A política de recompensa e sua influência na motivação do trabalhador
Autor(a) principal: | |
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Data de Publicação: | 2015 |
Tipo de documento: | Dissertação |
Idioma: | por |
Título da fonte: | Biblioteca Digital de Teses e Dissertações da UNIGRANRIO |
Texto Completo: | http://localhost:8080/tede/handle/tede/158 |
Resumo: | This research addresses the reward policy of a company, understood here as the policy that comprises joins monetary compensation and the promotion system, and its influence on the employee’s motivation. The research aims to identify – among the perceived characteristics of the policy reward transparency of rules, fairness in its application and in decisions, laborer’s controllability on his trajectory in the company – which ones impact on motivation? The literature distinguishes the intrinsic motivation, understood as the individual's own stimuli, and extrinsic, this one tending to be sensitive to the company’s actions. So, in this study we seek to observe the level of motivation according to these two concepts, which are the explained variables of our model. The theoretical framework includes Herpen (2007), as well as Mitchell et al. (2001), Vieira and Silva (2008) and Nars, Ferreira and Fischer (2013), empirical studies that often present contradictory results on the theme and are generally focused on large companies. This work seeks to enrich this line of research by means of a case study involving a medium-sized family pharmaceutical industry of Rio de Janeiro. Data were collected through a semi-structured questionnaire and examined through factor analysis and multiple regression. The results show that the justice in monetary compensation has relevant positive and statistically significant influence, both on extrinsic and intrinsic motivation. The results also show that the controllability of the promotion system has a positive influence on extrinsic motivation, while the transparency of monetary compensation revealed a negative influence on intrinsic motivation. Among the control variables used in the model, the statistics revealed that workers with Age under 35 tend to have lower extrinsic motivation and workers over 44 tend to have higher intrinsic motivation. We also found a significant and positive relationship between intrinsic motivation and female workers and/or those engaged in management positions, but workers of the administrative and packaging sectors tend to lower intrinsic motivation. |
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Baidya, Tara Keshar NandaDalbem, Marta CorrêaBaidya, Tara Keshar NandaDalbem, Marta CorrêaSinay, Maria Cristina Fogliatti deFortunato, Graziela XavierPinho, Marcio Gonçalves de2017-06-16T18:39:27Z2015-02-23PINHO, Marcio Gonçalves de. A política de recompensa e sua influência na motivação do trabalhador. 2015. 104 f. Dissertação (mestrado em Administração) – Universidade do Grande Rio “Prof. José de Souza Herdy”, Escola de Ciências Sociais Aplicadas, Rio de Janeiro, 2015.http://localhost:8080/tede/handle/tede/158This research addresses the reward policy of a company, understood here as the policy that comprises joins monetary compensation and the promotion system, and its influence on the employee’s motivation. The research aims to identify – among the perceived characteristics of the policy reward transparency of rules, fairness in its application and in decisions, laborer’s controllability on his trajectory in the company – which ones impact on motivation? The literature distinguishes the intrinsic motivation, understood as the individual's own stimuli, and extrinsic, this one tending to be sensitive to the company’s actions. So, in this study we seek to observe the level of motivation according to these two concepts, which are the explained variables of our model. The theoretical framework includes Herpen (2007), as well as Mitchell et al. (2001), Vieira and Silva (2008) and Nars, Ferreira and Fischer (2013), empirical studies that often present contradictory results on the theme and are generally focused on large companies. This work seeks to enrich this line of research by means of a case study involving a medium-sized family pharmaceutical industry of Rio de Janeiro. Data were collected through a semi-structured questionnaire and examined through factor analysis and multiple regression. The results show that the justice in monetary compensation has relevant positive and statistically significant influence, both on extrinsic and intrinsic motivation. The results also show that the controllability of the promotion system has a positive influence on extrinsic motivation, while the transparency of monetary compensation revealed a negative influence on intrinsic motivation. Among the control variables used in the model, the statistics revealed that workers with Age under 35 tend to have lower extrinsic motivation and workers over 44 tend to have higher intrinsic motivation. We also found a significant and positive relationship between intrinsic motivation and female workers and/or those engaged in management positions, but workers of the administrative and packaging sectors tend to lower intrinsic motivation.Esta pesquisa aborda a política de recompensa de uma empresa, aqui entendida como a política que agrega a compensação monetária e o sistema de promoções, e sua influência na motivação dos trabalhadores. A pesquisa procura identificar, entre as características percebidas da política – no que se refere a transparência das regras, justiça na sua aplicação e nas decisões, controlabilidade do trabalhador sobre sua trajetória na empresa –, quais impactam a motivação. A literatura diferencia a motivação em “intrínseca”, entendida como estímulos próprios do indivíduo, e “extrínseca”, resultado das intervenções ou recursos externos vinculados ao trabalho, de modo que nesta pesquisa busca-se observar o nível de motivação segundo esses dois conceitos, que são as variáveis explicadas do modelo. O referencial teórico adotado é Herpen (2007), como também Mitchell et al. (2001), Vieira e Silva (2008) e Nars, Ferreira e Fischer (2013), trabalhos empíricos que por vezes apresentam resultados contraditórios sobre o tema e focados geralmente em empresas de grande porte. Esta pesquisa procura enriquecer o tema por meio de um estudo de caso envolvendo uma indústria farmacêutica de porte médio e familiar do Rio de Janeiro, na qual os dados foram coletados por meio de questionário semiestruturado e examinados por análise fatorial e regressão múltipla. Os resultados mostram que a justiça da compensação monetária é uma característica que exerce influência positiva, estatisticamente significativa e relevante, tanto na motivação extrínseca quanto na motivação intrínseca. Os resultados também mostram que a controlabilidade do sistema de promoção exerce influência positiva na motivação extrínseca, já a transparência da compensação monetária revelou influência negativa na motivação intrínseca. Quanto às variáveis de controle utilizadas no modelo, as estatísticas revelaram que os trabalhadores com Idade abaixo de 35 anos tendem a ter menor motivação extrínseca e os trabalhadores com idade acima de 44 anos tendem a ter maior motivação intrínseca. O sistema estudado também encontrou significativa relação com a motivação intrínseca dos trabalhadores do sexo feminino e dos que exercem cargo de gestão, mas os trabalhadores dos setores administrativo e embalagem tendem a menor motivação.Submitted by Janser dos Santos Nascimento (janser.nascimento@unigranrio.com.br) on 2017-06-16T18:39:27Z No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Marcio Goncalves de Pinho.pdf: 2412699 bytes, checksum: 0f197b0754cafb899355d2ad8f5e7578 (MD5)Made available in DSpace on 2017-06-16T18:39:27Z (GMT). No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Marcio Goncalves de Pinho.pdf: 2412699 bytes, checksum: 0f197b0754cafb899355d2ad8f5e7578 (MD5) Previous issue date: 2015-02-23CNPqapplication/pdfporUniversidade do Grande RioPrograma de Pós-Graduacão em AdministraçãoUNIGRANRIOBrasilUnigranrio::Administraçãohttp://creativecommons.org/licenses/by-nc-nd/4.0/info:eu-repo/semantics/openAccessAdministraçãoMotivação no trabalhoSatisfação no trabalhoADMINISTRAÇÃOA política de recompensa e sua influência na motivação do trabalhadorinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesisreponame:Biblioteca Digital de Teses e Dissertações da UNIGRANRIOinstname:Universidade do Grande Rio (UNIGRANRIO)instacron:UNIGRANRIOLICENSElicense.txtlicense.txttext/plain; charset=utf-81982http://localhost:8080/tede/bitstream/tede/158/1/license.txt4a50535e8405f611398e6e2d408dbd1bMD51CC-LICENSElicense_urllicense_urltext/plain; charset=utf-849http://localhost:8080/tede/bitstream/tede/158/2/license_url4afdbb8c545fd630ea7db775da747b2fMD52license_textlicense_texttext/html; charset=utf-80http://localhost:8080/tede/bitstream/tede/158/3/license_textd41d8cd98f00b204e9800998ecf8427eMD53license_rdflicense_rdfapplication/rdf+xml; charset=utf-80http://localhost:8080/tede/bitstream/tede/158/4/license_rdfd41d8cd98f00b204e9800998ecf8427eMD54ORIGINALMarcio Goncalves de Pinho.pdfMarcio Goncalves de Pinho.pdfapplication/pdf2412699http://localhost:8080/tede/bitstream/tede/158/5/Marcio+Goncalves+de+Pinho.pdf0f197b0754cafb899355d2ad8f5e7578MD55tede/1582017-06-16 15:39:27.675oai:localhost: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Biblioteca Digital de Teses e Dissertaçõeshttp://tede.unigranrio.edu.br/PUBhttp://tede.unigranrio.edu.br/oai/requestrepositorio@instituicao.br||repositorio@instituicao.bropendoar:2017-06-16T18:39:27Biblioteca Digital de Teses e Dissertações da UNIGRANRIO - Universidade do Grande Rio (UNIGRANRIO)false |
dc.title.por.fl_str_mv |
A política de recompensa e sua influência na motivação do trabalhador |
title |
A política de recompensa e sua influência na motivação do trabalhador |
spellingShingle |
A política de recompensa e sua influência na motivação do trabalhador Pinho, Marcio Gonçalves de Administração Motivação no trabalho Satisfação no trabalho ADMINISTRAÇÃO |
title_short |
A política de recompensa e sua influência na motivação do trabalhador |
title_full |
A política de recompensa e sua influência na motivação do trabalhador |
title_fullStr |
A política de recompensa e sua influência na motivação do trabalhador |
title_full_unstemmed |
A política de recompensa e sua influência na motivação do trabalhador |
title_sort |
A política de recompensa e sua influência na motivação do trabalhador |
author |
Pinho, Marcio Gonçalves de |
author_facet |
Pinho, Marcio Gonçalves de |
author_role |
author |
dc.contributor.advisor1.fl_str_mv |
Baidya, Tara Keshar Nanda |
dc.contributor.advisor-co1.fl_str_mv |
Dalbem, Marta Corrêa |
dc.contributor.referee1.fl_str_mv |
Baidya, Tara Keshar Nanda |
dc.contributor.referee2.fl_str_mv |
Dalbem, Marta Corrêa |
dc.contributor.referee3.fl_str_mv |
Sinay, Maria Cristina Fogliatti de |
dc.contributor.referee4.fl_str_mv |
Fortunato, Graziela Xavier |
dc.contributor.author.fl_str_mv |
Pinho, Marcio Gonçalves de |
contributor_str_mv |
Baidya, Tara Keshar Nanda Dalbem, Marta Corrêa Baidya, Tara Keshar Nanda Dalbem, Marta Corrêa Sinay, Maria Cristina Fogliatti de Fortunato, Graziela Xavier |
dc.subject.por.fl_str_mv |
Administração Motivação no trabalho Satisfação no trabalho |
topic |
Administração Motivação no trabalho Satisfação no trabalho ADMINISTRAÇÃO |
dc.subject.cnpq.fl_str_mv |
ADMINISTRAÇÃO |
description |
This research addresses the reward policy of a company, understood here as the policy that comprises joins monetary compensation and the promotion system, and its influence on the employee’s motivation. The research aims to identify – among the perceived characteristics of the policy reward transparency of rules, fairness in its application and in decisions, laborer’s controllability on his trajectory in the company – which ones impact on motivation? The literature distinguishes the intrinsic motivation, understood as the individual's own stimuli, and extrinsic, this one tending to be sensitive to the company’s actions. So, in this study we seek to observe the level of motivation according to these two concepts, which are the explained variables of our model. The theoretical framework includes Herpen (2007), as well as Mitchell et al. (2001), Vieira and Silva (2008) and Nars, Ferreira and Fischer (2013), empirical studies that often present contradictory results on the theme and are generally focused on large companies. This work seeks to enrich this line of research by means of a case study involving a medium-sized family pharmaceutical industry of Rio de Janeiro. Data were collected through a semi-structured questionnaire and examined through factor analysis and multiple regression. The results show that the justice in monetary compensation has relevant positive and statistically significant influence, both on extrinsic and intrinsic motivation. The results also show that the controllability of the promotion system has a positive influence on extrinsic motivation, while the transparency of monetary compensation revealed a negative influence on intrinsic motivation. Among the control variables used in the model, the statistics revealed that workers with Age under 35 tend to have lower extrinsic motivation and workers over 44 tend to have higher intrinsic motivation. We also found a significant and positive relationship between intrinsic motivation and female workers and/or those engaged in management positions, but workers of the administrative and packaging sectors tend to lower intrinsic motivation. |
publishDate |
2015 |
dc.date.issued.fl_str_mv |
2015-02-23 |
dc.date.accessioned.fl_str_mv |
2017-06-16T18:39:27Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/masterThesis |
format |
masterThesis |
status_str |
publishedVersion |
dc.identifier.citation.fl_str_mv |
PINHO, Marcio Gonçalves de. A política de recompensa e sua influência na motivação do trabalhador. 2015. 104 f. Dissertação (mestrado em Administração) – Universidade do Grande Rio “Prof. José de Souza Herdy”, Escola de Ciências Sociais Aplicadas, Rio de Janeiro, 2015. |
dc.identifier.uri.fl_str_mv |
http://localhost:8080/tede/handle/tede/158 |
identifier_str_mv |
PINHO, Marcio Gonçalves de. A política de recompensa e sua influência na motivação do trabalhador. 2015. 104 f. Dissertação (mestrado em Administração) – Universidade do Grande Rio “Prof. José de Souza Herdy”, Escola de Ciências Sociais Aplicadas, Rio de Janeiro, 2015. |
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por |
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openAccess |
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Universidade do Grande Rio |
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Programa de Pós-Graduacão em Administração |
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UNIGRANRIO |
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Unigranrio::Administração |
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Universidade do Grande Rio |
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