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O impacto da satisfação com a avaliação de desempenho no comprometimento organizacional dos funcionários públicos: caso UON
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Abstract(s)
O objectivo desta dissertação prende-se na necessidade de sabermos que impacto a satisfação com a avaliação de desempenho tem no comprometimento organizacional dos colaboradores da Universidade 11 de Novembro, em Angola. Para o efeito, achamos conveniente optar pela metodologia quantitativa com a aplicação de um questionário aos colaboradores da referida Universidade numa amostra não representativa de N 100 colaboradores.
Para tal, utilizamos duas escalas: a que mede a satisfação para com o sistema de avaliação de desempenho organizacional na era das competências proposta por Barros (2007) na sua dissertação de mestrado e o instrumento sobre o comprometimento organizacional proposto por Meyer e Allen (1997) e utilizado por Nascimento e Lopes (2008).
Após o tratamento estatístico a base de SPSS, denotamos que a satisfação com a avaliação de desempenho tem uma correlação positiva com o comprometimento organizacional, sendo a maior correlação vista no comprometimento normativo, com os colaboradores acima dos 40 anos a apresentarem maior obrigação de permanecer na organização.
Também denotamos com o estudo que os colaboradores com menor nível académico são os que apresentam maiores índices de insatisfação e os bacharéis, aqueles que apresentam maior satisfação com a avaliação de desempenho. Relativamente as funções, os motoristas e os chefes de repartição são os mais satisfeitos, enquanto os operários e jardineiros os menos satisfeitos com as avaliações de desempenho.
O presente estudo tem implicações nos processos de políticas de recursos humanos, pois verificou-se que é fundamental a organização rentabilizar o constructo afectivo, pois é este que melhor se identifica com os outputs dos recursos humanos.
Algumas limitações foram apresentadas neste trabalho e neste sentido, foram propostas algumas sugestões para investigações futuras de modo que o tema seja solidificado e contribua para o portefólio científico com novas variáveis em estudo.
The presente research purpose is to study the impact of satisfaction with the performance appraisal on organizational commitment of employees of the University November 11 in Angola. To this end, we find it convenient to opt for quantitative methodology having aplied a questionnaire to a non-representative sample of N 100 employees in this university. Therefore, we used two scales: one measureds satisfaction with performance appraisal proposed by Barros (2007) in his Master dissertation and the other measured organizational commitment as proposed by Meyer and Allen (1997) and used by Nascimento and Lopes (2008). After statistical analysis with SPSS, we denote that satisfaction with the performance appraisal has a positive correlation with organizational commitment, with the highest correlation being with normative commitment, where employees above the age of 40 have a higher obligation to remain in organization. Also the study denotes that employees with lower academic level are those with the highest rates of dissatisfaction and those holding a Bachelor degree showing, the stronger level of satisfaction with performance appraisal. Regarding jobs, drivers and heads of division were the most satisfied, while the workers and gardeners the least satisfied with the performance appraisal. This study has implications in the definition of of human resources policies, namely that it is crucial to develop the affective dimension of commitement, as it is this dimension that represents on of the best drivers for human resources performance. Some limitations were identified in this work and in this sense, some suggestions are proposed for further investigation so that the subject is solidified and contribute to the scientific portfolio with new variables.
The presente research purpose is to study the impact of satisfaction with the performance appraisal on organizational commitment of employees of the University November 11 in Angola. To this end, we find it convenient to opt for quantitative methodology having aplied a questionnaire to a non-representative sample of N 100 employees in this university. Therefore, we used two scales: one measureds satisfaction with performance appraisal proposed by Barros (2007) in his Master dissertation and the other measured organizational commitment as proposed by Meyer and Allen (1997) and used by Nascimento and Lopes (2008). After statistical analysis with SPSS, we denote that satisfaction with the performance appraisal has a positive correlation with organizational commitment, with the highest correlation being with normative commitment, where employees above the age of 40 have a higher obligation to remain in organization. Also the study denotes that employees with lower academic level are those with the highest rates of dissatisfaction and those holding a Bachelor degree showing, the stronger level of satisfaction with performance appraisal. Regarding jobs, drivers and heads of division were the most satisfied, while the workers and gardeners the least satisfied with the performance appraisal. This study has implications in the definition of of human resources policies, namely that it is crucial to develop the affective dimension of commitement, as it is this dimension that represents on of the best drivers for human resources performance. Some limitations were identified in this work and in this sense, some suggestions are proposed for further investigation so that the subject is solidified and contribute to the scientific portfolio with new variables.
Description
Keywords
Comprometimento organizacional Avaliação de desempenho Satisfação