ROTATIVIDADE DOCENTE EM PROGRAMAS DE PÓS-GRADUAÇÃO EM ADMINISTRAÇÃO: UM ESTUDO DE CASOS MÚLTIPLOS

• Autor(a) principal: Matui, Paulo César
• Data de Publicação: 2011
• Tipo de documento: Dissertação
• Idioma: por
• Título da fonte: Biblioteca Digital de Teses e Dissertações da METODISTA
• Texto Completo: http://tede.metodista.br/jspui/handle/tede/173
• topic: Rotatividade Docente; PPGA; CAPES; produção de sentido; teoria institucional; e Redes sociais; Teacher turnover; PPGA; CAPES; sensemaking; Institutional theory; and Social Networks; CNPQ::CIENCIAS HUMANAS::EDUCACAO::ADMINISTRACAO EDUCACIONAL::ADMINISTRACAO DE SISTEMAS EDUCACIONAIS

This research examines teacher turnover as a dependent variable of the context in which PPGAs analyzed are embedded. Therefore, we adopted the methodology of Multiple Case Study with bias in social networks. It is considered that the regulatory decisions of CAPES and symbols such as statutes, rules and canons of the cases examined in this study, influence decisions to dismiss. We found evidence that it is the belief in a labor turnover as emerging practice in the field of HEIs (High Education Institutions) confessional (UMESP, PUC/SP and UPM) as a resource to adapt to the changes proposed by CAPES. To this end, in order to produce improvements in scientific productivity and fit the criteria for evaluation of CAPES, the coordinators of PPGA-Ego attach to another teacher turnover PPGA-Alter the main success factor of PPGA-Alter. The evidences are based on inter-subjectivity between different programs coordinators of the examined cases, so the labor turnover may be dependent on the context and it is not at random phenomenon or even atomistic. This work also contributes to the suggestion of future work, for example, dysfunctional turnover and other described at the end. In all three cases - PPGA UMESP, UPM and PPGA PPGA PUC-SP - occurred teacher mobility for state and private institutions, which the coordinators interviewed represent an unfavorable change in some respect for the teachers who resigned. In this sense is now required a specific job, possibly an empirical evaluation based on the constructs of intention to resign based on studies of Organizational Behavior or I/O Psychology (Industrial and Organizational Psychology) Congruence and Person-Organization (Argyris, 1973 , Kristoff, 1996), Models RH (ARTHUR, 1982; Mobley, 1982; BAUM, 1993), Steers and Mowday model and others. However contextualized and structured.