Nursing professionals performance appraisal: perception of justice of the ratees
Autor(a) principal: | |
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Data de Publicação: | 2015 |
Outros Autores: | |
Tipo de documento: | Artigo |
Idioma: | por |
Título da fonte: | Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
Texto Completo: | https://doi.org/10.56732/pensarenf.v19i2.107 |
Resumo: | Performance appraisal is an essential tool in human resource management. Nurses are fundamental in any health organization, so it is crucial to assess their perceptions of justice in relation to their performance appraisal process, since it influences their emotions, motivations, attitudes and behaviors within the organization, i.e. their overall performance. Thus, the nursing managers (raters) may identify areas for improvement in their performance appraisal, contributing therefore to the improvement of the organizational climate, citizenship and commitment, promoting job satisfaction and motivation for a performance of excellence by their staff nurses (subjects) and, consequently, to a continuous improvement in quality of care. Objective: With this study we intend to assess the perceptions of justice of the appraised nurses in respect to the performance appraisal process. Methodology: A scale was created for assessing perceptions of justice, with ten dimensions, from the scales of Walsh (2003) and Thurston and McNall (2010), based on a construct of organizational justice with four dimensions by Greenberg. Afterwards a descriptive study with a quantitative approach was performed, by applying a questionnaire to 77 appraised nurses, working for a Lisbon health organization as public servants. Results: Of the ten dimensions the scale measured, only four (assigning raters, seeking appeals, raters show respect, and sensitivity) achieved an on average high degree of agreement. The other six had a lower degree of agreement, namely the transmission of feedback and the accuracy of ratings, which showed the highest degree of disagreement by the appraised nurses, demonstrating high perception of distributive and informational injustice. Conclusions: This study allowed us to assess the perceptions of justice of the appraised nurses regarding their performance appraisal process. Based on the results obtained, we can infer that there is a high degree of perceived injustice, with consequent demotivation and dissatisfaction, associated with the current appraisal system. This, in turn is mainly due to poor precision of the evaluation, the grades given do not differentiate between performance and merit, the lack of initial goal setting, goals are not consistent or adequately measured, and the adequate and regular transmission of feedback. |
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Nursing professionals performance appraisal: perception of justice of the rateesAvaliação de desempenho dos profissionais de Enfermagem: percepção de justiça dos avaliadosperformance appraisalnurse’s rateesperception of justiceorganizational justiceavaliação de desempenhoenfermeiros avaliadospercepção de justiçajustiça organizacionalPerformance appraisal is an essential tool in human resource management. Nurses are fundamental in any health organization, so it is crucial to assess their perceptions of justice in relation to their performance appraisal process, since it influences their emotions, motivations, attitudes and behaviors within the organization, i.e. their overall performance. Thus, the nursing managers (raters) may identify areas for improvement in their performance appraisal, contributing therefore to the improvement of the organizational climate, citizenship and commitment, promoting job satisfaction and motivation for a performance of excellence by their staff nurses (subjects) and, consequently, to a continuous improvement in quality of care. Objective: With this study we intend to assess the perceptions of justice of the appraised nurses in respect to the performance appraisal process. Methodology: A scale was created for assessing perceptions of justice, with ten dimensions, from the scales of Walsh (2003) and Thurston and McNall (2010), based on a construct of organizational justice with four dimensions by Greenberg. Afterwards a descriptive study with a quantitative approach was performed, by applying a questionnaire to 77 appraised nurses, working for a Lisbon health organization as public servants. Results: Of the ten dimensions the scale measured, only four (assigning raters, seeking appeals, raters show respect, and sensitivity) achieved an on average high degree of agreement. The other six had a lower degree of agreement, namely the transmission of feedback and the accuracy of ratings, which showed the highest degree of disagreement by the appraised nurses, demonstrating high perception of distributive and informational injustice. Conclusions: This study allowed us to assess the perceptions of justice of the appraised nurses regarding their performance appraisal process. Based on the results obtained, we can infer that there is a high degree of perceived injustice, with consequent demotivation and dissatisfaction, associated with the current appraisal system. This, in turn is mainly due to poor precision of the evaluation, the grades given do not differentiate between performance and merit, the lack of initial goal setting, goals are not consistent or adequately measured, and the adequate and regular transmission of feedback.A avaliação de desempenho é um instrumento essencial na gestão dos recursos humanos. Sendo os enfermeiros fundamentais em qualquer organização de saúde é crucial avaliar as suas percepções de justiça relativamente ao seu processo de avaliação, uma vez que influenciam as suas emoções, motivações, atitudes e comportamentos no seio da organização, ou seja, o seu desempenho global. Assim, os gestores de enfermagem (avaliadores) poderão identificar os aspetos a melhorar na avaliação de desempenho, contribuindo para a melhoria do clima, cidadania e comprometimento organizacional, promovendo a satisfação no trabalho e motivação para um desempenho de excelência por parte dos seus colaboradores (enfermeiros avaliados) e, consequentemente, para uma melhoria contínua da qualidade dos cuidados. Objetivo: Avaliar a percepção de justiça dos enfermeiros avaliados relativamente ao seu processo de avaliação de desempenho. Metodologia: Foi elaborada uma escala de avaliação da percepção de justiça, com dez dimensões, a partir das escalas de Walsh (2003) e de Thurston e McNall (2010), com base num construto de justiça organizacional de quatro dimensões de Greenberg. Posteriormente, efetuou-se um estudo descritivo, com uma abordagem quantitativa, através da aplicação de um questionário a 77 enfermeiros avaliados, com regime de contrato de trabalho em funções públicas por tempo indeterminado de uma organização de saúde de Lisboa. Resultados: Das dez dimensões da escala de avaliação da percepção de justiça, apenas quatro (atribuição do avaliador, interposição de recurso, demonstração de respeito e sensibilidade) obtiveram um grau de concordância em média elevado, as outras seis apresentaram um grau de concordância inferior, nomeadamente a transmissão de feedback e a precisão da avaliação, que apresentaram o maior grau de discordância, o que revela elevada percepção de injustiça distributiva e informacional. Conclusões: Este trabalho permitiu avaliar as percepções de justiça dos enfermeiros avaliados relativamente ao seu processo de avaliação de desempenho. A partir dos resultados obtidos pode-se inferir que existe um grau elevado de percepção de injustiça, com consequente desmotivação e insatisfação associadas ao sistema de avaliação vigente que por sua vez, se deve principalmente ao facto da pouca precisão da avaliação, da cotação atribuída não diferenciadora do desempenho e do mérito, da falta de definição inicial de objetivos que sejam consistentes e que mensurem adequadamente e da falta de feedback adequado e regular.Escola Superior de Enfermagem de Lisboa - ESEL/ CIDNUR2015-12-30info:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/articleapplication/pdfhttps://doi.org/10.56732/pensarenf.v19i2.107https://doi.org/10.56732/pensarenf.v19i2.107Pensar Enfermagem ; Vol. 19 No. 2 (2015): Journal of Nursing Pensar Enfermagem; 18-53Pensar Enfermagem ; Vol. 19 N.º 2 (2015): Revista Científica Pensar Enfermagem; 18-531647-55260873-890410.56732/pensarenf.v19i2reponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAPporhttps://pensarenfermagem.esel.pt/index.php/esel/article/view/107https://pensarenfermagem.esel.pt/index.php/esel/article/view/107/102Dias Pereira, Nuno MiguelMoreira, Viriatoinfo:eu-repo/semantics/openAccess2023-09-26T10:38:00Zoai:pensarenfermagem.esel.pt:article/107Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-19T20:31:10.817112Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse |
dc.title.none.fl_str_mv |
Nursing professionals performance appraisal: perception of justice of the ratees Avaliação de desempenho dos profissionais de Enfermagem: percepção de justiça dos avaliados |
title |
Nursing professionals performance appraisal: perception of justice of the ratees |
spellingShingle |
Nursing professionals performance appraisal: perception of justice of the ratees Dias Pereira, Nuno Miguel performance appraisal nurse’s ratees perception of justice organizational justice avaliação de desempenho enfermeiros avaliados percepção de justiça justiça organizacional |
title_short |
Nursing professionals performance appraisal: perception of justice of the ratees |
title_full |
Nursing professionals performance appraisal: perception of justice of the ratees |
title_fullStr |
Nursing professionals performance appraisal: perception of justice of the ratees |
title_full_unstemmed |
Nursing professionals performance appraisal: perception of justice of the ratees |
title_sort |
Nursing professionals performance appraisal: perception of justice of the ratees |
author |
Dias Pereira, Nuno Miguel |
author_facet |
Dias Pereira, Nuno Miguel Moreira, Viriato |
author_role |
author |
author2 |
Moreira, Viriato |
author2_role |
author |
dc.contributor.author.fl_str_mv |
Dias Pereira, Nuno Miguel Moreira, Viriato |
dc.subject.por.fl_str_mv |
performance appraisal nurse’s ratees perception of justice organizational justice avaliação de desempenho enfermeiros avaliados percepção de justiça justiça organizacional |
topic |
performance appraisal nurse’s ratees perception of justice organizational justice avaliação de desempenho enfermeiros avaliados percepção de justiça justiça organizacional |
description |
Performance appraisal is an essential tool in human resource management. Nurses are fundamental in any health organization, so it is crucial to assess their perceptions of justice in relation to their performance appraisal process, since it influences their emotions, motivations, attitudes and behaviors within the organization, i.e. their overall performance. Thus, the nursing managers (raters) may identify areas for improvement in their performance appraisal, contributing therefore to the improvement of the organizational climate, citizenship and commitment, promoting job satisfaction and motivation for a performance of excellence by their staff nurses (subjects) and, consequently, to a continuous improvement in quality of care. Objective: With this study we intend to assess the perceptions of justice of the appraised nurses in respect to the performance appraisal process. Methodology: A scale was created for assessing perceptions of justice, with ten dimensions, from the scales of Walsh (2003) and Thurston and McNall (2010), based on a construct of organizational justice with four dimensions by Greenberg. Afterwards a descriptive study with a quantitative approach was performed, by applying a questionnaire to 77 appraised nurses, working for a Lisbon health organization as public servants. Results: Of the ten dimensions the scale measured, only four (assigning raters, seeking appeals, raters show respect, and sensitivity) achieved an on average high degree of agreement. The other six had a lower degree of agreement, namely the transmission of feedback and the accuracy of ratings, which showed the highest degree of disagreement by the appraised nurses, demonstrating high perception of distributive and informational injustice. Conclusions: This study allowed us to assess the perceptions of justice of the appraised nurses regarding their performance appraisal process. Based on the results obtained, we can infer that there is a high degree of perceived injustice, with consequent demotivation and dissatisfaction, associated with the current appraisal system. This, in turn is mainly due to poor precision of the evaluation, the grades given do not differentiate between performance and merit, the lack of initial goal setting, goals are not consistent or adequately measured, and the adequate and regular transmission of feedback. |
publishDate |
2015 |
dc.date.none.fl_str_mv |
2015-12-30 |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/article |
format |
article |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
https://doi.org/10.56732/pensarenf.v19i2.107 https://doi.org/10.56732/pensarenf.v19i2.107 |
url |
https://doi.org/10.56732/pensarenf.v19i2.107 |
dc.language.iso.fl_str_mv |
por |
language |
por |
dc.relation.none.fl_str_mv |
https://pensarenfermagem.esel.pt/index.php/esel/article/view/107 https://pensarenfermagem.esel.pt/index.php/esel/article/view/107/102 |
dc.rights.driver.fl_str_mv |
info:eu-repo/semantics/openAccess |
eu_rights_str_mv |
openAccess |
dc.format.none.fl_str_mv |
application/pdf |
dc.publisher.none.fl_str_mv |
Escola Superior de Enfermagem de Lisboa - ESEL/ CIDNUR |
publisher.none.fl_str_mv |
Escola Superior de Enfermagem de Lisboa - ESEL/ CIDNUR |
dc.source.none.fl_str_mv |
Pensar Enfermagem ; Vol. 19 No. 2 (2015): Journal of Nursing Pensar Enfermagem; 18-53 Pensar Enfermagem ; Vol. 19 N.º 2 (2015): Revista Científica Pensar Enfermagem; 18-53 1647-5526 0873-8904 10.56732/pensarenf.v19i2 reponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação instacron:RCAAP |
instname_str |
Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
instacron_str |
RCAAP |
institution |
RCAAP |
reponame_str |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
collection |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
repository.name.fl_str_mv |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
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