Organizational commitment and sense of justice: a study on the issue of pay and benefits to two different groups of the same company. / Comprometimento organizacional e percepção de justiça: um estudo sobre a concessão de remuneração e benefícios diferenciados a dois grupos de uma mesma empresa.

José Adauto Ribeiro

The purpose of this work was to investigate the granting of differentiated pay and benefits to two groups of officials and yours implications on the perception of distributive justice and the affective, continuance and normative commitment. The fact auspicious, in the view of the study, but unusual in terms of the labour market, is that employees searched, as were hired in different periods, receive unequal pay and benefits, while working in the same company, occupy the same function, develop the same activities and share the same environment at work. As a theoretical base were explored the concepts of organizational commitment, perception of organizational justice and system of reward. The empirical study was carried out in an organization of the banking industry and had the object data from a survey conducted among a sample of 679 individuals. For purposes of comparative studies, the sample was divided into two subgroups: the pre-98, formed for employees hired before 1998 with benefits and higher pay; and the post-98, composed of individuals hired from 1998 with lower pay and benefits. The diversity of the two groups, with very different profiles, it has proved very successful for comparative analyses. The group pre-98 had as most marked characteristics: increased longevity, predominance of married, lowers educational level, higher seniority, and pay and benefits wider. In another pole, the subgroup post-98 was characterized by: lower longevity, predominance of single, higher educational level, less time of organization, pay and benefits more restricted. As similarity, the two groups had: the same level career internal, realize of the same activities and sharing the same environment, therefore susceptible to the same conditions cultural, and of stress. The sub-group pre-98 recorded 304 respondents and the post-98 computed 379 employees. As a tool for lifting of primary data, a questionnaire was used, with thirty-one variables, composed of questions on socio-functional issues, on the three dimensions of organizational commitment, through the scale produced by Meyer and Allen (1997), endorsed by several Brazilians authors, and on distributive justice perception, which scale was validated by Mendonça and others (2003). The procedures for statistical analysis conducted were: descriptive statistics, confirmatory analysis, assessment of consistency of Crombachs Alpha, analysis of correlation and multiple regressions. The results of the interactions of demographic variables, functional, pay and benefits with the dimensions of commitment and perception of distributive justice, in groups pre and post-98, were: a) a variable gender, in relations with commitment and distributive justice, showed neutral correlation; b) the correlations with time of organization were positive, being more sensitive relations with the normative dimensions and affective and less intense with the continuance and distributive justice; c) the correlations with marital status, registered, consistent way, a trend of growing medium in the sequence of segments of single, married, separated and widowed, in all sizes and with remarkable difference between the groups of single and married; d) The dimensions of commitment and of distributive justice found significant correlations with schooling, however, of nature inverse; e) of positive correlations between the time of organization and commitment, the more intense was processed with the affective dimension. With lower expression, happened with the dimensions of commitment normative and of distributive justice. In relation to the continuance dimension, the variable was neutral; f) the effects of pay and benefits on perception of distributive justice became evident in the comparison between the groups pre and post-98, where the first, which realizes higher pay and benefits, reached average significantly higher; g) correlations between distributive justice and commitment proved positive with the normative and affective dimensions and neutral with continuance. Briefly, the sample of the pre-98 group, compared to the post-98, registered upper middle in affective dimensions, normative, continuance and distributive justice. In elucidation, because of the characteristics of each group, the direct interaction of the antecedents variables (age, marital status, pay and distributive justice) with the dimensions of commitment registered upward trend, pressing up the averages of the group pre-98, stressing the difference with the post-98. The same occurred in relation to education, but with inverse relationship. The variable time of organization, despite sensitize positively affective and normative dimensions, was indifferent to the continuance factor. In general, the differences were noted in mean congruent with the peculiarities of each group. The assumptions of the number one, two and three, all was proved, as demonstrated the power of influence of pay and benefits on the average of commitment and distributive justice that according positive correlation and direct proportionality, generated medium comparatively lower in the group post-98 and upper middle in the pre-98. The hypothesis four wasnt confirmed, because the correlation more intense between distributive justice and commitment was revealed with the normative aspect, in discordance with the hypothesis that pointed, based on previous studies, the affective dimension. This result also disagreed the framework of relations tendenciais, built by Meyer and others (2002, p. 31), which recorded the strongest positive correlation with the base affective and neutral with the instrumental.

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