A relação entre os fatores motivacionais intrínsecos e extrínsecos e a movimentação na carreira de profissionais de projetos
Ano de defesa: | 2023 |
---|---|
Autor(a) principal: | |
Orientador(a): | |
Banca de defesa: | , , |
Tipo de documento: | Dissertação |
Tipo de acesso: | Acesso aberto |
Idioma: | por |
Instituição de defesa: |
Universidade Nove de Julho
|
Programa de Pós-Graduação: |
Programa de Pós-Graduação em Gestão de Projetos
|
Departamento: |
Administração
|
País: |
Brasil
|
Palavras-chave em Português: | |
Palavras-chave em Inglês: | |
Área do conhecimento CNPq: | |
Link de acesso: | http://bibliotecatede.uninove.br/handle/tede/3283 |
Resumo: | The organizational environment must be surrounded by elements that promote the satisfaction of the individuals that comprise it. This is because a poor environment attracts a perception of dissatisfaction, as well as low productivity and engagement on the part of the project team. In this context, it is increasingly becoming a challenge for organizations to properly manage intrinsic and extrinsic motivational factors, given that the relationship between the work environment has undergone many changes over the years. For this reason, it is essential that organizations understand the expectations of their employees, as well as promote actions that increase the motivational factors of their employees. After all, an unmotivated employee may consider a potential career move that could harm the organization. Based on this context, this dissertation aimed to propose a prescriptive model based on intrinsic and extrinsic motivational factors to deal with the career movement of project professionals. Regarding the methodological procedures, a strategy based on a qualitative approach was applied, seeking to understand the phenomenon in depth, this being done through semi-structured interviews. To this end, 21 professionals were interviewed following a protocol with guiding questions and in-depth discussions. The analysis process consisted of three coding cycles, including open, axial, and selective coding. The results of this research showed that the most relevant motivational factor that emerged from Textual Units (UTs) was the extrinsic one. Additionally, after analyzing a co-occurrence matrix, it was identified that: (i) the most relevant motivational and career movement factors are related to non-financial aspects; (ii) intrinsic factors are all related to subjective aspects, while extrinsic motivation factors are related to objective aspects; (iii) extrinsic dissatisfaction factors are related to subjective aspects; and (iv) career movement factors are related to non-financial and subjective aspects, while the factors that prevent career movement are related to non-financial but objective aspects. The contribution to the theory was to show that motivational factors from non-financial aspects are predictors of career movement, or of permanence in one's position or organization. The contributions to the practice consist of, based on the prescriptive model developed, mapping the categories and co-occurrences that are related to the most relevant motivational factors and that intervene positively, or negatively, with aspects of career movement. This research is aligned with research line 2: “Project Management”, linked to the Graduate Program in Project Management — PPGP UNINOVE, just as this dissertation is also aligned with other research linked to the “People Management and Project Management” axis projects. |
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Silva, Luciano Ferreira dahttp://lattes.cnpq.br/3790925273077368Silva, Luciano Ferreira dahttp://lattes.cnpq.br/3790925273077368Penha, Renatohttp://lattes.cnpq.br/4084921313999501Medeiros, Carlos Alberto Freirehttp://lattes.cnpq.br/9398091583694583http://lattes.cnpq.br/1544073115134133Mello, Edgar Inácio de2024-03-11T21:04:42Z2023-12-05Mello, Edgar Inácio de. A relação entre os fatores motivacionais intrínsecos e extrínsecos e a movimentação na carreira de profissionais de projetos. 2023. 116 f. Dissertação( Programa de Pós-Graduação em Gestão de Projetos) - Universidade Nove de Julho, São Paulo.http://bibliotecatede.uninove.br/handle/tede/3283The organizational environment must be surrounded by elements that promote the satisfaction of the individuals that comprise it. This is because a poor environment attracts a perception of dissatisfaction, as well as low productivity and engagement on the part of the project team. In this context, it is increasingly becoming a challenge for organizations to properly manage intrinsic and extrinsic motivational factors, given that the relationship between the work environment has undergone many changes over the years. For this reason, it is essential that organizations understand the expectations of their employees, as well as promote actions that increase the motivational factors of their employees. After all, an unmotivated employee may consider a potential career move that could harm the organization. Based on this context, this dissertation aimed to propose a prescriptive model based on intrinsic and extrinsic motivational factors to deal with the career movement of project professionals. Regarding the methodological procedures, a strategy based on a qualitative approach was applied, seeking to understand the phenomenon in depth, this being done through semi-structured interviews. To this end, 21 professionals were interviewed following a protocol with guiding questions and in-depth discussions. The analysis process consisted of three coding cycles, including open, axial, and selective coding. The results of this research showed that the most relevant motivational factor that emerged from Textual Units (UTs) was the extrinsic one. Additionally, after analyzing a co-occurrence matrix, it was identified that: (i) the most relevant motivational and career movement factors are related to non-financial aspects; (ii) intrinsic factors are all related to subjective aspects, while extrinsic motivation factors are related to objective aspects; (iii) extrinsic dissatisfaction factors are related to subjective aspects; and (iv) career movement factors are related to non-financial and subjective aspects, while the factors that prevent career movement are related to non-financial but objective aspects. The contribution to the theory was to show that motivational factors from non-financial aspects are predictors of career movement, or of permanence in one's position or organization. The contributions to the practice consist of, based on the prescriptive model developed, mapping the categories and co-occurrences that are related to the most relevant motivational factors and that intervene positively, or negatively, with aspects of career movement. This research is aligned with research line 2: “Project Management”, linked to the Graduate Program in Project Management — PPGP UNINOVE, just as this dissertation is also aligned with other research linked to the “People Management and Project Management” axis projects.O ambiente organizacional deve ser cercado por elementos que promovam a satisfação dos indivíduos que o compõe. Isso porque, um ambiente ruim atrai uma percepção de insatisfação, bem como de baixa produtividade e engajamento por parte da equipe de projetos. Neste contexto, cada vez mais se torna um desafio para as organizações administrarem adequadamente os fatores motivacionais intrínsecos e extrínsecos, haja vista que a relação do ambiente de trabalho vem sofrendo muitas mudanças ao longo dos anos. Em razão disso, é fundamental que as organizações compreendam as expectativas de seus colaboradores, bem como promovam ações que elevem os fatores motivacionais de seus colaboradores. Afinal de contas, um colaborador desmotivado poderá considerar uma potencial movimentação de carreira que poderá trazer prejuízos à organização. Com base neste contexto, esta dissertação objetivou propor um modelo prescritivo com base nos fatores motivacionais intrínsecos e extrínsecos para lidar com a movimentação de carreira de profissionais de projetos. Com relação aos procedimentos metodológicos foi aplicada uma estratégia baseada em uma abordagem qualitativa buscando compreender o fenômeno em profundidade, isto sendo feito por meio de entrevistas semiestruturadas. Para tanto, foram entrevistados 21 profissionais seguindo um protocolo com perguntas orientadoras e aprofundamento das discussões. O processo de análise se deu por três ciclos de codificação, sendo eles codificação aberta, axial e seletiva. Os resultados desta pesquisa permitiram evidenciar que o fator motivacional mais relevante, que emergiu das Unidades Textuais (UTs) foi o extrínseco. Adicionalmente, após a análise de uma matriz de coocorrência identificou-se que: (i) os fatores motivacionais e de movimentação de carreira mais relevantes estão relacionados a aspectos não financeiros; (ii) os fatores intrínsecos estão todos relacionados a aspectos subjetivos, enquanto os fatores extrínsecos de motivação estão relacionados aos aspectos objetivos; (iii) os fatores extrínsecos de insatisfação estão relacionados aos aspectos subjetivos; e (iv) os fatores de movimentação de carreira estão relacionados a aspectos não-financeiros e subjetivos, enquanto os fatores que evitam a movimentação de carreira estão relacionados a aspectos não-financeiros, porém objetivos. A contribuição para a teoria foi evidenciar que os fatores motivacionais de aspectos não financeiros são preditores de movimentação de carreira, ou de permanência em sua posição ou organização. As contribuições para a prática consistem em a partir do modelo prescritivo elaborado fazer o mapeamento das categorias e das coocorrências que estão relacionados aos fatores motivacionais mais relevantes e que intervêm positivamente, ou negativamente, com os aspectos de movimentação de carreira. Esta pesquisa está alinhada com a linha de pesquisa 2: “Gerenciamento de Projetos”, vinculada ao Programa de Pós-Graduação em Gestão de Projetos – PPGP UNINOVE, bem como essa dissertação também está alinhada com outras pesquisas vinculadas ao projetos-eixo “Gestão de Pessoas e o Gerenciamento de Projetos”.Submitted by Nadir Basilio (nadirsb@uninove.br) on 2024-03-11T21:04:42Z No. of bitstreams: 1 Edgar Inácio de Mello.pdf: 1835337 bytes, checksum: f43c9dce0e784fcb90960c998944a060 (MD5)Made available in DSpace on 2024-03-11T21:04:42Z (GMT). No. of bitstreams: 1 Edgar Inácio de Mello.pdf: 1835337 bytes, checksum: f43c9dce0e784fcb90960c998944a060 (MD5) Previous issue date: 2023-12-05application/pdfporUniversidade Nove de JulhoPrograma de Pós-Graduação em Gestão de ProjetosUNINOVEBrasilAdministraçãogerenciamento de projetosmotivaçãomovimentação na carreiraprofissionais de projetosfatores intrínsecosfatores extrínsecosproject managementmotivationcareer movementproject professionalsintrinsic factorsextrinsic factorsCIENCIAS SOCIAIS APLICADAS::ADMINISTRACAOA relação entre os fatores motivacionais intrínsecos e extrínsecos e a movimentação na carreira de profissionais de projetosThe relationship among intrinsic and extrinsic motivational factors and the career movement of project professionalsinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesis8024035432632778221600info:eu-repo/semantics/openAccessreponame:Biblioteca Digital de Teses e Dissertações da Uninoveinstname:Universidade Nove de Julho (UNINOVE)instacron:UNINOVEORIGINALEdgar Inácio de Mello.pdfEdgar Inácio de Mello.pdfapplication/pdf1835337http://localhost:8080/tede/bitstream/tede/3283/2/Edgar+In%C3%A1cio+de+Mello.pdff43c9dce0e784fcb90960c998944a060MD52LICENSElicense.txtlicense.txttext/plain; charset=utf-82165http://localhost:8080/tede/bitstream/tede/3283/1/license.txtbd3efa91386c1718a7f26a329fdcb468MD51tede/32832024-03-11 18:04:42.724oai:localhost: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Biblioteca Digital de Teses e Dissertaçõeshttp://bibliotecatede.uninove.br/PRIhttp://bibliotecatede.uninove.br/oai/requestbibliotecatede@uninove.br||bibliotecatede@uninove.bropendoar:2024-03-11T21:04:42Biblioteca Digital de Teses e Dissertações da Uninove - Universidade Nove de Julho (UNINOVE)false |
dc.title.por.fl_str_mv |
A relação entre os fatores motivacionais intrínsecos e extrínsecos e a movimentação na carreira de profissionais de projetos |
dc.title.alternative.eng.fl_str_mv |
The relationship among intrinsic and extrinsic motivational factors and the career movement of project professionals |
title |
A relação entre os fatores motivacionais intrínsecos e extrínsecos e a movimentação na carreira de profissionais de projetos |
spellingShingle |
A relação entre os fatores motivacionais intrínsecos e extrínsecos e a movimentação na carreira de profissionais de projetos Mello, Edgar Inácio de gerenciamento de projetos motivação movimentação na carreira profissionais de projetos fatores intrínsecos fatores extrínsecos project management motivation career movement project professionals intrinsic factors extrinsic factors CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO |
title_short |
A relação entre os fatores motivacionais intrínsecos e extrínsecos e a movimentação na carreira de profissionais de projetos |
title_full |
A relação entre os fatores motivacionais intrínsecos e extrínsecos e a movimentação na carreira de profissionais de projetos |
title_fullStr |
A relação entre os fatores motivacionais intrínsecos e extrínsecos e a movimentação na carreira de profissionais de projetos |
title_full_unstemmed |
A relação entre os fatores motivacionais intrínsecos e extrínsecos e a movimentação na carreira de profissionais de projetos |
title_sort |
A relação entre os fatores motivacionais intrínsecos e extrínsecos e a movimentação na carreira de profissionais de projetos |
author |
Mello, Edgar Inácio de |
author_facet |
Mello, Edgar Inácio de |
author_role |
author |
dc.contributor.advisor1.fl_str_mv |
Silva, Luciano Ferreira da |
dc.contributor.advisor1Lattes.fl_str_mv |
http://lattes.cnpq.br/3790925273077368 |
dc.contributor.referee1.fl_str_mv |
Silva, Luciano Ferreira da |
dc.contributor.referee1Lattes.fl_str_mv |
http://lattes.cnpq.br/3790925273077368 |
dc.contributor.referee2.fl_str_mv |
Penha, Renato |
dc.contributor.referee2Lattes.fl_str_mv |
http://lattes.cnpq.br/4084921313999501 |
dc.contributor.referee3.fl_str_mv |
Medeiros, Carlos Alberto Freire |
dc.contributor.referee3Lattes.fl_str_mv |
http://lattes.cnpq.br/9398091583694583 |
dc.contributor.authorLattes.fl_str_mv |
http://lattes.cnpq.br/1544073115134133 |
dc.contributor.author.fl_str_mv |
Mello, Edgar Inácio de |
contributor_str_mv |
Silva, Luciano Ferreira da Silva, Luciano Ferreira da Penha, Renato Medeiros, Carlos Alberto Freire |
dc.subject.por.fl_str_mv |
gerenciamento de projetos motivação movimentação na carreira profissionais de projetos fatores intrínsecos fatores extrínsecos |
topic |
gerenciamento de projetos motivação movimentação na carreira profissionais de projetos fatores intrínsecos fatores extrínsecos project management motivation career movement project professionals intrinsic factors extrinsic factors CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO |
dc.subject.eng.fl_str_mv |
project management motivation career movement project professionals intrinsic factors extrinsic factors |
dc.subject.cnpq.fl_str_mv |
CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO |
description |
The organizational environment must be surrounded by elements that promote the satisfaction of the individuals that comprise it. This is because a poor environment attracts a perception of dissatisfaction, as well as low productivity and engagement on the part of the project team. In this context, it is increasingly becoming a challenge for organizations to properly manage intrinsic and extrinsic motivational factors, given that the relationship between the work environment has undergone many changes over the years. For this reason, it is essential that organizations understand the expectations of their employees, as well as promote actions that increase the motivational factors of their employees. After all, an unmotivated employee may consider a potential career move that could harm the organization. Based on this context, this dissertation aimed to propose a prescriptive model based on intrinsic and extrinsic motivational factors to deal with the career movement of project professionals. Regarding the methodological procedures, a strategy based on a qualitative approach was applied, seeking to understand the phenomenon in depth, this being done through semi-structured interviews. To this end, 21 professionals were interviewed following a protocol with guiding questions and in-depth discussions. The analysis process consisted of three coding cycles, including open, axial, and selective coding. The results of this research showed that the most relevant motivational factor that emerged from Textual Units (UTs) was the extrinsic one. Additionally, after analyzing a co-occurrence matrix, it was identified that: (i) the most relevant motivational and career movement factors are related to non-financial aspects; (ii) intrinsic factors are all related to subjective aspects, while extrinsic motivation factors are related to objective aspects; (iii) extrinsic dissatisfaction factors are related to subjective aspects; and (iv) career movement factors are related to non-financial and subjective aspects, while the factors that prevent career movement are related to non-financial but objective aspects. The contribution to the theory was to show that motivational factors from non-financial aspects are predictors of career movement, or of permanence in one's position or organization. The contributions to the practice consist of, based on the prescriptive model developed, mapping the categories and co-occurrences that are related to the most relevant motivational factors and that intervene positively, or negatively, with aspects of career movement. This research is aligned with research line 2: “Project Management”, linked to the Graduate Program in Project Management — PPGP UNINOVE, just as this dissertation is also aligned with other research linked to the “People Management and Project Management” axis projects. |
publishDate |
2023 |
dc.date.issued.fl_str_mv |
2023-12-05 |
dc.date.accessioned.fl_str_mv |
2024-03-11T21:04:42Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
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publishedVersion |
dc.identifier.citation.fl_str_mv |
Mello, Edgar Inácio de. A relação entre os fatores motivacionais intrínsecos e extrínsecos e a movimentação na carreira de profissionais de projetos. 2023. 116 f. Dissertação( Programa de Pós-Graduação em Gestão de Projetos) - Universidade Nove de Julho, São Paulo. |
dc.identifier.uri.fl_str_mv |
http://bibliotecatede.uninove.br/handle/tede/3283 |
identifier_str_mv |
Mello, Edgar Inácio de. A relação entre os fatores motivacionais intrínsecos e extrínsecos e a movimentação na carreira de profissionais de projetos. 2023. 116 f. Dissertação( Programa de Pós-Graduação em Gestão de Projetos) - Universidade Nove de Julho, São Paulo. |
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UNINOVE |
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Universidade Nove de Julho |
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