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Advisor(s)
Abstract(s)
Na qualidade e no bom desempenho da área dos recursos humanos juntamente com um bom alinhamento das diversas áreas da organização é que se consegue atingir o êxito na satisfação dos seus colaboradores dessa organização. O sistema de recompensas é o fomentador de mudanças dos atos dos trabalhadores, podendo agir como ferramenta para potenciar a satisfação no trabalho se for percecionado como justo. A sua elaboração deve pautar-se por critérios de clareza, transparência e principalmente que sejam entendidos como justos. As recompensas são utilizadas para estimular os comportamentos desejados, mas levando sempre em conta as necessidades dos trabalhadores. Neste sentido, o objetivo da presente investigação consiste em analisar as perceções de justiça organizacional no sistema de recompensas e seu impacto na satisfação do trabalho.
A revisão da literatura foi feita sobre as temáticas principais do estudo: sistemas de recompensas, justiça organizacional e satisfação no trabalho. Foi aplicado um questionário a uma amostra por conveniência de uma empresa no setor bancário, a fim de obter informações que permitam aferir a relação existente entre a satisfação no trabalho e a justiça organizacional. De acordo com os resultados obtidos neste estudo foi possível verificar que, tal como comprovado por estudos levados a cabo por diversos investigadores como, por exemplo Cohen e Cohen (1983), a satisfação no trabalho é influenciada positiva e muito significativamente pelas três dimensões da justiça organizacional, ou seja, justiça distributiva, justiça processual ou procedimental e justiça interacional.
In the quality and good performance of the human resources area together with a good alignment of the different areas of the organization, it is possible to achieve with success the satisfaction of its employees in that organization. The reward system is the promoter of change in workers’ acts, which acts as a tool of persuasion for work and in the perception of organizational justice. They should be drawn up with criteria of clarity, transparency and, above all, that they are perceived as fair. Rewards are used to stimulate desired behaviour, but always taking into account the needs of workers. In this sense, the objective of this research is to analyze the perceptions of organizational justice in the reward system and their impact on job satisfaction, being these aggregated to companies in the private sector, to determine whether perceptions of organizational justice in the reward system have a direct impact on job satisfaction as well as to identify the main points that reward systems impact on the behaviour of the work environment. The literature review was done on the main themes: systems of rewards, organizational justice and job satisfaction. A questionnaire was applied to part of the employees of a company, as a sample in order to obtain information that enables the relationship between job satisfaction and organizational fairness to be estimated. According to the results obtained in this study it was possible to verify that, as we predicted, satisfaction in the work is influenced positively and very significantly (Cohen and Cohen, 1983) by the three dimensions of justice: perception of distributive justice, procedural justice and the perception of interactional justice decisions.
In the quality and good performance of the human resources area together with a good alignment of the different areas of the organization, it is possible to achieve with success the satisfaction of its employees in that organization. The reward system is the promoter of change in workers’ acts, which acts as a tool of persuasion for work and in the perception of organizational justice. They should be drawn up with criteria of clarity, transparency and, above all, that they are perceived as fair. Rewards are used to stimulate desired behaviour, but always taking into account the needs of workers. In this sense, the objective of this research is to analyze the perceptions of organizational justice in the reward system and their impact on job satisfaction, being these aggregated to companies in the private sector, to determine whether perceptions of organizational justice in the reward system have a direct impact on job satisfaction as well as to identify the main points that reward systems impact on the behaviour of the work environment. The literature review was done on the main themes: systems of rewards, organizational justice and job satisfaction. A questionnaire was applied to part of the employees of a company, as a sample in order to obtain information that enables the relationship between job satisfaction and organizational fairness to be estimated. According to the results obtained in this study it was possible to verify that, as we predicted, satisfaction in the work is influenced positively and very significantly (Cohen and Cohen, 1983) by the three dimensions of justice: perception of distributive justice, procedural justice and the perception of interactional justice decisions.
Description
Mestrado em Controlo de Gestão e dos Negócios
Keywords
Justiça distributiva Justiça interacional Justiça processual ou procedimental Satisfação no trabalho Sistema de recompensas Distributive justice Interactional justice Procedural justice Job satisfaction Reward system
Pedagogical Context
Citation
Oliveira, C. M. A. D. (2020). As perceções de justiça organizacional no sistema de recompensas e o seu impacto na satisfação do trabalhador - o caso de uma instituição bancária. (Dissertação de mestrado não publicada). Instituto Politécnico de Lisboa, Instituto Superior de Contabilidade e Administração de Lisboa. Disponível em http://hdl.handle.net/10400.21/13564