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Advisor(s)
Abstract(s)
Com o aumento da esperança média de vida e do adiamento da idade da reforma, as
carreiras profissionais tornam-se mais longas. Vivemos numa época em que estão
constantemente a surgir novas profissões em detrimento de outras o que faz com que se
procure uma constante atualização.
Esta investigação pretende compreender as motivações que levam pessoas de meia-idade
a ingressarem no ensino superior e os impactos que o diploma traz quer a nível pessoal,
quer organizacional, bem como, perceber a posição das organizações face a esta
diversidade. Para isso, contactaram-se três tipos de participantes: pessoas diplomadas
após os 40 anos, empresas que contratam estas pessoas e empresas de Gestão de Recursos
Humanos. Utilizou-se uma metodologia qualitativa onde foi privilegiada a entrevista
semiestruturada e a análise de conteúdo.
Os resultados, além de mostrarem que existe um longo caminho a percorrer por parte das
Organizações contratantes relativamente à empregabilidade e ao planeamento de carreiras
dos seus colaboradores e a existência de benefícios na contratação desses candidatos,
mostraram que as trajetórias de carreira nem sempre passam por alteração de emprego
percebendo-se que a evolução profissional pode não constituir o principal foco e que a
motivação para o ingresso no ensino superior reflete-se, em muitos casos, em motivações
pessoais, de realização de sonhos/desejos de juventude e na busca de melhorar reputação
socialmente.
Identificam-se limitações e aconselhadas sugestões para estudos futuros.
With the increase in average life expectancy and the postponement of the retirement age, professional careers are becoming longer. We live in a time when new professions are constantly emerging to the detriment of others, which means that people are constantly looking to update themselves. This research aims to understand the motivations that lead middle-aged people to enter higher education and the impacts that the diploma has on both personal and organisational levels, as well as to understand the position of organisations in the face of this diversity. To this end, three types of participants were contacted: people graduating after the age of 40, companies that hire these people and Human Resources Management companies. A qualitative methodology was used, favouring semi-structured interviews and content analysis. The results, as well as showing that there is a long way to go on the part of the hiring organisations with regard to the employability and career planning of their employees and the existence of benefits in hiring these candidates, showed that career paths do not always involve changing jobs, with the realisation that professional development may not be the main aim and that the motivation for entering higher education is often reflected in personal motivations, the fulfilment of youthful dreams/desires and the quest to improve one's social reputation. Limitations have been identified and suggestions made for future studies.
With the increase in average life expectancy and the postponement of the retirement age, professional careers are becoming longer. We live in a time when new professions are constantly emerging to the detriment of others, which means that people are constantly looking to update themselves. This research aims to understand the motivations that lead middle-aged people to enter higher education and the impacts that the diploma has on both personal and organisational levels, as well as to understand the position of organisations in the face of this diversity. To this end, three types of participants were contacted: people graduating after the age of 40, companies that hire these people and Human Resources Management companies. A qualitative methodology was used, favouring semi-structured interviews and content analysis. The results, as well as showing that there is a long way to go on the part of the hiring organisations with regard to the employability and career planning of their employees and the existence of benefits in hiring these candidates, showed that career paths do not always involve changing jobs, with the realisation that professional development may not be the main aim and that the motivation for entering higher education is often reflected in personal motivations, the fulfilment of youthful dreams/desires and the quest to improve one's social reputation. Limitations have been identified and suggestions made for future studies.
Description
Keywords
Recém-diplomados de meia-idade Motivação para o ensino superior Carreira de recém-diplomados de meia-idade Estudo exploratório Recent middle-aged graduates Motivation for higher education Exploratory study Careers of recent middle-aged graduates