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As perceções de justiça organização na avaliação de desempenho: a desigualdade de género e a relação com o ODS 5
| Name: | Description: | Size: | Format: | |
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| 1.19 MB | Adobe PDF |
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Abstract(s)
O presente estudo tem como objetivo analisar o modo como as perceções de justiça organizacional na avaliação de desempenho diferem consoante o género e se as organizações se preocupam com esta questão, designadamente com o ODS 5 (Objetivos de Desenvolvimento Sustentável 5). Uma organização só funciona de forma eficaz se os colaboradores se sentirem satisfeitos. A presença de fatores externos ou a sensação dos colaboradores de que as suas perceções de justiça organizacional são negativas pode resultar num clima de intranquilidade.
Foi realizada uma revisão de literatura sobre várias temáticas em estudo, designadamente avaliação de desempenho, justiça organizacional e o ODS 5. Pretende-se compreender se as empresas estão a respeitar o ODS 5 e se as pessoas têm conhecimentos sobre este tema. É uma temática que ainda não foi muito estudada devido a ser recente. A metodologia utilizada neste estudo é um questionário que foi aplicado através redes sociais, tendo sido obtidas 121 respostas válidas. Trata-se de uma amostra por conveniência. Os dados foram tratados com recurso ao SPSS.
Foram formuladas três questões de investigação. Na primeira questão de investigação, onde se pretende saber se a variável género influencia as várias dimensões de justiça organizacional, concluiu-se que a variável género é um preditor das dimensões de justiça distributiva, justiça processual e justiça interacional relativas à avaliação de desempenho. A segunda e a terceira questões de investigação permitem concluir que as empresas estão a implementar as etapas referidas no ODS 5 e que há uma relação entre as perceções relativas à temática do ODS 5 e as três dimensões de justiça organizacional. Sugere-se para investigações futuras utilizar outros instrumentos de medida, como entrevistas, para efetuar a triangulação de resultados ou podemos aplicar este estudo numa empresa para conseguirmos generalizar os resultados ou então fazer comparações entre uma empresa pública e uma empresa privada.
The aim of this study is to find out whether perceptions of organizational justice in performance appraisals differ according to gender and whether organizations are concerned about this issue, specifically SDG 5 (Sustainable Development Goals). Performance appraisals are important for finding out whether the gender variable is a factor in the results of these appraisals. An organization only works if employees are satisfied; if there are external factors or if employees feel that their perceptions of fairness are not being respected, this can create a climate of unease. A literature review was carried out on various topics such as: performance evaluation, organizational justice and SDG 5. The aim is to understand whether companies are respecting SDG 5 and whether people are aware of this issue. It is a subject that has not yet been widely studied due to its recent nature. The methodology used in this study is a questionnaire that was applied via social networks, and 121 valid responses were obtained. This was a convenience sample. The data was processed using SPSS. Three research questions were formulated. In the first research question, which asks whether the gender variable influences the various dimensions of organizational justice, it was concluded that the gender variable is a predictor of the dimensions of distributive justice, procedural justice and interactional justice relating to performance appraisal. The second and third research questions lead us to conclude that companies are implementing the steps mentioned in SDG 5 and that there is a relationship between perceptions of SDG 5 and the three dimensions of organizational justice. For future research, we suggest using other measuring instruments, such as interviews, to triangulate the results, or we could apply this study to a company to generalize the results or make comparisons between a public company and a private company.
The aim of this study is to find out whether perceptions of organizational justice in performance appraisals differ according to gender and whether organizations are concerned about this issue, specifically SDG 5 (Sustainable Development Goals). Performance appraisals are important for finding out whether the gender variable is a factor in the results of these appraisals. An organization only works if employees are satisfied; if there are external factors or if employees feel that their perceptions of fairness are not being respected, this can create a climate of unease. A literature review was carried out on various topics such as: performance evaluation, organizational justice and SDG 5. The aim is to understand whether companies are respecting SDG 5 and whether people are aware of this issue. It is a subject that has not yet been widely studied due to its recent nature. The methodology used in this study is a questionnaire that was applied via social networks, and 121 valid responses were obtained. This was a convenience sample. The data was processed using SPSS. Three research questions were formulated. In the first research question, which asks whether the gender variable influences the various dimensions of organizational justice, it was concluded that the gender variable is a predictor of the dimensions of distributive justice, procedural justice and interactional justice relating to performance appraisal. The second and third research questions lead us to conclude that companies are implementing the steps mentioned in SDG 5 and that there is a relationship between perceptions of SDG 5 and the three dimensions of organizational justice. For future research, we suggest using other measuring instruments, such as interviews, to triangulate the results, or we could apply this study to a company to generalize the results or make comparisons between a public company and a private company.
Description
Keywords
Avaliação de desempenho Justiça organizacional Desigualdade de género ODS 5 Performance evaluation Organizational justice Gender inequality SDG 5