Sentidos do trabalho e da carreira profissional na ótica dos empregados: o caso de uma fundação de previdência e assistência social

Abstract

The conceptions about work and career have been suffering changes through time, as an answer to other changes brought by globalization, development of new technologies, global political scenario and to the human relations in organizations. Changes that reflect themselves in the work relations and on the meaning given by individuals to their work and career under the influence of their personal life experiences. In this context the employee becomes to be responsible for career management, according to how he perceives his own career and work, influencing on its management. Understanding how individuals perceive global work and career scenario is necessary to an effective reflection of organization actions over their professionals, and it allows alignment of expectations and perceptions in the employee-employer relationship. Since these expectations are not aligned and the promises made are not fulfilled, the perception of it is a breach of the psychological contract. The present research sought to identify the meaning attributed to work and it’s own careers, by the Social Security and Future Assistance Foundation (FPAF) employees, a closed supplementary pension entity. For this purpose, a data survey was carried out through interviews supported by the technique of drawing construction and semi-structured script, analyzed through phenomenography and inductive analysis. The outcomes indicate that the sense of work presents itself as a positive conception, assuming meanings of pleasure, subsistence, focus on individuals and society. With respect to the meaning attributed to career in FPAF, the vertical ascension concept is adopted, however, in practice it is only realised as a function (set of activities), with lack of recognition and appreciation, but without causing company layoffs once FAP’s guarantee of permanence is supported by the stability and security provided by the organization. Achieved results can subsidise company responsible personnel to drive actions and human resources in an appropriate manner to their reality regarding people's management, and not only been restrict to actions of just one Legal department. Despite of implementation of it’s Career and Compensation Plan in 2011, the expectation generated among employees was not been met, revealing a breach of the psychological contract. Results still point that despite of employees assign a positive conception of work, when it realises itself as a career in PFAF, they are dissatisfied how it is presented in the company. Thus maintaining, both sides, a satisfactorily minimum performance: There is no professional development, but there are also no layoffs. It is recommended that FPAP rethink it’s management practices related to employees career management and practical applicability level of current Career and Compensation Plan to reflect a career path beyond the traditional bureaucratic one that corresponds to an organizational scenario, stable and economically predictable that restricts employees to hold office and carry out its functions without perspectives of any professional development.