| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 949.58 KB | Adobe PDF |
Authors
Abstract(s)
Atualmente, as empresas procuram a melhoria da produtividade de forma a aumentar os seus lucros. A avaliação do desempenho tem a capacidade de medir e controlar a produtividade. Esta deve ser conduzida de forma justa uma vez que a perceção de processos e práticas injustas influencia os colaboradores e afeta as suas atitudes e comportamentos, o que, por sua vez, impacta o compromisso e desempenho dos trabalhadores. A melhoria do desempenho e o aumento do compromisso representam fatores essenciais para o sucesso de uma empresa. De forma a estudar estas temáticas, foi escolhido como método a meta-análise qualitativa uma vez que este permite analisar os vários elementos presentes na literatura, estudar as tendências e responder à questão de investigação “De que forma as perceções de justiça organizacional influenciam o compromisso organizacional no contexto da avaliação do desempenho?”. Para isso, foi utilizada a base de dados EBSCO, considerando critérios específicos e foram identificados 30 estudos, que depois de lidos e analisados, respondem à questão de investigação que serve como base a este trabalho. De um modo geral, esta análise exaustiva fornece informações valiosas sobre a relação entre o JO e o CO, destacando o papel da satisfação no trabalho como mediador, a influência de vários moderadores e as consequências das perceções de justiça no compromisso. Os resultados sublinham a importância de práticas de recursos humanos justas e de sistemas transparentes de avaliação do desempenho para promover o compromisso dos trabalhadores e o sucesso organizacional.
Nowadays, companies are looking to improve productivity in order to increase their profits. Performance evaluation has the ability to measure and control productivity. It must be conducted fairly because the perception of unfair processes and practices influences employees and affects their attitudes and behavior, which in turn impacts employee commitment and performance. Improving performance and increasing commitment are essential factors for a company's success. In order to study these issues, a qualitative meta-analysis was chosen as the method since it allows us to analyse the various elements present in the literature, study trends and answer the research question "How do perceptions of organizational justice influence organizational commitment in the context of performance evaluation?". To achieve this, the EBSCO database was used, considering specific criteria, and 30 papers were identified, which, after being read and analyzed, answer the research question on which this paper is based. Overall, this comprehensive analysis provides valuable information on the relationship between organisational justice and organisational commitment, highlighting the role of job satisfaction as a mediator, the influence of various moderators and the consequences of perceptions of justice on commitment. The results underline the importance of fair human resources practices and transparent performance appraisal systems to promote employee commitment and organizational success.
Nowadays, companies are looking to improve productivity in order to increase their profits. Performance evaluation has the ability to measure and control productivity. It must be conducted fairly because the perception of unfair processes and practices influences employees and affects their attitudes and behavior, which in turn impacts employee commitment and performance. Improving performance and increasing commitment are essential factors for a company's success. In order to study these issues, a qualitative meta-analysis was chosen as the method since it allows us to analyse the various elements present in the literature, study trends and answer the research question "How do perceptions of organizational justice influence organizational commitment in the context of performance evaluation?". To achieve this, the EBSCO database was used, considering specific criteria, and 30 papers were identified, which, after being read and analyzed, answer the research question on which this paper is based. Overall, this comprehensive analysis provides valuable information on the relationship between organisational justice and organisational commitment, highlighting the role of job satisfaction as a mediator, the influence of various moderators and the consequences of perceptions of justice on commitment. The results underline the importance of fair human resources practices and transparent performance appraisal systems to promote employee commitment and organizational success.
Description
Keywords
Justiça organizacional Avaliação do desempenho Compromisso organizacional Organisational justice Performance appraisal Organisational commitment