Justicia organizacional, desempeño laboral y discapacidad

Este artículo expone los resultados de una revisión documental de los conceptos de justicia organizacional, desempeño laboral en relación al colectivo de personas en situación de discapacidad. La pesquisa se efectuó en bases de datos bibliográficas de acceso abierto y restringido a textos completos y referenciales en línea, textos impresos en bibliotecas de instituciones de educación superior. Los hallazgos fundamentan la evidencia del nivel de incidencia que tienen las acciones de las empresas en las percepciones de justicia organizacional de sus empleados y la relación que existe entre estas y el desempeño laboral. Sin embargo, esta correlación ha sido establecida en trabajadores sin limitaciones o restricciones en sus funcionamientos, pero no en empleados con alguna situación de discapacidad y menos aún en el contexto colombiano.

A satisfação profissional e a cultura organizacional : uma análise a partir do modelo ASH no Centro Federal de Educação Tecnológica do Rio Grande do Norte

With the need of the companies in becoming more competitive within the market, it arises an incessant search for selective human potential, with a high level of capacity and low rotativity, which motivation results in production raise, quality optimization and waste reduction. This scenario requires a strategy development which advantages the Human Resources Quality Management. This way, the model of the Human System Audit (HSA), developed by the Spanish researchers Ouijano and Navarro, presents itself as an important tool to diagnosis and evaluation, contemplating the environment where the organization is inserted, its strategies, its organizational design, its processes and its organizational effectiveness. In this sense, the present study has identified the existent relation between the professional satisfaction and the Organizational Culture, based in the model HSA. The research has been a quantitative-descriptive one and has had as population the technical-administrative workers from the Federal Center of Technical Education of Rio Grande do Norte (CEFET RN). The data collection has occurred during May, 2008, by means of the application of a questionnaire in the HSA model. The sample was composed by 167 subjects, distributed among the Five units of the institution. It was used the factorial analysis, with the extraction method of main components and orthogonal rotation varimax, in order to extract the dimensions of the satisfaction and of the organizational culture and the calculation of Cronbach s Alpha coefficient, to evaluate the reliability of these dimensions. The factorial analysis of the satisfaction indicators has identified four factors,, all of them showing significance: gratefulness and relationship , self-realization , stability and security and physical conditions and social benefits . The result of the factorial analysis with the indicators of the organizational culture has extracted four factors and among them, three of them have obtained significance: Personal Satisfaction Style , Competitive-Denial-Power Style and the Conventional-Dependent Style . After identifying the dimensions of the satisfaction and culture found at CEFET-RN, it has been notice the existence or not of relation among them, through the application of Pearson s coefficient. It has been verified that all of the dimensions of the Professional satisfaction are correlated with some dimension of the organizational culture, having in outstand position, with higher intensity, the relation between the culture style of Personal Satisfaction and the satisfaction factor referring to the self-realization

Diagnóstico da cultura organizacional em hospitais da rede privada de Natal/RN

As peculiaridades presentes no ser humano são observadas a partir da manifestação de sua cultura. Estas manifestações podem ser influenciadas pelo contexto social do indivíduo. A cultura nacional é uma destas influências. A brasileira, por exemplo, possui alguns traços nacionais peculiares ao seu povo que amenizam a sua complexidade e pluralidade. Estes traços podem se tornar influentes na cultura organizacional, através da manifestação das práticas e dos valores utilizados pela organização. Diante disso, o presente trabalho teve como objetivo diagnosticar a cultura organizacional dos hospitais, enfatizando as práticas e os valores organizacionais e a percepção dos colaboradores sobre a cultura organizacional. A metodologia utilizada na pesquisa foi de caráter descritivo e explicativo. A pesquisa ocorreu através da aplicação do Instrumento Brasileiro para a Avaliação da Cultura Organizacional IBACO, com 283 sujeitos distribuídos em três hospitais da rede privada de Natal/RN. As evidências encontradas pelo estudo foram analisadas através do software estatístico SPSS, com as técnicas multivariadas de análise fatorial, análise de aglomerados e análise discriminante. A partir dessas análises, foram obtidos cinco fatores distribuídos entre práticas e valores apresentados pelo IBACO, que foram: as práticas de recompensa e treinamento; integração externa e promoção do relacionamento interpessoal; e, os valores de satisfação, bem-estar e cooperação dos empregados e profissionalismo competitivo. Os grupos encontrados na análise apresentaram divergências de opinião quanto às práticas e os valores utilizados nos hospitais. Concluiu-se, portanto, que o Hospital A apresentou uma cultura mais proativa e voltada mais para a satisfação e bem-estar dos funcionários. Já os outros dois hospitais apresentaram culturas semelhantes, com limitações quanto à valorização do bem-estar e da cooperação entre os colaboradores, porém com uma boa prática do relacionamento interpessoal

A dinâmica do campo organizacional e a adoção de estratégias na carcinicultura do RN

This study aimed to understand the relations inside the organizational Structuring of the shrimp Field - the shrimp agribusiness placed in Rio Grande do Norte State and the strategies adopted by its players. In order to achieve that, semi-structured interviews were conducted with samples of various organizations that act in the field, like cooperatives, associations, enterprises of different links in the chain, universities and state agencies. The interviews built up a large collection of secondary data. As expected, it was found that Field and strategies are related in a recursive way: the configuration of the field, a result from his own biography, has decisively influenced the strategies adopted by its actors, who, as evolved, eventually caused further changes in the Field and outlines the plot of this area of interaction. It was found, for example, that after thirty-five years of its genesis, the Field of shrimp RN still has a low level of institutionalization, which helps to understand the difficulty of its actors in establish strategies based on partnerships and cooperation; Those actions are so necessary to alleviate the effects of the crisis that devastated the industry since 2004. It was noticed, however, that this level of institutionalization is a result, beside other factors, the very strategies that field actors are embracing along its trajectory. Thus, this study hopes to have contributed both to the necessary revival of the agency to institutional phenomenon, cited by Oliver (1991), and to meet the need for more contextualized approaches to organizational strategies (MINTZBERG, 1987; CLEGG, 2004; WHITTINGTON, 2004; 2006; SARAIVA and CARRIERI, 2007). It is an exploratory study that needs further investigation in order to get deep in this research. In this sense, others methodologies and theoretical perspectives need to be used, especially those relating to the seizure of the disputes and discursive aspects of power, as salient in the field investigated. Moreover, in terms of "practical actions", it is suggested that, as soon as possible, the main actors of the field (cooperatives, companies, and state entities in class) can be able of agglutinate efforts to support the shrimp field in RN State and make sustainable actions, which can promote the development of activity in a global view. On the apse of shrimp activities everybody wanted to be the "father of the child," Now, someone has to "stay in the goal."

Relações entre mecanismos de coordenação e controle com desempenho organizacional: um estudo nas instituições públicas de ensino médio de Natal

This research aimed at relating coordination and control forms to organizational performance. The multicase study was applied in two public high schools: Centro Federal de Educação Tecnológica do Rio Grande do Norte and Floriano Cavalcanti. In order to accomplish these objectives, it was developed a qualitative analysis and considered coordination and control forms of several authors. Also was considered Sander´s (1984) model of organizational performance. The mentioned model considers two criteria to analyze organizational performance: one instrumental (efficiency and efficacy) and other substantive (effectiveness e relevance). The research attempts to show the importance of balancing these criteria in a way that effectiveness and relevance becomes more important at schools. It was proven that the use of bureaucratic coordination forms has the power to influence the evaluation on the instrumental technique. At the same time, it was observed that the use of mechanisms based on the autonomy of the school is related to efficiency and efficacy. The object of this research can be considered successful

A satisfação dos clientes internos e o comprometimento organizacional: um estudo à luz do modelo ASH nas indústrias alimentícias do RN

Currently the organizations are passing for continuous cycles of changes due to necessity of survival in the work market. The administration of the future points a way to the organizations of today and tomorrow, the search of the competitiveness from loyalty and motivation of its staff. Of this form, the model of the Auditoria do Sistema Humano (ASH), developed for Spanish researchers and that now it is being applied in Brazil, contemplates a series of dimensions about Human Resources management quality in the companies and the organizational effectiveness, such as the environment where the company is inserted, the strategies, the organizational drawing, the psychological and psychosocial processes, e the reached results. In this direction, the present research analyzed the factors of job satisfaction and organizational commitment, making, also, a relation of causality between the same ones. The quantitative-descriptive research had as population the employees of twenty three nourishing industries of the State of Rio Grande do Norte (Brazil), registered in the Federacy of the Industries of the state. The collection of the data occurred for the months of October of 2005 and March of 2006, by means of the application of questionnaire of model ASH. The sample was composed for 197 employees, however it was observed presence of five outliers, that they had been excluded from the analysis of the data. To extract the dimensions of the satisfaction and the commitment and identification the factorial analysis was used, with extraction method of principal components, rotation Varimax and normalization Kaiser. The gotten dimensions had been evaluated with the calculation of the coefficient Alpha of Cronbach. The factorial analysis of the pointers of the organizational commitment and identification had extracted ten factors. Of these, four had gotten significance of the analyses inside: affective commitment, values commitment, continuance commitment and necessity commitment. The result of the analysis of the pointers of job satisfaction indicated four factors: extrinsic, motivations, relation with the friends and auto-accomplishment. To deal with the data the relation between job satisfaction and organizational commitment it was used technique of multiple regression. The correlation between commitment and satisfaction was satisfactory, detaching the affective commitment with bigger index of correlation, followed of the affective one

Licenciamento zero: da mudança legal à mudança organizacional

A Administração Pública Portuguesa tem sentido necessidade de se modernizar e, na procura desse objetivo, têm sido criados diversos programas de simplificação administrativa em Portugal. No âmbito de um desses programas – o Simplex, surgiu o programa Licenciamento Zero que visa reduzir os procedimentos necessários ao licenciamento de determinadas atividades económicas. O presente trabalho pretendeu demonstrar como se projetou legalmente a implementação do Licenciamento Zero e como se procedeu a implementação organizacional desta medida, procurando identificar as principais dificuldades da sua implementação. Pretendeu-se ainda conhecer os procedimentos de licenciamento antes do projeto Licenciamento Zero, e compará-los com a realidade posterior à sua implementação. Para isso, fez-se um foco na área da publicidade. Por fim, procurou-se compreender quais as vantagens desta desmaterialização, desburocratização e modernização administrativa para as empresas, bem como compreender quais as consequências positivas e negativas sentidas pelas entidades responsáveis pelo licenciamento, nomeadamente a Câmara Municipal de Vagos.

Innovación organizacional en la producción de cacao orgánico en Perú : estudio de caso de la cooperativa agraria Oro Verde

Frente a un escenario global turbulento en cuanto a los sistemas agroalimentarios, con fuertes cambios respecto a una demanda creciente y exigente de productos diferenciados, existen oportunidades comerciales para pequeños productores organizados en cooperativas o asociaciones, los cuales desarrollan subsistemas estrictamente coordinados. Perú se ha consolidado como un importante productor de cacao orgánico en el mundo, abasteciendo el 33 por ciento de la producción mundial. Sus exportaciones vienen creciendo con una tasa de 19 por ciento anual y en él coexisten muchas cooperativas y asociaciones dedicadas a este negocio. Oro Verde es una cooperativa desarrollada en la región San Martín y a pesar de su poca participación en el mercado viene creciendo a una tasa de 48 por ciento anual en sus exportaciones. Teniendo en cuenta que todas las organizaciones operan bajo el mismo ambiente institucional formal, surge la necesidad de estudiar en qué medida la innovación organizacional facilita mejoras tecnológicas y de aspectos comerciales a partir de la cooperativa agraria Oro Verde. Para atender a la pregunta de investigación se utilizó como metodología un estudio de caso simple incrustado y como tipo de investigación la epistemología fenomenológica, combinando herramientas cualitativas y cuantitativas (entrevistas a funcionarios y encuestas a productores). Se encuestaron 102 socios (25 por ciento) de la cooperativa. Los resultados se procesaron a partir del software InfoStat mediante el análisis multivariado: Análisis de Componentes Principales (ACP) combinado con clúster. Del análisis de las variables del ambiente organizacional surge que la transacción entre el productor socio y Oro Verde está alineada, existe dependencia bilateral y bajos costos de transacción. Los productores presentaron satisfacción en el desempeño organizacional y conformidad en el precio y plazo de pago. En el ambiente tecnológico los productores reconocieron mejoras en la tecnología implementada por la cooperativa, que les permitió posicionarse por encima de la media tecnológica del subsistema de cacao orgánico de Perú. En aspectos comerciales, se caracterizó por dos estrategias: la diferenciación y la segmentación. Se encontró alta conformidad en torno a las decisiones comerciales adoptadas por la cooperativa. Del ACP se obtuvo dos autovalores (CP1: Innovación Tecnológica y CP2: Servicio de transporte y logística) que explican el 68 por ciento de la variabilidad total. La característica más diferenciada de los grupos formados fue la lejanía a su centro de acopio. Los indicadores de conformidad de precio y plazo de pago guardan correlación positiva con el desempeño general de la cooperativa. Se concluye que la innovación organizacional de la cooperativa agraria Oro Verde, facilitó la evolución tecnológica y mejora de aspectos comerciales de los pequeños productores de cacao orgánico, teniendo bajos costos de transacción derivados del nivel de coordinación alcanzado y reflejado en la satisfacción de sus socios.

Comunicação e imagem organizacional: um estudo de suas relações no comércio varejista de shopping centers

This study shows the results of an exploratory-descriptive research that aimed to identify the latent dimensions of communication, as well as finding relations between such dimensions and organizational image. The sample came to a total of 267 respondents, being 89 managers or owners and 178 salespeople of clothing and footwear stores that are situated in the main five shopping centers located in Natal, capital of Rio Grande do Norte. The collection of the data was made by the use of two structuralized and validated instruments, being the answers measured in the likert scale of 6 points. For the measurement of communication it was used the instrument developed by Downs and Hazen (2002), made up of 8 latent dimensions and 32 indicators. For the image it was used the model of Mael and Ashforth (1992) that contains 5 indicators. The analysis of the data was made through of the use of statistical techniques of factorial analysis and structural equations modeling. The results of the factorial analysis demonstrated communication as being formed by five latent dimensions. The modeling, on the other hand, demonstrated to exist positive relations between communication and organizational image, whose results revealed that the image is influenced by the communication with the supervisor, by the organizational integration and as being stronger explained by the vertical communication