Burnout em professores universitários: impacto de percepções de justiça e comprometimento afetivo

Abstract

RESUMO -Esta pesquisa objetivou analisar o poder mediacional do comprometimento organizacional afetivo na relação entre as percepções de justiça distributiva, processual e interacional e o burnout. Participaram da pesquisa 233 professores universitários. Foram aplicados os instrumentos avaliativos Maslach Burnout Inventory, Escala de Percepção de Justiça Organizacional e Organizational Commitment Questionnaire. Analisou-se o poder mediacional do comprometimento na relação entre a percepção de justiça e o burnout, a partir da regressão hierárquica. O poder mediacional do comprometimento se confirmou na relação entre percepção de justiça distributiva e exaustão. Concluiu-se que a percepção de injustiça na forma de distribuição de recursos pode levar o professor universitário à exaustão, o que pode ter probabilidade aumentada diante da falta de comprometimento.Palavras-chave: burnout; justiça organizacional; comprometimento organizacional afetivo. Burnout among University Professors: Impact of Justice Perceptions and Affective CommitmentABSTRACT -This study aimed to analyze the mediational power of the affective organizational commitment in the relation among the perceptions of distributive, procedural, and interactional justice and burnout. Participants were 233 university professors. The following instruments were used: Maslach Burnout Inventory, Organizational Justice Perception Scale, and Organizational Commitment Questionnaire. We analyzed the mediational power of commitment in the relation between perception of justice and burnout, from a hierarchical regression. The mediational power of commitment was confirmed in the relationship between the perceptions of distributive justice and exhaustion. It can be concluded that the perceptions of injustice in the form of resource distribution may lead university professors to exhaustion, which might be more likely to happen if there is lack of commitment.

The Changing Context and the Organizational Justice Impact on the Employee Well-Being

“…Nevertheless, what PPBEC is concerned, all types of justice (distributive, interactional and procedural) mediated the relations between the planning, preparation, background experiences of change and well-being. These results are in accordance with the specialized literature, demonstrating the importance of employees' perception of organizational change as being planned and of the organization's preparedness to implement the change (Robbins et al, 2012;Sousa & Mendonça, 2009).…”

“…The interest in investigating the mediation and moderation power of justice is increasing in order to understand the workers' affection and well-being (Kool & Van Dierendonck, 2012;Robbins et al, 2012). In the study by Sousa and Mendonça (2009), procedural justice mediated the relation between distributive justice and experiences of pleasure and suffering at work, while interactional justice mediates the relation between distributive justice and experiences of suffering at work.…”

“…Organizational justice is defined as a guiding principle in the determination of rights and duties in the organizations and a defining principle of the distribution of benefits and charges deriving from social cooperation (Assmar & Ferreira, 2008;Greenberg, 2004;Mendonça, Pereira, Tamayo, & Paz, 2003;Sousa & Mendonça, 2009). Most studies on the perception of organizational justice highlight three dimensions of the phenomenon -distributive (assesses whether the results are considered fair or not), procedural (assesses whether formal procedures and policies adopted in the decision process are considered fair or not) and interactional (assesses whether the quality of the interaction affects what is considered as just; Assmar & Ferreira, 2008;Mendonça et al, 2003).…”

“…Most studies on the perception of organizational justice highlight three dimensions of the phenomenon -distributive (assesses whether the results are considered fair or not), procedural (assesses whether formal procedures and policies adopted in the decision process are considered fair or not) and interactional (assesses whether the quality of the interaction affects what is considered as just; Assmar & Ferreira, 2008;Mendonça et al, 2003). Injustice can also be experienced if the procedures that led to the distribution of resources are considered unfair or biased (Greenberg, 2004;Sousa & Mendonça, 2009).…”

Aspectos afetivos da justiça e injustiça e assimetrias entre temas

“…Os autores concluem, através de um estudo em larga escala realizado em 37 países, que a emoção é um mediador das reações e dos comportamentos das pessoas em face de uma situação injusta. Esforços semelhantes tem sido feito no sentido de investigar o efeito da percepção da injustiça no bem estar dos trabalhadores (Souza & Mendonça, 2009).…”