A relação entre os fatores motivacionais intrínsecos e extrínsecos e a movimentação na carreira de profissionais de projetos

Abstract

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.