BEM-ESTAR NO TRABALHO: O IMPACTO DOS VALORES ORGANIZACIONAIS, PERCEPÇÃO DE SUPORTE ORGANIZACIONAL E PERCEPÇÕES DE JUSTIÇA

A complexidade crescente no ambiente de trabalho tem exigido capacidade de adaptação dos empregados, com papéis exigindo maior flexibilidade e criatividade para superar os desafios que se apresentam. Ciclos de vida de produtos cada vez menores num mercado muito agressivo têm acarretado enormes pressões nos empregados, com efeitos colaterais na saúde, como estresse e doenças psicossomáticas. O tratamento de doenças, embora relevante para minimizar o sofrimento humano, não tem sido suficiente para dar respostas desejadas neste ambiente de trabalho numa concepção de saúde que abranja o bem-estar e que permita aos empregados enfrentar melhor os desafios que se apresentam. O campo da psicologia positiva, voltada ao estudo dos fatores que propiciam o florescimento das pessoas, permite às organizações, gestores e empregados ampliar o leque de alternativas possíveis para melhorar a saúde das pessoas, com reflexos positivos para as organizações. O objetivo deste estudo visou a confirmar se os valores organizacionais, percepção de suporte organizacional e percepções de justiça (distributiva e de procedimentos) são antecedentes de bem-estar no trabalho, um construto composto das variáveis de satisfação no trabalho, envolvimento com o trabalho, e comprometimento organizacional afetivo. A amostra envolveu 404 trabalhadores atuando em empresas na região da Grande São Paulo, sendo 209 do sexo masculino e 193 do sexo feminino. Dividiu-se a amostra a partir de dois agrupamentos de empresas, o setor financeiro (compreendendo uma empresa com 243 respondentes) e o setor não financeiro (compreendendo 13 empresas com um total de 161 respondentes). Como instrumento para coleta de dados utilizou-se de um questionário composto de sete escalas, abrangendo as três variáveis de bem-estar no trabalho e as quatro variáveis independentes estudadas como seus antecedentes. Os resultados deste estudo, nos dois setores estudados, confirmaram que a percepção de suporte organizacional e a percepção de justiça distributiva acarretam maior satisfação no trabalho. A justiça de procedimentos também mostrou capacidade preditiva de satisfação no trabalho para o setor financeiro. O valor organizacional autonomia confirmou-se como antecedente de envolvimento com o trabalho nos dois setores. O valor organizacional realização e a percepção de justiça de procedimentos posicionaram-se como antecedentes de comprometimento organizacional afetivo para os setores não financeiro e financeiro, respectivamente. O valor organizacional preocupação com a coletividade e a percepção de suporte organizacional mostraram capacidade preditiva de comprometimento organizacional afetivo para os setores financeiro e não financeiro, respectivamente. Os resultados revelam que se promove o bem-estar no trabalho quando, nas organizações, se adotam políticas e práticas que dêem suporte e tratamento digno aos empregados, reforçando valores organizacionais que promovam um ambiente propício à inovação e à criatividade, com maior autonomia, onde os gestores valorizam a competência e o sucesso dos trabalhadores, e onde se predomina a honestidade e a sinceridade nas relações entre as pessoas e a organização. Os empregados tenderão a desenvolver transações típicas das trocas sociais, investindo seus esforços para a organização, com base na confiança e na lealdade.

Antecedents and outcomes of abusive supervision:test of a trickle-down model

The authors examined antecedents of abusive supervision and the relative importance of interactional and procedural justice as mediators of the relationship between abusive supervision and the work outcomes of affective organizational commitment and individual- and organization-directed citizenship behaviors. Data were obtained from subordinate-supervisor dyads from a telecommunication company located in southeastern China. Results of moderated regression analysis revealed that authoritarian leadership style moderated the relationship between supervisors' perceptions of interactional justice and abusive supervision such that the relationship was stronger for supervisors high rather than low in authoritarian leadership style. In addition, results of structural equation modeling analysis revealed that subordinates' perceptions of interactional but not procedural justice fully mediated the relationship between abusive supervision and the work outcomes. Implications for future investigations of abusive supervision are discussed. Copyright 2007 by the American Psychological Association.

Explaining employee turnover in an Asian context

Employee turnover is giving sleepless nights to HR managers in many countries in Asia. A widely-held belief in these countries is that employees have developed 'bad' attitudes due to the labour shortage. Employees are believed to job-hop for no reason, or even for fun. Unfortunately, despite employee turnover being such a serious problem in Asia, there is a dearth of studies investigating it; in particular studies using a comprehensive set of variables are rare. This study examines three sets of antecedents of turnover intention in companies in Singapore: demographic, controllable and uncontrollable. Singapore companies provide an appropriate setting as their turnover rates are among the highest in Asia. Findings of the study suggest that organisational commitment, procedural justice and a job-hopping attitude were three main factors associated with turnover intention in Singapore companies.

A multi-level investigation of psychological contract breach and organizational identification through the lens of perceived organizational membership:testing a moderated-mediated model

Drawing on the perceived organizational membership theoretical framework and the social identity view of dissonance theory, I examined in this study the dynamics of the relationship between psychological contract breach and organizational identification. I included group-level transformational and transactional leadership as well as procedural justice in the hypothesized model as key antecedents for organizational membership processes. I further explored the mediating role of psychological contract breach in the relationship between leadership, procedural justice climate, and organizational identification and proposed separateness–connectedness self-schema as an important moderator of the above mediated relationship. Hierarchical linear modeling results from a sample of 864 employees from 162 work units in 10 Greek organizations indicated that employees' perception of psychological contract breach negatively affected their organizational identification. I also found psychological contract breach to mediate the impact of transformational and transactional leadership on organizational identification. Results further provided support for moderated mediation and showed that the indirect effects of transformational and transactional leadership on identification through psychological contract breach were stronger for employees with a low connectedness self-schema.

Opportunity, fair process and relationship value:career development as a driver of proactive work behaviour

In line with recent findings from organisational justice theory, we hypothesised that employee proactive behaviour and careerist orientation is predicted by the interplay of perceived favourability of career development opportunities, the perceived fairness of the procedures used to decide them, and employee organisational commitment. Employees (N = 325) of a large financial services organisation responded to a self-completion questionnaire. As predicted, when career development opportunities were viewed unfavourably, perceived procedural justice was significantly and positively related to individual proactive behaviour and significantly and negatively related to careerist orientation but only when organisational commitment was high. It appears that high procedural justice may only 'offset' the negative effects of unfavourable career development opportunities when employees identify with, and are committed to, their organisation. Further support is presented for a relational, rather than instrumental, model of procedural justice when reflecting on employee reactions to their employers' policies and decision-making. Implications for theory and practice are discussed.

Satisfaction with complaint handling:a replication study on its determinants in a business-to-business context

Research on the drivers of satisfaction with complaint handling (SATCOM) underlines the importance of procedural, relational, and interactional justice (Orsingher, Valentini, & de Angelis, 2010). Since these SATCOM-studies are largely conducted in business-to-consumer (B2C) markets, it is unclear what drives SATCOM in business-to-business (B2B) markets. Therefore, we replicate the justice model in an industrial context and find significant differences for procedural justice and interactional justice but not for distributive justice. While distributive justice is equally important in both contexts, procedural justice is more important in B2B markets whereas interactional justice drives SATCOM only in B2C markets. © 2013 Elsevier B.V.

Fair price and its effect on willingness to purchase

The purpose of the present research is to demonstrate the influence of a fair price (independent of the subjective evaluation of the price magnitude) on buyers' willingness to purchase. The perceived fairness of a price is conceived to have three components: perceived equity, perceived need, and inferred compliance of the seller to the process rules of pricing. These components reflect the Theories of Distributive Justice (as adjusted for conditions of need) and Procedural Justice.^ The effect of the three components of a fair price on willingness to purchase is depicted in a theoretically causal chain model. Based on the Theories of Dissonance and Attribution, conditions of inequity and need activate concerns for Procedural Justice. Under conditions of inequity and need, buyers tend to infer that the seller has not complied with the generally accepted pricing practices, thus violating the social norms of Procedural justice. Inferred violations of Procedural Justice influence the buyer's attitude toward the seller. As predicted by the Theory of Reasoned Action, attitude is then positively related to willingness to purchase.^ The model was tested with a survey-based experiment conducted with 408 respondents. Two levels of both equity and need were manipulated with scenarios, a common research method in studies of Distributive and Procedural Justice. The data were analyzed with a structural equation model using LISREL. Although the effect of the "need" manipulation was insignificant, the results indicated a good fit of the model (Chi-square = 281, Degrees of Freedom = 104, Goodness of Fit Index =.924). The conclusion is that the fairness of a price does have a significant effect on willingness to purchase, independent of the subjective evaluation of the objective price. ^

An examination of psychological meaningfulness, safety, and availability as the underlying mechanisms linking job features and personal characteristics to work engagement

The present study tested a nomological net of work engagement that was derived from its extant research. Two of the main work engagement models that have been presented and empirically tested in the literature, the JD-R model and Kahn's model, were integrated to test the effects that job features and personal characteristics can have on work engagement through the psychological conditions of meaningfulness, safety, and availability. In this study, safety refers to psychological perceptions of safety and not workplace safety behaviors. The job features that were tested in this model included person-job fit, autonomy, co-worker relations, supervisor support, procedural justice, and interactional justice, while the personal characteristics consisted of self-consciousness, self-efficacy, extraversion, and neuroticism. Thirty-four hypotheses and a conceptual model were tested in order to establish the viability of this nomological net of work engagement in which it was expected that meaningfulness would mediate the relationships between job features and work engagement, safety would mediate the relationships that job features and personal characteristics have with work engagement, and availability (physical, emotional, and cognitive resources) would mediate the relationships that personal characteristics have with work engagement. Furthermore, analyses were run in order to determine the factor structure of work engagement, assess whether or not it exhibits differential validity from organizational commitment and job satisfaction, and confirm that it is positively related to the outcome variable of organizational citizenship behavior (OCB). The final sample consisted of 500 workers from an online labor market who responded to a questionnaire composed of measures of all constructs included in this study. Findings show that work engagement is best represented as a three-factor construct, composed of vigor, dedication and absorption. Furthermore, support was found for the distinction of work engagement from the related constructs of organizational commitment and job satisfaction. With regard to the proposed model, meaningfulness proved to be the strongest predictor of work engagement. Results show that it partially mediates the relationships that all job features have with work engagement. Safety proved to be a partial mediator of the relationships that autonomy, co-worker relations, supervisor support, procedural justice, interactional justice, and self-efficacy have with work engagement, and fully mediate the relationship between neuroticism and work engagement. Findings also show that availability partially mediates the positive relationships that extraversion and self-efficacy have with work engagement, and fully mediates the negative relationship that neuroticism has with work engagement. Finally, a positive relationship was found between work engagement and OCB. Research and organizational implications are discussed.

Workplace accommodations : potential moderators of perceived fairness

This study examined variables that may influence coworkers' acceptance of accommodations made for employees with disabilities. Agreeableness, conscientiousness, emotional stability, self-esteem, and emotional intelligence were predicted to affect the relationship between procedural justice and fairness perceptions of accommodations made for disabled workers. Approximately 400 university students read one of four accommodation scenarios and provided fairness ratings in order to test eight hypotheses. Results provided evidence that the presence of procedural justice had a direct influence on participants' fairness perceptions of implemented accommodations. Participants' individual characteristics were also directly related to fairness perceptions. Additionally, conscientiousness was found to moderate the relationship between the presence of procedural justice and fairness perceptions. Findings from this study suggest that organizations should use clear and consistent guidelines and procedures to determine and implement accommodations. Additionally, findings reinforce the importance of keeping individuals informed of the ways in which decisions are made within an organization.

Perceções de (In)Justiça na Avaliação de Desempenho das Forças de Venda: estudo em empresas do sector farmacêutico

Num mundo competitivo com alterações profundas nos processos de trabalho e desempenho, surgem necessidades de novas formas de avaliação e competências profissionais. Estas necessidades promovem um ambiente nem sempre justo e saudável, algo imprescindível para o bem-estar de uma organização. O presente estudo objetiva verificar perceções de justiça organizacional da avaliação de desempenho de duas empresas do sector farmacêutico (empresa A e empresa B). Do mesmo modo verifica-se de que forma as variáveis sociodemográficas afetam ou fragmentam a avaliação de desempenho. Este tema é pouco explorado em Portugal, contribuindo para o aprofundamento da compreensão da multidimensionalidade da perceção de justiça nas forças de vendas destas organizações. A pesquisa descritiva foi realizada por meio de levantamento, com assertivas extraídas da pesquisa de Sotomayor (2006), para investigar as perceções de justiça distributiva, processual, interpessoal e informacional. Os resultados obtidos neste estudo indicam perceção de justiça organizacional na avaliação de desempenho por parte da força de vendas em todas as quatro dimensões distintas, apresentando a justiça procedimental um score de destaque, seguida da justiça distributiva. A organização B apresenta níveis mais elevados de prevalência de justiça distributiva, procedimental, interpessoal e informacional face à organização A. No que respeita à relação entre as variáveis sociodemográficas e à perceção de justiça na avaliação de desempenho, a mesma não é suportada nesta amostra não comprometendo a perceção de justiça. Do presente estudo retira-se o quanto determinante nas organizações que envolvem forças de venda são as políticas e práticas de gestão de desempenho, acautelando o sucesso estratégico sustentado da organização, percecionando que com estas a organização as valoriza e cuida do seu bem-estar, com perceções positivas de justiça na avaliação de desempenho. / In a competitive world with profound changes in work processes and performance needs arise new forms of evaluation and professional skills. These needs foster an environment not always fair and healthy, something essential for the well-being of an organization. This study aims to verify perception of organizational justice evaluation of performance of two companies in the pharmaceutical sector (company A and company B). Likewise there is how sociodemographic varia-bles affect or fragmenting the performance appraisal. This theme is underexplored in Portugal, contributing to the deepening of understanding of the multidimensionality of perception of justice in these organizations sales forces. The descriptive research was conducted through survey, with the extracted assertions Sotomayor research (2006), to investigate the perceptions of distributive, procedural, interpersonal and informational justice. The results of this study indicate organizational justice perception on performance appraisal by the sales force in all four different dimensions, presenting procedural justice an outstanding score, followed by distributive justice. The organization B has higher levels of prevalence of distributive justice, procedural, interpersonal and informational face the organization A. As regards the relationship between sociodemographic variables and the perception of justice in performance appraisal, it is not supported in this sample does not compromising the perception of justice. The present study withdraws how decisive in organizations involving sales force policies and performance management practices, cautioning sustained strategic success of the organization, perceived that the organization values and cares for your well-being, with positive perceptions justice in performance appraisal.

It is just not fair: the Endangered Species Act in the United States and Ontario

The United States and the Canadian province of Ontario have enacted endangered species laws that regulate private land. The rationale for this is that the vast majority of endangered species in the two countries rely on private lands for survival. However, from a landowner perspective the law is deemed unfair. This paper presents analysis from 141 interviews with landowners in three U.S. states and Ontario. In recognition of distributive justice claims, both the U.S. government and the Ontario government have enacted programs aimed at increasing financial incentives for participation and compliance with the law. However, the law is still perceived as unfair. The central argument of this paper is that future amendments and new policies for endangered species should confront two other forms of environmental justice: procedural justice and justice-as-recognition. Landowners in both countries expressed not only concerns about compensation, but also a deep desire to be included in the protection and recovery process, as well as to be recognized by government and society as good stewards of the land. The paper concludes by stating that future policy amendments need to address justice-as-recognition if endangered species conservation on private lands is to be considered fair by landowners.

Experiências de (in)justiça com os professores e comportamentos de desvio na adolescência

Tese de Doutoramento em Psicologia na área de especialidade Psicologia Social

Some features of the law and order model in Spain

This research is based on the hypothesis that law and order model is displacing the procedura justice system in Spain. After a thorough review of the international literature, one can observe that the traditional structure of the penal system does not seem to be capable of containing the new forms of crime. The new penal model assumes that public opinion is alarmed and unwilling to understand rational approaches to crime, so it will be likely to accept measures aimed at calming the fear of crime, through extensive control policies and penal tools to manage uncivil behavior. Objectives and methodology A measuring instrument has been developed to confirm this hypothesis, consisting of ten features that characterize the law and order model. This instrument has been used to identify examples of its ten features in the rules and practices developed at each phase of the Spanish criminal justice system. The analysis has focused specifically on public discourse about delinquency, criminal policy decisions, legislative processes, police routines, judicial dynamics, and prison system practices. Main results The investigation has shown that there are many processes and practices indicating that the law and order model is consolidating itself in the Spanish penal system. Nevertheless this process has a different intensity at each phase, being stronger at the legislative stage and softer in the penitentiary enforcement phase. One of the main conclusions is, therefore, that the designed instrument is ideal for measuring the degree of penetration of the model throughout the system. Some of the most striking results of the reasearch will be presented at the conference. Finally, proposals arise that could prevent the new model is fully seated in our criminal justice system, finding that the trend toward more severe penalties shown already unsustainable.

Police Legitimacy in Sub-Saharan Africa

Is fairness in process and outcome a generalizable driver of police legitimacy? In many industrialized nations, studies have demonstrated that police legitimacy is largely a function of whether citizens perceive treatment as normatively fair and respectful. Questions remain whether this model holds in less-industrialized contexts, where corruption and security challenges favor instrumental preferences for effective crime control and prevention. Support for and against the normative model of legitimacy has been found in less-industrialized countries, yet few have simultaneously compared these models across multiple industrializing countries. Using a multilevel framework and data from respondents in 27 countries in sub-Saharan Africa (n~43,000), I find evidence for the presence of both instrumental and normative influences in shaping the perceptions of police legitimacy. More importantly, the internal consistency of legitimacy (defined as obligation to obey, moral alignment, and perceived legality of the police) varies considerably from country to country, suggesting that relationships between legality, morality, and obligation operate differently across contexts. Results are robust to a number of different modeling assumptions and alternative explanations. Overall, the results indicate that both fairness and effectiveness matter, not in all places, and in some cases contrary to theoretical expectations.

An Examination of Psychological Meaningfulness, Safety, and Availability as the Underlying Mechanisms linking Job Features and Personal Characteristics to Work Engagement

The present study tested a nomological net of work engagement that was derived from its extant research. Two of the main work engagement models that have been presented and empirically tested in the literature, the JD-R model and Kahn’s model, were integrated to test the effects that job features and personal characteristics can have on work engagement through the psychological conditions of meaningfulness, safety, and availability. In this study, safety refers to psychological perceptions of safety and not workplace safety behaviors. The job features that were tested in this model included person-job fit, autonomy, co-worker relations, supervisor support, procedural justice, and interactional justice, while the personal characteristics consisted of self-consciousness, self-efficacy, extraversion, and neuroticism. Thirty-four hypotheses and a conceptual model were tested in order to establish the viability of this nomological net of work engagement in which it was expected that meaningfulness would mediate the relationships between job features and work engagement, safety would mediate the relationships that job features and personal characteristics have with work engagement, and availability (physical, emotional, and cognitive resources) would mediate the relationships that personal characteristics have with work engagement. Furthermore, analyses were run in order to determine the factor structure of work engagement, assess whether or not it exhibits differential validity from organizational commitment and job satisfaction, and confirm that it is positively related to the outcome variable of organizational citizenship behavior (OCB). The final sample consisted of 500 workers from an online labor market who responded to a questionnaire composed of measures of all constructs included in this study. Findings show that work engagement is best represented as a three-factor construct, composed of vigor, dedication and absorption. Furthermore, support was found for the distinction of work engagement from the related constructs of organizational commitment and job satisfaction. With regard to the proposed model, meaningfulness proved to be the strongest predictor of work engagement. Results show that it partially mediates the relationships that all job features have with work engagement. Safety proved to be a partial mediator of the relationships that autonomy, co-worker relations, supervisor support, procedural justice, interactional justice, and self-efficacy have with work engagement, and fully mediate the relationship between neuroticism and work engagement. Findings also show that availability partially mediates the positive relationships that extraversion and self-efficacy have with work engagement, and fully mediates the negative relationship that neuroticism has with work engagement. Finally, a positive relationship was found between work engagement and OCB. Research and organizational implications are discussed.