Justiça organizacional de gênero nas empresas: os sentidos atribuídos pelos profissionais de recursos humanos

Abstract

Women are more qualified , but lower salaries and fewer opportunities to grow. As Human Resources (HR) department is involved or is considered responsible for those decisions, the role of its professionals and their fair decisions are put in question. Regarding that, this thesis will ease the understanding between women and the companies they work for, using HR Strategic Management and Organization Justice concepts. Its main target was to show how HR professionals act using Organizational Justice related to gender issues. Theoretical part of this survey was made for a historical set of women's economic independence evolution in society and comprehension of HR department role and how it can put women in a workplace where the rights for men and women are equally fair. The gender issue used here based on constructionist approach was suggested by Scott (1986, p.1067) where 'gender is a constitutive element of social relationships based on perceived differences between the sexes, and gender is a primary way of signifying relationships of power' and this way may be influenced by social changes. There are also concepts of Strategic Management of Human Resources based on perspective contingency (LEPAK; SHAW, 2008) and the different HR ways of valuing or dissolving the differences between major and minor groups (LIFF, 1997). Referring to Organizational Justice, there are four dimensions that create a concept: Distributive, Procedural, Interpersonal and Informational Justice, its links with HR methods and gender issues. To make this survey it was used the analysis of discursive practices by Spink (2011) and as the topic is under social changes, 'Social Theory of Discourse by Fairclough (2001) as well. It's shown that HR professionals describe a woman as qualified, careful, sensible, with a holistic view to analyze the situation. They are (or will be) mothers, heterosexuals and occupy high positions. When women don't have these characteristics or expected behavior, they are considered more masculine. HR professionals put themselves in charge of developing HR polices and influencing managers responsible for decision taking of Selection, Compensation and Promotion, providing healthy working environment for women as well. During the interviews it was shown that variables influence HR Organizational Justice Professionals and others perception related to woman condition and the context that lead to the difference between men and women. As for Diversity Management methods that could contribute to equality between women and men in the workplace, it was proven that it's possible to blend Valuing Difference methods with Dissolving Difference methods.

O sexismo nas empresas a partir da perspectiva de profissionais de recursos humanos

“…De modo semelhante, Lucas (2015) identificou que a liderança das empresas era a responsável pela tomada de decisão, que muitas vezes discriminava as mulheres. Para a autora, os líderes reproduzem o sexismo que já está presente na sociedade, sem identificar nenhuma causa específica.…”

“…Retomamos o estudo de Angela Lucas (2015), que buscou identificar qual é a concepção de justiça organizacional de gênero nas empresas, através de entrevistas com profissionais de RH. Por razões semelhantes ao presente estudo, Lucas viu nos profissionais de RH catalisadores do que a administração chama de "cultura organizacional", afinal, é o departamento responsável pelas práticas e políticas da empresa no relacionamento com os seus funcionários.…”

“…Os resultados encontrados por Lucas (2015) convergem com os relatos das depoentes desta pesquisa, que serão apresentados no capítulo de análise. O público é semelhante, proveniente de contextos semelhantes.…”

“…O estudo de Lucas (2015) parte de premissas teóricas distintas, mas, sem dúvida, é o estudo mais próximo deste no que se refere à busca de respostas para a discriminação de gênero ao entrevistar profissionais de recursos humanos. Os achados de ambos estudos aproximam-se em termos de conteúdo, mas se distanciam no que concerne à análise de tais conteúdos, pois Lucas tem uma perspectiva da administração e, o presente trabalho, da Psicologia Social do Trabalho, que busca identificar não somente os processos discutidos nas entrevistas, como também contextualizá-los criticamente com base em outras referências.…”

Tetos de vitrais: gênero e raça na contabilidade no Brasil

“…Lucas (2015) pesquisou justiça organizacional de gênero e gestão estratégica nas empresas. "Pesquisas nesta área buscam avaliar a percepção dos indivíduos sobre a justiça em suas relações de trabalho e como essa percepção impacta as atitudes e comportamentos dos empregados" (p. 57).…”