Individual performance: the influence of the values, the type of remuneration and the goals on individual performance / Desempenho individual: a influência dos valores, do tipo de remuneração e das metas

Bruno Resende de Conti, Mário Teixeira Reis Neto, Tony Moreira dos Santos, Derek Moreira dos Santos, Jefferson Lopes La Falce

Resumo


Este trabalho teve como objetivo analisar os efeitos dos valores pessoais, o tipo de remuneração e metas sobre o desempenho dos indivíduos, por meio de um experimento em laboratório utilizando a metodologia de anagramas. Para a pesquisa, foi realizado um experimento com alunos e funcionários de uma instituição de ensino superior de Minas Gerais. A análise dos dados foi realizada usando um modelo log-linear marginal de Liang e Zeger (1986) com o auxílio do software R. Os resultados sinalizaram que o tipo de remuneração e o uso de metas não afetaram o desempenho dos indivíduos, mas os indivíduos que optaram pela remuneração variável tiveram uma renda 29% maior do que os indivíduos que optaram pela remuneração fixa. Indivíduos com maior grau de benevolência apresentaram desempenho 14% pior. Os indivíduos do sexo masculino tiveram desempenho 26% superior ao das mulheres. Os alunos tiveram 18% mais desempenho do que os funcionários. Indivíduos que já haviam realizado atividades com anagramas tiveram desempenho 19% superior e a experiência adquirida pelos indivíduos durante o experimento foi fundamental para aquela parte deles que mudou sua preferência pelo tipo de remuneração.


Palavras-chave


Valores pessoais. Pagar pela performance. Atuação. Motivação.

Texto completo:

PDF

Referências


Agresti, A. (2002), Categorical data analysis, Wiley, New York.

Cadsby, C. B., Song, F., Tapon, F. (2007), Sorting and incentive effects of pay for performance: an experimental investigation. Academy of Management Journal, v. 50,

pp. 387-405.

Fitzmaurice, G. M., Laird, N. M., Ware, J. H. (2011), Applied Longitudinal Analysis, John Wiley & Sons, New Jersey.

Gerhart, B., Milkovich, G. T. (1992) Employee compensation: Research and practice. In: Dunnette, M. D., Hough, L. M. (Eds.). Handbook of Industrial and Organizational Psychology, Palo Alto, CA: Consult Psychol Press, 2 ed., v. 3, pp. 481-570

Gerhart, B., Rynes, S.(2003) Compensation: Theory, Evidence and Strategic Implications. Sage, Thousand Oaks. CA.

Heslin, P. A., Caprar, D. V.(2013), Goal and Self-Efficacy as Mediators. In: LOCKE, E. A., Latham, G. P. New Developments in Goal Setting and Task Performance, Routledge, N.Y, 2013. pp. 213-230.

Heslin, P. A., Wang, K. L.(2013), Special Goal Topics. In: Locke, E. A., Latham, G. P. New Developments in Goal Setting and Task Performance. N.Y.: Routledge,

pp. 213-230.

Holanda, A. B.(2004) New Aurélio Dictionary, Positivo Publishing, Curitiba.

Hollander, M., Wolfe, D. A. (1999), Nonparametric Statistical Methods,John Wiley & Sons.New, York.

Jensen, M. C.(2003), Paying people to lie: The truth about the budgeting process. European Financial Management, v. 9, pp. 379-406.

Kahle, L. (1983), Social Values and Social Change: Adaptation to life in America. Praeger. New York.

Kramer, W. S., Thayer A. L. (2013) Goals in Groups and the Macro Level. In: Locke, E. A., Latham, G. P. New Developments in Goal Setting and Task Performance. Routledge, N.Y, pp. 285-328.

Lawler, E. E. (2000), Pay Strategic: New Thinking for the new millennium, v. 31, pp. 7-12.

Lazear, E. P. (1999), Performance pay and productivity. American Economic Review, v. 90, pp. 1346-1361.

Lazear, E. P. (1986), Salaries and piece rates. Journal of Business, v. 59, pp. 405-432.

Lazear, E. P.(2000), The power of incentives. American Economic Review, v. 91, pp. 410-415.

Liang, K. Y., Zeger, S. L. (1986), Longitudinal Data Analysis using generalized linear models. Biometrika, v. 73, n. 1.

Locke, E. A., Feren, D., Mccaleb, V., Shaw, K., Denny, A. (1980), The relative effectiveness of four methods of motivating employee performance. In: Duncan, K. D., Gruenberg, M. M., Wallis, D. (Eds).Changes in working life, Wiley, London, pp. 363-383.

Locke, E. A., Latham, G. P. (1990), A Theory of Goal Setting and Task Performance. Englewood Cliffs, Prentice Hall N. J.

Locke, E. A., Latham, G. P. (2002), Building a practically useful theory of goal setting and task motivation. American Psychologist, 57(9), pp. 705-717.

Locke, E. A., Latham, G. P. (2013), New Developments in Goal Setting and Task Performance. Routledge, N.Y.

Masuda, A. D., Locke, E. A., Willians, K. J. (2015), The effects of simultaneous learning and performance goals on performance: An inductive exploration. Journal of Cognitive Psychology, v. 27, pp. 37-52.

Mattar, F. N. (2005), Marketing Research: methodology and planning. 6. ed. Atlas, São Paulo.

Mendieta Larini, A, Denise Schäfer, J, da Rosa, P, & Felipe Ferreira, L (2015), Remuneração variável baseada no pagamento de ações: Um estudo de evidenciação das informações requeridas pelo CPC 10 (R1) aplicado em empresas brasileiras, RACE- Revista De Administraçâo, Contabilidade E Economia, 14, 2, pp. 737-767.

Mitchell, A. (1983), The nine American Life Styles. New York: Warner.

Murray, B., Gerhart, B. (1998), An empirical analysis of a skill-based pay program and plant performance outcomes. Academy of Management Journal, Briarcliff Manor, v. 41, n. 1, pp. 68-78.

Ordóñez, L., Schweitzer, M, E., Galinsky, A. D., Bazerman, M. H. (2009), Goals Gone Wild: The Systematic Side Effects of Overprescribing Goal-Setting. Academy of management Perspectives, v. 23, n. 1, pp. 6-16.

Porter, Lyman W., Lawler III, Edward, E. (1968), Managerial attitudes and performance. Richard D. Irwin Inc, Homewood Illinois.

Pritchard, R., Young, B., Koening, N., Schmerling, D., Dixon, N. (2013), Long Term and Large Scale Goal Setting Programs and Studies. In: Locke, E. A., Latham, G. P. New Developments in Goal Setting and Task Performance, Routledge, N.Y, pp. 231-284.

Rokeach, M. (1973), The nature of human values, Free Press, New York.

Rynes, S., Lawler, J. (1983) A policy-capturing investigation of the role of expectancies in decisions to pursue job alternatives. Journal of Applied Psychology, v. 68, pp. 620-631.

Rynes, S., Schwab, D., Heneman III, H.(1983), The role of pay and market pay variability in job application decisions. Organizational Behavior and Human Performance, v. 31,

pp. 353-364.

Schwartz, S. H. (1999), A Theory of cultural values and some implications for work. Applied Psychology: An international review, v. 48, pp. 23-47.

Schwartz, S. H.(1992), Universals in the content and structure of values: theoretical advances and empirical tests in 20 countries. In: ZANNA, M. (Org.). Advances in experimental social psychology, Academic, Orlando, pp. 1-65.

Schweitzer, M. E., Ordóñez, L., Douma, B. (2004), Goal Setting as a motivator of unethical behavior. Academy of Management Journal, v. 47, pp. 422-432.

Seijts, G. H., Latham, G. P. (2001), The effect of learning, outcome, and proximal goals on a moderately complex task. Journal of Organizational Behavior, v. 22, pp. 291-307.

Vance, R. J., Colella, A. (1990), Effects of two types of feedback on goal acceptance and personal goals. Journal of Applied Psychology, v. 75, pp. 68-76.

Vroom, Victor H. (1964), Work and motivation, John Wiley & Sons, Inc. New York.

Yin, H, Li, D, Yang, J, Li, W, Qiu, J, & Chen, Y. (2016), Neural Bases of Unconscious Error Detection in a Chinese Anagram Solution Task: Evidence from ERP Study, Plos ONE, 11, 5, pp. 1-12.

Zenger, T. R. (1992), Why do employers only reward extreme performance? Examining the relationship among performance pay and turnover. Administrative Science Quarterly, v. 37, pp. 198-219.




DOI: https://doi.org/10.34140/bjbv3n5-001

Apontamentos

  • Não há apontamentos.