Abstract This study aims to identify the predominant career profiles among Generation Y in Brazil and investigate the influence of demographic and professional characteristics in these profiles. Career profiles are defined as combinations of the presence of Boundaryless and Protean career attitudes. This study is descriptive, the sample is non-probabilistic and intentional and consists of 2,376 people. Cluster Analysis and Chi-square tests were used. The results show that people from Generation Y have a high presence of attitudes related to new careers and that these new careers are associated with high education and high income, mainly the Boundaryless career. However, there is a small portion of the sample that doesn’t present new career attitudes, indicating that this is just a movement and cannot be considered a reality for all studied subjects.

This study compared two different structural models regarding the direct or mediation role satisfaction has in the prediction of commitment bond, in the context of a public and traditional Brazilian organization, the Military Police. A quantitative and qualitative combination of methods was used to measure relationships between variables and to contextualize the results found from 10,052 surveyed workers. We conducted interviews with six high command officers and a focus group comprised of seven members from the three highest organizational levels. Content analysis and structural equation modeling (SEM) were used in the analysis process. Evidence was found that satisfaction with relationships is an antecedent of commitment, which mediates its relationships with other variables, such as work and personal characteristics. Understanding the organization's characteristics and the use of a substantial sample of its employees simultaneously allowed for testing complex structural models and investigating a labor segment that has been neglected by commitment research.

Neste trabalho, procurou-se analisar as relações entre variáveis do contexto organizacional e de gestão de pessoas e as inovações. Os principais objetivos foram analisar e comparar os aspectos organizacionais e de gestão de pessoas que têm contribuído para a implementação de inovações. Foram conduzidos três estudos de caso em instituições hospitalares, duas localizadas no Brasil e uma nos Estados Unidos. Os resultados da pesquisa indicaram que a adoção de determinadas variáveis do contexto organizacional e de gestão de pessoas poderá estimular a inovação. Além disso, foi possível concluir que essas mesmas variáveis, quando alinhadas aos objetivos organizacionais de inovação, poderão facilitar a superação de obstáculos inerentes ao setor da saúde e que impedem a implementação bem-sucedida de inovações.

This research analyses the relationship between organizational and human resources management variables with inovation. Its main objective was to analyze and compare the aspects of the organization and strategic management of human resources that have contributed to implement inovations. Three case studies were conducted in health care organizations. Two of these organizations are located in Brazil and one in the United States. The results indicate that the adoption of specific organizational and human resources management variables may stimulate inovation. Furthermore, it was possible to conclude that when these variables are aligned to the organization´s objectives and strategy, it facilitates the barriers to change, inherent to health care organizations, and the implementation of inovations tend to be more successful.

Este estudio trata de examinar las relaciones entre las variables del contexto de la organización y gestión de las personas y de las innovaciones. Sus principales objetivos fueron el análisis y la comparación de los aspectos de la organización y la gestión de las personas que han contribuido para la implementación de innovaciones. Fueron realizados tres estudios de caso en instituciones hospitalarias, siendo dos ubicadas en Brasil y una en los Estados Unidos. Los resultados de esta pesquisa indican que la adopción de ciertas variables del contexto de la organización y de la gestión de las personas puede estimular la innovación. Además, fue posible concluir que las mismas variables, cuando estaban en consonancia con los objetivos organizacionales de la innovación, podrán facilitar la superación de los obstáculos inherentes al sector de la salud, los cuales evitan la implementación exitosa de las innovaciones.

Four cases of Brazilian Multinationals from the information technology [IT] sector were compared in their international Human Resources strategy. The analysis is focused on the development and application of two research models. One analyzes the level of subsidiary autonomy in terms of strategic HR decisions, including difficult decisions regarding coordination in multinationals, following the theoretical approach of the autonomy of subsidiaries (Kidger, 2002; Nohria & Ghoshal, 1997). The other is related to the level of internationalization of HR strategies, defined as the capacity to take advantage of globalization, providing the best resources for the company regardless of where they are located (Sparrow, 2007). Both models were applied in a multiple case study method (Eisenhardt, 1989). Data were collected through semi-structured interviews and company reports, and analyzed through content analysis. The results show: (a) a more centralizing characteristic of the multinational companies examined, despite the limitations of this choice as shown by the literature; and (b) that Brazilian IT multinationals tend to rely more on their national competencies when managing human resources instead of going global to aggregate differentiated competencies.

Neste estudo, é analisada a agenda da pesquisa do comprometimento, estabelecida por diversosautores considerados clássicos nesse campo de estudo. É analisada também a literatura brasileira sobre comprometimento organizacional, especialmente os 34 trabalhos publicados nos anais das últimas nove edições do Encontro Anual da ANPAD, já que os artigos publicados sobre comprometimento nas principais revistas brasileiras de Administração normalmente são apresentados neste evento. Com as recomendações contidas nessas agendas, analisamos os progressos obtidos pela pesquisa brasileira, mostrando o que foi feito, suas lacunas e seus novos desafios. Assim o trabalho se divide em três partes: (1) na primeira parte, são apresentadas as principais vertentes conceituais do comprometimento; (2) na segunda, são apresentadas as agendas de pesquisa e discutidos os avanços e lacunas da pesquisa brasileira; e, (3) na conclusão, é apresentada uma nova agenda para a pesquisa do comprometimento no Brasil, mostrando caminhos que ela deve percorrer.

In this study, the organizational commitment agenda established by several classical authors is analyzed. The Brazilian organizational commitment research, specially 34 articles published in the last nine ANPAD annual meetings is also analyzed. Commonly, the articles published in main Brazilian journals are previously presented in ANPAD meetings. With the agendas and authors' recommendations the Brazilian research is analyzed, showing what was done, the gaps and new challenges. Then, the work is divided in three parts: (1) in the first part the main organizational commitment theoretical concepts are presented; (2) in the second part the research agendas are presented and the Brazilian research progress and gaps are discussed; and, (3) in conclusion, a new Brazilian organizational commitment agenda is presented, showing the directions in which the research should go.

RESUMO O objetivo deste estudo é elaborar uma proposição de modelo conceitual sobre comprometimento organizacional, baseando-se no referencial teórico apresentado e nas especificidades brasileiras; e, posteriormente, constatar sua coerência frente às estratégias de Recursos Humanos adotadas por empresas que pretendem obter vantagem competitiva sustentável, com base no fator humano, em longo prazo. A pesquisa foi aplicada a duas empresas de culturas distintas: 525 colaboradores da Companhia do Metropolitano de São Paulo -Metrô e 180 colaboradores da Nortel Networks do Brasil responderam a um questionário de 153 questões sobre diversas variáveis precedentes ao comprometimento. Foram realizadas entrevistas com administradores das duas empresas para o desvendar das respectivas culturas organizacionais. Deste modo, pôde-se apreciar a relação existente entre as diferentes culturas e as principais variáveis explicativas do comprometimento dos colaboradores.

ABSTRACT The importance of the collaborator's commitment to the organization's objectives is evidenced by the new paradigm of industrial production: the integrated flexible automation. The several conceptual approaches and the respective theoretical sources in the investigation of organizational commitment results in an opportune study for the proposition of a large conceptual model, for the best understanding of that phenomenon. The research was applied to two companies of different cultures: 525 professionals of the Subway of São Paulo and 180 collaborators of Nortel Networks of Brazil answered a questionnaire of 153 subjects on several precedent variables to the commitment. The second stage of the research was accomplished throught interviews with people of administrative level for unmasking of the respective organizational cultures. Thus, the existent relationship can be appreciated between different cultures and the main explanatory variables of the collaborators’ commitment.