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Abstract(s)
O mercado de trabalho português tem sofrido alterações na última década. Se no passado um indivíduo exercia apenas uma profissão no mesmo local de trabalho ao longo de toda a sua carreira profissional, hoje verifica-se, cada vez mais, o oposto. A possibilidade de escolha e poder de decisão por parte dos colaboradores das diferentes organizações, aliado aos inúmeros desafios que vão surgindo no mercado de trabalho, fazem aumentar a rotatividade, traduzindo-se em percursos profissionais voláteis e distintos, que por sua vez resultam num mercado de trabalho mais instável. Assim, tem vindo a tornar-se evidente a importância das pessoas no mercado de trabalho: compreendeu-se que são estas o motor de qualquer organização, que
tornam possível o seu sucesso e evolução, o que implica a necessidade, e quase obrigatoriedade, de os indivíduos de hoje se sentirem felizes e motivados profissionalmente. Neste sentido, a justiça organizacional traduz-se numa dimensão fundamental a analisar, na medida em que permite uma maior compreensão acerca do comprometimento das organizações em adotar medidas e estratégias que motivem os seus colaboradores e em reter aqueles que têm as competências técnicas e comportamentais que mais se adequam aos objetivos organizacionais.
O presente estudo surge assim com o principal objetivo de analisar as perceções de justiça organizacional face ao sistema de recompensas, de forma a compreender qual o (seu) impacto na motivação dos colaboradores.
De forma a analisar a problemática em questão foi aplicada uma metodologia descritiva quantitativa com recurso a um questionário que integra as três temáticas anteriormente referidas (justiça organizacional, sistema de recompensas e motivação). Este foi aplicado em três empresas distintas, escolhidas tendo em conta a sua dimensão no que ao número de colaboradores respeita – empresa grande, média e de pequena dimensão.
Os resultados obtidos indicam que a motivação no trabalho faz aumentar a produtividade, assim como o comportamento dos superiores hierárquicos para com os colaboradores, sobretudo a sua honestidade e o respeito demonstrado durante o trabalho, influenciam a motivação dos mesmos. Constatou-se também que a justiça interacional é a única que tem impacto explicativo na motivação dos colaboradores.
The portuguese labor market has changed over the last decade. If in the past an individual practiced only one profession in the same workplace throughout his/her professional career, today the opposite is increasingly true. The possibility of choice and decision-making power of employees in different organizations, combined with the numerous challenges that arise in the labor market, increase turnover, resulting in volatile and distinct career paths, which in turn result in a more unstable labor market. Thus, the importance of people in the labor market has become evident: it has been understood that they are the engine of any organization, which makes its success and evolution possible, implying the need, and almost the obligation, for today's individuals to feel happy and professionally motivated. In this sense, organizational justice is a fundamental dimension to be analyzed, once it allows for a greater understanding of the commitment of organizations to adopt measures and strategies that motivate their employees and retain those who have the technical and behavioral skills that best fit the organizational goals. Therefore, this study emerges with the main objective of analyzing the organizational justice perspectives in relation to the reward system, in order to understand what is (its) impact on employee’s motivation. In the pursuance of analyzing the issue in question, a quantitative descriptive methodology was applied using a questionnaire that integrates the three themes previously mentioned (organizational justice, reward system and motivation). This questionnaire was applied to three different companies, chosen according to their size in terms of the number of employees - large, medium and small companies. The results of this study indicate that motivation at work does increase productivity, and that the behaviour of superiors towards their employees, especially their honesty and respect shown during work, influences their motivation. It was also found that interactional justice is the only one that has explanatory impact on employee motivation.
The portuguese labor market has changed over the last decade. If in the past an individual practiced only one profession in the same workplace throughout his/her professional career, today the opposite is increasingly true. The possibility of choice and decision-making power of employees in different organizations, combined with the numerous challenges that arise in the labor market, increase turnover, resulting in volatile and distinct career paths, which in turn result in a more unstable labor market. Thus, the importance of people in the labor market has become evident: it has been understood that they are the engine of any organization, which makes its success and evolution possible, implying the need, and almost the obligation, for today's individuals to feel happy and professionally motivated. In this sense, organizational justice is a fundamental dimension to be analyzed, once it allows for a greater understanding of the commitment of organizations to adopt measures and strategies that motivate their employees and retain those who have the technical and behavioral skills that best fit the organizational goals. Therefore, this study emerges with the main objective of analyzing the organizational justice perspectives in relation to the reward system, in order to understand what is (its) impact on employee’s motivation. In the pursuance of analyzing the issue in question, a quantitative descriptive methodology was applied using a questionnaire that integrates the three themes previously mentioned (organizational justice, reward system and motivation). This questionnaire was applied to three different companies, chosen according to their size in terms of the number of employees - large, medium and small companies. The results of this study indicate that motivation at work does increase productivity, and that the behaviour of superiors towards their employees, especially their honesty and respect shown during work, influences their motivation. It was also found that interactional justice is the only one that has explanatory impact on employee motivation.
Description
Mestrado em Contabilidade e Gestão das Instituições Financeiras
Keywords
Justiça organizacional Justiça distributiva Justiça procedimental Justiça interacional Sistema de recompensas Motivação Organizational justice Distributive justice Procedural justice Interactional justice Reward system Motivation
Citation
Gomes, E. L. (2022) As perceções de justiça organizacional face aos sistemas de recompensas e o seu impacto na motivação dos colaboradores. (Dissertação de mestrado não publicada). Instituto Politécnico de Lisboa, Instituto Superior de Contabilidade e Administração de Lisboa. Disponível em http://hdl.handle.net/10400.21/15341