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Abstract(s)
A avaliação de desempenho é considerada com uma prática muito relevante ao nível dos recursos humanos e decorre, em norma, da atribuição de objetivos e resultados a atingir pelos colaboradores.
Esta situação poderá provocar uma maior preocupação com os resultados descurando os meios e as formas utilizadas para que os colaboradores os possam atingir. Face ao exposto, surge a necessidade de averiguar se as práticas, objetivos, técnicas e processos de um sistema de avaliação de desempenho poderão exercer influência na motivação dos seus colaboradores no sector da óptica dado que a satisfação com o sistema de avaliação de desempenho tem sido correlacionada positivamente com o empenhamento organizacional.
Esta dissertação tem como objectivo perceber de que forma a satisfação com sistema de avaliação de desempenho pode estar correlacionada com a motivação dos colaboradores do sector da óptica, sendo que foram considerados 188 pessoas para amostra.
Este estudo indica-nos que a satisfação com a avaliação de desempenho tem uma associação significativa e positiva com a motivação intrínseca indo ao encontro de vários autores entre eles, Kuvaas (2006). Adicionalmente indica que uma associação significativa e negativa entre a satisfação com a avaliação de desempenho e a motivação extrínseca, o que vem ao encontro do que nos diz Ankli & Palliam (2012) que nos dizem que os colaboradores são mais inovadores e produtivos quando motivados pelos seus próprios interesses, e não por pressões ou incentivos externos, considerando ainda estes autores, que existe uma relação negativa entre a motivação intrínseca e a motivação extrínseca.
Performance appraisal is a very relevant practice in terms of human resources management and involves the assignment of objectives and results to be achieved by employees. This situation may lead to greater concern about results by neglecting the means and forms used by the employees to achieve them. Therefore it is necessary to investigate whether the practices, objectives, techniques and processes of a performance appraisal system may influence the motivation of its employees within the optical sector. Satisfaction with the performance appraisal system has been correlated positively with the organizational commitment. This dissertation aims to understand how the satisfaction with the performance appraisal system of employees in the optical sector is correlated with their motivation. A sample of 188 people was considered for the study. This research indicates that the satisfaction with the performance appraisal has a significant and positive association with the intrinsic motivation, in agreement with several authors among them, Kuvaas (2006). Additionally, it indicates that a significant and negative association between satisfaction with performance appraisal and extrinsic motivation, which is in line with Ankli & Palliam (2012). According to them, employees are more innovative and productive when motivated by their own interests, and not by external pressures or incentives, also considering these authors, that there is a negative relation between intrinsic motivation and extrinsic motivation.
Performance appraisal is a very relevant practice in terms of human resources management and involves the assignment of objectives and results to be achieved by employees. This situation may lead to greater concern about results by neglecting the means and forms used by the employees to achieve them. Therefore it is necessary to investigate whether the practices, objectives, techniques and processes of a performance appraisal system may influence the motivation of its employees within the optical sector. Satisfaction with the performance appraisal system has been correlated positively with the organizational commitment. This dissertation aims to understand how the satisfaction with the performance appraisal system of employees in the optical sector is correlated with their motivation. A sample of 188 people was considered for the study. This research indicates that the satisfaction with the performance appraisal has a significant and positive association with the intrinsic motivation, in agreement with several authors among them, Kuvaas (2006). Additionally, it indicates that a significant and negative association between satisfaction with performance appraisal and extrinsic motivation, which is in line with Ankli & Palliam (2012). According to them, employees are more innovative and productive when motivated by their own interests, and not by external pressures or incentives, also considering these authors, that there is a negative relation between intrinsic motivation and extrinsic motivation.
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Keywords
Avaliação de desempenho Sistema de avaliação de desempenho Motivação Performance appraisal Performance appraisal system Motivation