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Perceção de Justiça
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Esta dissertação consiste numa análise da relação entre as diferentes dimensões da justiça organizacional e as diferentes dimensões do compromisso organizacional. O principal objetivo é compreender se a perceção que os colaboradores têm relativamente à justiça organizacional tem efeito/influência no compromisso que têm com a organização onde trabalham. Para além disso, tentou perceber-se se o clima organizacional teria efeito moderador na relação destas variáveis.
Fizeram parte da amostra 55 participantes de ambos os sexos, com idades compreendidas entre os 22 e 56 anos.
Foi usada uma metodologia quantitativa (questionários), cuja análise permitiu chegar aos resultados pretendidos. Os resultados mostram ser divergentes: relativamente ao compromisso afetivo, este é afetado negativamente pelas duas dimensões da justiça organizacional; o compromisso normativo é afetado positivamente apenas pela justiça procedimental; e o compromisso calculativo é afetado positivamente pela justiça distributiva. O clima organizacional demonstrou ter efeito moderador apenas na relação entre a perceção de justiça distributiva e procedimental com o compromisso organizacional normativo. Deste modo terminou-se com a análise das variáveis sociodemográficas, cujos resultados mostraram que o departamento onde os colaboradores trabalham, as habilitações literárias e as horas que passam na organização têm influência na relação das variáveis em estudo.
Abstract This thesis is an analysis of the relationship between the different dimensions of organizational justice and the different dimensions of organizational commitment. The main objective is to understand the perceptions that employees have regarding organizational justice has effect/influence the appointment have with the organization they work for. In addition, if it is attempted to realize the organizational environment would moderating effect on the relationship between these variables. The sample included 55 participants of both sexes , aged between 22 and 56 years. A quantitative methodology (questionnaires), whose analysis has lead to the desired outcomes was used. The results show that it is divergent: relation to affective commitment, this is negatively affected by two dimensions of organizational justice; normative commitment is positively affected only by procedural justice; and calculative commitment is positively affected by distributive justice. The organizational climate has demonstrated only moderating effect on the relationship between perceptions of distributive and procedural justice to the normative organizational commitment. Thus ended with the analysis of sociodemographic variables, the results showed that the department where employees work, the qualifications and the hours they spend in the organization influence the relationships of the variables under study.
Abstract This thesis is an analysis of the relationship between the different dimensions of organizational justice and the different dimensions of organizational commitment. The main objective is to understand the perceptions that employees have regarding organizational justice has effect/influence the appointment have with the organization they work for. In addition, if it is attempted to realize the organizational environment would moderating effect on the relationship between these variables. The sample included 55 participants of both sexes , aged between 22 and 56 years. A quantitative methodology (questionnaires), whose analysis has lead to the desired outcomes was used. The results show that it is divergent: relation to affective commitment, this is negatively affected by two dimensions of organizational justice; normative commitment is positively affected only by procedural justice; and calculative commitment is positively affected by distributive justice. The organizational climate has demonstrated only moderating effect on the relationship between perceptions of distributive and procedural justice to the normative organizational commitment. Thus ended with the analysis of sociodemographic variables, the results showed that the department where employees work, the qualifications and the hours they spend in the organization influence the relationships of the variables under study.
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Keywords
Compromisso organizacional Justiça organizacional Clima organizacional
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Publisher
Universidade Europeia - Laureate International Universities