law was proposed, namely Bill No.4,302/98 (PL n. 4.302/98), whose provision for extending outsourcing to core activities was subsequently, in 2004, incorporated into Bill No. 4,330/04 (PL n.4.330/04). With these changes in mind, this article means to discuss, albeit on a preliminary basis, the institution of outsourcing in Brazil, focusing on its historical dimension, and especially on its status from a legal standpoint. The idea is to put the current situation into context. The debate has been raging over the potential impact of Bill No. 4,330/04 with particular force since April 2015, when the subject first emerged in the mass media. The bibliographic review that was carried out for this article produced a definition of a secondary objective. This involved identifying and critically analysing the participation of collective actors, including those entities that represent both employers and workers, as well as professional law associations, in the debate over the potential social and labour implications that might result from the passing of Bill No. 4,330/04 into law. The activities of these different actors were assumed as being representative of the forces that express trends and countertrends and, therefore, diverging interests in relation to the subject of outsourcing.