Diz-me quanto ganhas e te direi como te sentes: análise do overpayment no funcionalismo público no Brasil

• Autor(a) principal: Pavão, Sabrina Pereira
• Data de Publicação: 2011
• Tipo de documento: Dissertação
• Idioma: por
• Título da fonte: Repositório Institucional do FGV (FGV Repositório Digital)
• Texto Completo: http://hdl.handle.net/10438/8627
• topic: Administração de empresas; Salários - Brasil; Política salarial - Brasil; Brasil - Servidores públicos - Vencimentos, bonificações, etc

The context of the public service as a source of employment has called increasing attention since the practices of offering salaries above the market average adopted in this context are increasingly attracting highly skilled individuals (Bender & Fernandes, 2006). However, this is a sector that also adopts compensation practices that are characterized by inequality, as well-paid careers co-exist with other low-paid, sometimes within the same organizational environment and performing similar tasks. Studies show, at first, that a work environment that fosters a situation of inequality negatively affects many aspects of employees behavior who perform activities therein (e.g. De Cremer & Van Kleef, 2009; Peters & Van den Bos, 2008; Peters, Van den Bos & Bobocel, 2004). Thus, this study sought to understand how a situation of unequal remuneration – in which some members are in a situation of overpayment, while others in a situation of underpayment – can influence factors such as self-esteem and affective commitment of public employees related to their work. A public agency of the Brazilian Federal Executive Power was chosen as the locus of research to analyze these impacts. The methodology used in this study was quantitative and qualitative. In the first stage, 105 questionnaires were applied to two different groups of employees from this public agency (a group of overpaid employees and another group of underpaid employees) and the impacts of perceived salary fairness on employees’ self esteem and employees’ commitment were analyzed through hierarchical regressions. Later, 20 interviews were held with employees from the two groups in order to deepen and discuss the most sensitive aspects related to the results. These tests could confirm the direct influence of the sense of remuneration fairness that individuals have on their self-esteem and their affective commitment. The research results show that individuals from well-paid careers tend to compare themselves with other better-paying careers, avoiding comparisons with co-workers belonging to disadvantaged careers. However, the influence that the sense of justice has in both behavioral outcomes examined is enhanced the greater the individual's perception about their peers satisfaction on their work and their remuneration. There was also the moderating influence of epistemic motivation in this relationship. This research hopes to have contributed to better understand the impact that wage policies can have on public employees.