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Publication
Relação das Perceções de Justiça Organizacional na Avaliação de Desempenho
| Name: | Description: | Size: | Format: | |
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| 1.75 MB | Adobe PDF |
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Abstract(s)
A avaliação de desempenho é utilizada pelas organizações para aprovisionar os programas de
desenvolvimento, distribuição de recompensas e, também, para fornecer uma perceção de
justiça aos trabalhadores em relação às suas tarefas, aos postos de trabalho, à organização, às
chefias e aos departamentos. É um processo contínuo através do qual a comunicação é
afetivamente feita entre as chefias e os funcionários de uma organização.
O objetivo deste trabalho é explorar o sistema de avaliação de desempenho no âmbito da
justiça organizacional, e, mais especificamente, dos três tipos de justiça, designadamente, a
justiça distributiva, a justiça procedimental e a justiça interacional.
Assim, pretende-se conhecer a perceção dos militares em relação à distribuição de resultados
na avaliação de desempenho, à forma como se processa a avaliação de desempenho e à
dinâmica das relações na avaliação de desempenho.
A amostra deste estudo foram 231 militares, das categorias de Oficiais e Sargentos, de várias
especialidades, da Força Aérea Portuguesa. Os dados foram recolhidos através de um
questionário disponibilizado a todos os militares dos Quadros Permanentes da Força Aérea.
Pelos resultados obtidos, observou-se que há perceção de justiça organizacional no sistema de
avaliação do mérito nos militares da Força Aérea, com coeficientes positivos em todas as
dimensões de justiça. Destaca-se a justiça interpessoal, seguida da distributiva, procedimental,
e informacional. Verifica-se ainda que as perceções de justiça procedimental e informacional
estão muito próximas.
The performance evaluation is used by organizations to fund development programs, reward distribution and also to provide employees a perception of justice regarding their duties, jobs, the organization, the managers and the departments. It is an ongoing process through which communication is affectively made between managers and employees of an organization. This study objective is to explore the performance evaluation system in the context of organizational justice, and more specifically, the three dimensions of justice, namely, distributive justice, procedural justice and interactional justice. Thus, we intend to learn the perception of the military concerning the results distribution in performance evaluation, how it is processed and its relationships dynamics. The sample consisted of 231 military, Officers and Sergeants of various specialties, from the Portuguese Air Force. Data was collected through a questionnaire available to all permanent staff military with the Air Force. From the results, it was observed that there is perception of Organizational Justice in the evaluation of merit of Air Force’s Airmen system with positive coefficients in all dimensions of justice. There is the interpersonal justice, followed by distributive, procedural and informational. It also notes that the procedural and informational justice perceptions are very close.
The performance evaluation is used by organizations to fund development programs, reward distribution and also to provide employees a perception of justice regarding their duties, jobs, the organization, the managers and the departments. It is an ongoing process through which communication is affectively made between managers and employees of an organization. This study objective is to explore the performance evaluation system in the context of organizational justice, and more specifically, the three dimensions of justice, namely, distributive justice, procedural justice and interactional justice. Thus, we intend to learn the perception of the military concerning the results distribution in performance evaluation, how it is processed and its relationships dynamics. The sample consisted of 231 military, Officers and Sergeants of various specialties, from the Portuguese Air Force. Data was collected through a questionnaire available to all permanent staff military with the Air Force. From the results, it was observed that there is perception of Organizational Justice in the evaluation of merit of Air Force’s Airmen system with positive coefficients in all dimensions of justice. There is the interpersonal justice, followed by distributive, procedural and informational. It also notes that the procedural and informational justice perceptions are very close.
Description
Keywords
Justiça organizacional Justiça interacional Justiça distributiva Justiça procedimental Justiça na avaliação de desempenho Militares da Força Aérea Portuguesa