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O Efeito Moderador da Antiguidade na Organização na Relação Motivação - Desempenho Percecionado dos Colaboradores de uma IPSS
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Abstract(s)
A motivação dos colaboradores representa um dos pilares fundamentais para o sucesso organizacional, influenciando diretamente o desempenho percecionado, a dedicação e a persistência nas tarefas. Esta relação é determinante para o alcance de objetivos tanto organizacionais como individuais, uma vez que a motivação molda os comportamentos, a intensidade e a continuidade do esforço no contexto laboral. O presente estudo tem como objetivo geral compreender a relação entre os níveis de motivação e o desempenho percecionado laboral dos colaboradores da APPACDM de Viseu, uma Instituição Particular de Solidariedade Social (IPSS), avaliando, adicionalmente, se essa relação é influenciada pela antiguidade na organização dos profissionais. Os objetivos específicos incluem: (1) analisar os níveis de motivação tendo em conta as dimensões da escala (motivação de desempenho; motivação tendo em vista a organização do trabalho; motivação de envolvimento; motivação de realização e poder); (2) analisar o desempenho percecionado tendo em conta comportamentos produtivos, adaptativos e contraproducentes; A metodologia adotada
assenta numa abordagem quantitativa, baseada num modelo de moderação. A recolha de dados será realizada através de dois instrumentos validados: uma escala multidimensional de motivação no trabalho e um questionário de desempenho laboral, sendo ainda aplicado um questionário sociodemográfico para caracterização da amostra. A amostra foi composta por profissionais de diversas áreas funcionais, incluindo cargos técnicos e administrativos, garantindo uma boa representatividade da organização, totalizando 55 participantes (n=55) da qual 78,2% eram do sexo feminino e 21,8% do sexo masculino, com uma média de idades de 43,31 (M=43,21; DP=11,81) anos. A análise estatística foi feita com recurso a SPSS 29.0 e Jamovi 2.6. Os resultados revelaram que a motivação de envolvimento prediz significativamente o desempenho de tarefa (β = .599, p < .001), A antiguidade na organização não demonstrou efeito moderador significativo, indicando que o impacto da motivação no desempenho percecionado se mantém constante ao longo do tempo de permanência na organização.
Employee motivation represents one of the fundamental pillars for organizational success, directly influencing perceived performance, dedication, and persistence in tasks. This relationship is crucial for achieving both organizational and individual goals, as motivation shapes behavior, intensity, and continuity of effort in the workplace. The general objective of this study is to understand the relationship between motivation levels and perceived work performance of the employees of APPACDM de Viseu, a Private Institution of Social Solidarity (IPSS), additionally assessing whether this relationship is influenced by the employees’ tenure in the organization. The specific objectives include: (1) analyzing motivation levels considering the scale dimensions (perceived performance motivation; motivation regarding work organization; engagement motivation; achievement and power motivation); (2) analyzing perceived performance considering productive, adaptive, and counterproductive behaviors. The methodology adopted is based on a quantitative approach, grounded in a moderation model. Data collection was carried out using two validated instruments: a multidimensional work motivation scale and a perceived work performance questionnaire, along with a sociodemographic questionnaire to characterize the sample. The sample consisted of professionals from various functional areas, including technical and administrative positions, ensuring good organizational representativeness, totaling 55 participants (n = 55), of whom 78.2% were female and 21.8% male, with a mean age of 43.31 years (M = 43.21; SD = 11.81). Statistical analysis was conducted using SPSS 29.0 and Jamovi 2.6. The results showed that engagement motivation significantly predicts task performance (β = .599, p < .001). Tenure in the organization did not demonstrate a significant moderating effect, indicating that the impact of motivation on performance remains constant over time within the organization.
Employee motivation represents one of the fundamental pillars for organizational success, directly influencing perceived performance, dedication, and persistence in tasks. This relationship is crucial for achieving both organizational and individual goals, as motivation shapes behavior, intensity, and continuity of effort in the workplace. The general objective of this study is to understand the relationship between motivation levels and perceived work performance of the employees of APPACDM de Viseu, a Private Institution of Social Solidarity (IPSS), additionally assessing whether this relationship is influenced by the employees’ tenure in the organization. The specific objectives include: (1) analyzing motivation levels considering the scale dimensions (perceived performance motivation; motivation regarding work organization; engagement motivation; achievement and power motivation); (2) analyzing perceived performance considering productive, adaptive, and counterproductive behaviors. The methodology adopted is based on a quantitative approach, grounded in a moderation model. Data collection was carried out using two validated instruments: a multidimensional work motivation scale and a perceived work performance questionnaire, along with a sociodemographic questionnaire to characterize the sample. The sample consisted of professionals from various functional areas, including technical and administrative positions, ensuring good organizational representativeness, totaling 55 participants (n = 55), of whom 78.2% were female and 21.8% male, with a mean age of 43.31 years (M = 43.21; SD = 11.81). Statistical analysis was conducted using SPSS 29.0 and Jamovi 2.6. The results showed that engagement motivation significantly predicts task performance (β = .599, p < .001). Tenure in the organization did not demonstrate a significant moderating effect, indicating that the impact of motivation on performance remains constant over time within the organization.
Description
Keywords
Colaboradores Motivação Desempenho percecionado Antiguidade na Organização