Abstract
ABSTRACT Purpose: The objective of this research is to analyze the job satisfaction of public servants through career anchors. Originality/value: The contribution of this research is to apply a collection instrument in reduced version for the analysis of job satisfaction in the public service in the search of subsidies for proposals of improvements in work processes related to people management. Design/methodology/approach: We conducted the research with 671 public servants from the public education area. As an instrument of collection, we sent questionnaires using the electronic survey method and on paper. We based the questionnaire on the “Career Anchor Inventory” - adapted by Igbaria and Baroudi (1993) and the work by Netemeyer, Boles, and McMurrian (1996), termed as “Global Job Satisfaction”. Findings: The Security/Stability anchor obtained significant explanatory power with job satisfaction, but its representativeness was not the largest in the sample. Our practical contribution will be in the support to the construction of policies of people management, since the results indicated lower rates of satisfaction with regard to the aspects of promotion and with respect to the relationship with senior management.
Highlights
There are two perspectives that we need to analyze when studying career: the external and the internal one
From there we developed the study by means of the construction of the theoretical base, opting for the classification of eight career anchors, demonstrating its characteristics as well as the importance of the analysis of job satisfaction in the organizational environment to improve work processes (Aziri, 2011)
We presented the adopted quantitative research methodology, with the application of a questionnaire based on the authors Igbaria and Baroudi (1993) and Netemeyer et al (1996) in order to identify the existence of a relationship between career anchors and job satisfaction
Summary
There are two perspectives that we need to analyze when studying career: the external and the internal one. Among the studies undertaken to understand aspects of career decision is that by Edgar Schein, termed as Career Anchors This concept was defined as the self-perception of talents, values and needs, which combined, become a guide for professional choices. Considering the studies by Brayfield and Rothe (1951), and Aziri (2011), who recognized job satisfaction to obtain good results in the effectiveness of people management processes, this study set out to answer the question: What is the relationship between job satisfaction of public servants with the career anchors construct, based on the talents, needs, and values of individuals?. As for the theoretical contribution, it provides the expansion of career studies, in career orientation, where we identified some anchors with a positive relation with job satisfaction
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