Purpose – This study aims to investigate the existence of delimitations more suited to the emergence of generations in Brazil, and to assess generational perceptions on constructs of the work environment and their influences on organizational commitment. Design/methodology/approach – The perceptions of 102,540 respondents employed by 394 organizations were classified into nine constructs. The methodology used entailed an initial confirmatory factorial analysis, which was undertaken to investigate the validity of the proposed measurement model. Regression analyses were applied to test the relationship between work environment and commitment. Findings – The results highlight that the Baby Boomer generation attributed more value to the meaning of work and corporate social responsibility. Meaning of work, learning and development were given a high level of importance in the results for Generation X. Generation Y values learning and development, relationships with co-workers and Work-life balance more than the other two generations. Research limitations/implications – This research is classified as a cross-sectional study that does not allow us to substantiate whether differences between the groups were caused by influence of generations or the age of respondents. Therefore, nationwide surveys capable of offsetting the age effect on generational differences are still necessary. Another constraint is related to the fact that only data from the survey that annually elects the “Best Companies to Work for in Brazil” were used for undertaking this study. Moreover, because all variables were collected simultaneously from the same source, the authors recognize that the results could have problems related to common method biases. Practical implications – The authors believe that the identification of critical dimensions of workers’ perception regarding the work environment equips human resources professionals with the ability to implement policies and practices that align people management with the differing desires of each generation, effectively ensuring commitment from these professionals. Social implications – This study may contribute to researchers by highlighting the need for temporal outlines suited to the Brazilian reality, which might also inspire further research on the country’s generations, even associating them with other themes, such as values, personality and professional motivation. Originality/value – As the main contributions, the authors have sought to highlight that generational differences may be related to specific periods in each country’s historical context. The authors also show the determining factors influencing each generation’s affective commitment and justify each of their choices.

Observada na distância do tempo, a implantação do SUS enfrenta descompassos gerenciais. Primeiro, as pressões, sempre maiores, por reforma do Estado que minimalize custos afetam a proposta de atendimento universal do sistema. Depois, a difícil convivência entre o princípio da descentralização com o conceito de rede, aqui entendida não só como ligação entre esferas diferenciadas de gestão, mas o modo pelo qual o acesso a um direito é exercido em rede, desde o planejamento. Por outro lado, decisões operacionais sobre a saúde foram descentralizadas, mas o repasse das verbas para efetivar tais decisões não foi. No aspecto administrativo, a descentralização da gestão de saúde sofreu solução de continuidade com a edição da Norma Operacional de Assistência à Saúde 01/2001. No aspecto gerencial, a implantação do conceito de rede, a arma mais eficiente para enfrentar a verticalização de estruturas decisórias, enfrenta "gargalos" operacionais e financeiros que impedem os diferentes atores das diferentes organizações de falarem a mesma "linguagem", o meio mais eficaz para gerar "vínculos" interorganizacionais. Porém, a efetiva interação de linguagens só será obtida no processo de construção de pactos de gestão.

ResumoAs transformações nos modelos de administração envolvem alterações nas práticas objetivas e no comportamento dos trabalhadores nas organizações. A implementação de mudanças gerenciais deve considerar as motivações e o comportamento dos trabalhadores submetidos a essas transformações. As motivações podem ser conhecidas pela identificação e análise das âncoras de carreira. Envolvido desde 2004 na implementação de práticas de administração gerencial, o Tribunal de Contas da União (TCU) vem enfrentando dificuldades para substituir o modelo burocrático, constituído ao longo da historia do funcionalismo federal brasileiro.O objetivo desta pesquisa é identificar as âncoras de carreira dos servidores do TCU, visando contribuir para o entendimento dos fatores impeditivos da implementação do modelo gerencial. Os resultados indicam não apenas incompatibilidades entre as principais âncoras de carreira desses servidores e aquelas exigidas (teoricamente) pelo referido modelo, mas também que o sistema atual de recompensas do TCU gera nos servidores maior resistência às alterações preconizadas por esse modelo.Palavras-chave: âncora de carreira; sistemas de recompensas; modelo de administração gerencial. Abstract Administration model transformations involve alterations of the practices lenses and of workers' behaviors in organizations.The implementation of managerial changes should consider the motivations and behaviors of the workers. The motivations can be recognized through the identification and analysis of career anchors. The Brazilian Court of Audit, which has been involved since 2004 in the implementation of managerial administration, is finding it difficult to substitute the bureaucratic model, constituted throughout the history of Brazilian federal functionalism. The research objective is to identify the career anchors of the TCU workers, to contribute with the understanding of the problems involved in implementing the managerial model. The study identifies the anchors of the TCU workers. The results indicate incompatibilities between the main career anchors of the workers and the demand, theoretically, for the managerial model; additionally, the current system of TCU rewards helps to harden the workers' resistance to the changes extolled by the managerial model.

Abstract:This article presents a case study of two companies operating in the Brazilian market; one in the electrical energy sector, and the other in the pharmaceutical sector, both of which appeared on the list of 150 Best Companies to Work for in Brazil in 2012, and have stated that they consider retaining talents to be essential to their Human Resources strategies. These companies identified the professionals they considered to be talents, through the application of a questionnaire to the employees, with 51 statements, the results of which were used to analyze the link between retention factors and intention to remain in the company. Together with the application of the multiple regression technique for associations between the variables, the retention factors, measured by means of the employees' perceptions, were qualitatively linked to the practices of talent retention adopted by the companies. Among the results, it is highlighted that the retention factors explained 86% in company A, and 83% in company B, of the variation in the variable "intention to remain in the company." It was observed that the talents are determined by the management model of each company, and that the employees who were considered talents based on their current performance, together with those with potential to be considered talents in the future, represent 20% of the company's staff. Based on the results, we believe that before implementing a talent retention strategy, companies need to understand the influence of the macroeconomic scenario on the job market; the social influences that impact on employees' career expectations; and the individual personalities of the talents.

Purpose -The purpose of this paper is to, which involved 123 students in their last year of an administration course at a private university in the city of São Paulo, Brazil, evaluate the importance of analyzing the pressure from new technologies on the careers of young university students from a career theory perspective. Design/methodology/approach -From the perspective of traditional theories, the authors used "career anchors," and from the perspective of non-traditional theories, "intelligent careers," in which people develop three competency groups that are transferable between organizations: knowing why; knowing how; and knowing whom. The hypotheses the authors raised were analyzed using statistical techniques and the following results were obtained: young people do not see new technologies as a threat to their current job; people who see the "Knowing How" competence as being more developed feel less pressure from new technologies; non-traditional theories show a greater potential to analyze technological pressure than traditional theories; and, finally, the nature of people's jobs produces different impacts on the pressure of new technologies on their careers, since people who occupy positions involving more human interaction with internal or external clients feel less threatened. Findings -It was found that the lowest mean among the constructs analyzed was the pressure from technology on career. The correlations between the competencies of intelligent careers and the perception of the pressure from technology on career were weak, but significant, whereas the "Knowing How" competency was negatively correlated with the pressure caused by technology. There was no significant influence of the anchors on the pressure from technology on career. However, incorporating the competencies of intelligent careers improved the statistical model's fit. In associating job positions with the pressure from technology on career, administrative and operational positions showed higher averages than sales associate and management positions. Originality/value -Broadly speaking, it can be noted that traditional career theories, especially the vocational counseling approach, are not sufficient to explain the impact of new technologies on careers. At the same time, one way of coping with the pressure brought about by technological advances may be in using technology itself to develop "useful professional skills," in a manner consistent with "intelligent careers."

Para investigar o impacto das variáveis "área

No abstract

ResumoNa previsão orçamentária do Ministério da Saúde, entre 2008 e 2011, o governo pretende gastar R$ 12 bilhões por ano com compras na área farmacêutica para o atendimento das necessidades do sistema de saúde. Avaliar o desenvolvimento tecnológico implícito na produção competitiva de 20 produtos estratégicos para o Sistema Único de Saúde é objetivo relevante de análise, se a evolução do vínculo entre produção nacionalizada de fármacos e a gestão em rede do SUS também for avaliada. A nova política de medicamentos visa conter tanto o déficit comercial do setor farmacêutico como garantir forte investimento na complementaridade da oferta de medicamentos, com o programa Aqui tem Farmácia Popular. Essa política terá impacto na questão orçamentária da saúde e na execução do Programa Mais Saúde: Direito de Todos 2008 -2011 a partir de medidas estruturadas em sete eixos com objetivo definido: "articular a dimensão econômica e a social da saúde". A hipótese de análise principal avalia se o perfil desses novos "eixos integradores" funciona como faces interativas de um "pacto de gestão" que inclua oferta de medicamentos. A hipótese secundária avalia se o princípio de rede tem conexão operacional com eixo Complexo Industrial da Saúde. As conclusões sugerem que "previsão de demanda" não foi contemplada na lógica de gestão em rede e, não foi ponderado que atendimento em saú-de compõe "mercado imperfeito". Também identificou na nova política de medicamentos prioridade para a concepção de rede interorganizacional, preservando dependência de instâncias, sem incentivo à descentralização dos processos decisórios. Palavras-chave: Gestão em Rede; Pacto de gestão;