O objetivo do presente estudo foi examinar o impacto do conhecimento e habilidade obtidos através de treinamentos, cursos livres ou de atualização na área de finanças de empresa, na percepção da performance adaptativa e na percepção do sucesso na carreira de profissionais que ocupam funções na área financeira de empresas.
Além de conhecimentos adquiridos no período de formação fundamental para a vida profissional, os indivíduos são demandados por conhecimentos específicos, sendo necessário que estes sejam adequados aos requisitos do trabalho. A natureza e as consequências da falta de compatibilidade entre as habilidades individuais, os interesses, as preferências, a personalidade ou as crenças de um indivíduo e os requisitos correspondentes às funções organizacionais desempenhadas têm sido tema de estudo em economia, psicologia e sociologia, tentando identificar as consequências econômicas, psicológicas e sociais derivadas, emergentes quando as habilidades e qualificações dos trabalhadores não se ajustam àquelas exigidas pelos empregos disponíveis.
A adequação entre as habilidades e conhecimentos obtidos pelo profissional com os requisitos do trabalho seriam proxies da sua produtividade e de sua satisfação. Verificou-se através de duas escalas subjetivas, a Subjective Career
Success Inventory (SCSI), escala criada por Shockley et al. (2015) para a medir a
percepção da satisfação com a carreira (SC), e a Adaptative Performance, escala de Charbonnier-Voirin e Roussel (2012) para a medir a percepção de performance adaptativa (PA).
Para analisar os dados coletados na pesquisa optou-se pela modelagem de equações estruturais (SEM) empregando o método dos mínimos quadrados parciais (PLS).
Os resultados do estudo indicam que o tempo dedicado em treinamentos, cursos livres ou de atualização na área de finanças de empresa influenciam direta e positivamente na percepção da performance adaptativa do profissional de finanças, que por sua vez influencia na percepção de satisfação na carreira do profissional financeiro. Ou seja, o tempo de estudo aumenta a correspondência do profissional com o ambiente de trabalho e melhora a percepção de performance adaptativa, que é a capacidade do profissional se adaptar a ambientes em mudança. Os resultados
advindos desta capacidade geradora de desempenho aumentam a percepção do sucesso do indivíduo em relação à sua carreira. Desta forma, o estudo de finanças de empresa se faz essencial na formação complementar dos profissionais financeiros demandados pelo mercado de trabalho.
Limitações devem ser consideradas quando da utilização das descobertas e implicações desta pesquisa. Devido à natureza perceptiva dos dados captados, é possível existir problemas associados a realidade das percepções dos respondentes. As escalas usadas foram desenvolvidas e validadas em populações que não a brasileira e a amostra não têm representatividade nacional, pois foi obtida praticamente de profissionais associados ao instituto de executivos financeiros. Características dos respondentes, como 69% de profissionais financeiros ativos na área financeira, em estágio definido de carreira (76%) e com muitas horas de estudo em finanças (82,3% tendo cursado programas em finanças de empresa), podem ter impedido a comparação com grupos que não atuam na área financeira ou que atuam na área financeira e não possuem conhecimento de finanças. Um novo estudo poderia se concentrar em extrair dados de uma amostra mais ampla e heterogênea.
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Anexo 1 - Questionário Subjective Career Success Inventory (SCSI).
SCSI Items
The stem for each item is “Considering my career as a whole…”
Dimension 1: Recognition
…my supervisors have told me I do a good job.
…the organizations I worked for have recognized me as a good performer. …I have been recognized for my contributions.
Dimension 2: Quality Work
…I am proud of the quality of the work I have produced. …I have met the highest standards of quality in my work. …I have been known for the high quality of my work.
Dimension 3: Meaningful Work
…I think my work has been meaningful. …I believe my work has made a difference. …the work I have done has contributed to society.
Dimension 4: Influence
…decisions that I have made have impacted my organization.
…the organizations I have worked for have considered my opinion regarding important issues. …others have taken my advice into account when making important decisions.
Dimension 5: Authenticity
…I have been able to pursue work that meets my personal needs and preferences. …I have felt as though I am in charge of my own career.
…I have chosen my own career path
Dimension 6: Personal Life
…I have been able to spend the amount of time I want with my friends and family. …I have been able to have a satisfying life outside of work.
…I have been able to be a good employee while maintaining quality non-work relationships.
Dimension 7: Growth and Development
…I have expanded my skill sets to perform better. …I have stayed current with changes in my field
…I have continuously improved by developing my skill set.
Dimension 8: Satisfaction
…my career is personally satisfying. …I am enthusiastic about my career. …I have found my career quite interesting.
Anexo 2 – Questionário Adaptative Performance.
Adaptative Performance Items
Dimension 1: Creativity
I do not hesitate to go against established ideas and propose an innovative solution. Within my department, people rely on me to suggest new solutions.
I use a variety of sources/types of information to come up with an innovative solution. I develop new tools and methods to resolve new problems.
Dimension 2: Reactivity in the face of emergencies or unexpected circumstances I am able to achieve total focus on the situation to act quickly.
I quickly decide on the actions to take to resolve problems.
I analyze possible solutions and their ramifications quickly to select the most appropriate one. I easily reorganize my work to adapt to the new circumstances.
Dimension 3: Interpersonal adaptability
Developing good relationships with all my counterparts is an important factor of my effectiveness. I try to understand the viewpoints of my counterparts to improve my interaction with them.
I learn new ways to do my job better in order to collaborate with such people. I willingly adapt my behavior whenever I need to in order to work well with others
Dimension 4: Training and learning effort
I undergo training on a regular basis at or outside of work to keep my competencies up to date. I am on the lookout for the latest innovations in my job to improve the way I work.
I look for every opportunity that enables me to improve my performance (training, group project, exchanges with colleagues, etc.).
Dimension 5: Managing work stress
I prepare for change by participating in every project or assignment that enables me to do so. I keep my cool in situations where I am required to make many decisions
I look for solutions by having a calm discussion with colleagues.