Psicologia Social da Justiça: Fundamentos e desenvolvimentos teóricos e empíricos

Correia, Isabel

doi:10.14417/ap.249

Cited by 3 publications

(2 citation statements)

References 121 publications

(89 reference statements)

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“…É o que a literatura sobre a vitimização secundária descreve como exemplo de negação da realidade e minimização dos sofrimentos dela decorrente (Brickman et al, 1982;Correia & Vala, 2003). A psicologia social da justiça (Correia, 2010, Lerner 1980Opotow, 1990) tem se dedicado ao estudo desse e de outros fenômenos caracterizados pela negação ou aceitação das injustiças. Tem merecido destaque os estudos sobre o papel da crença no mundo justo, i.e., a motivação das pessoas para agirem como se acreditassem que o mundo é um lugar justo, onde todos têm aquilo que merecem e merecem aquilo que têm (Lerner, 1980).…”

Section: O Papel De Percepções De Justiçaunclassified

The Role of Justice in the Relationship of Sexism and Violence Against Women

Paiva

Pereira

2021

RIP/IJP

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The application of the principles of justice is restricted in romantic relationships, contributing to the acceptance of violence against women. The objective was to analyze whether the perception of university students about the scope of justice will be the element that justifies the acceptance of violence against women. 305 university students participated. The results showed that the most sexist people, who also believe that the world is a fair place, are the ones that restrict the scope of justice application the most, that is, they perceive marriage as being excluded from that scope. Therefore, this study adds important data in studies on the role of the social context in legitimizing social inequalities.

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Section: O Papel De Percepções De Justiçaunclassified

The Role of Justice in the Relationship of Sexism and Violence Against Women

Paiva

Pereira

2021

RIP/IJP

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“…As políticas de ação afirmativa também suscitam discussões sobre as teorias e princípios da Justiça Distributiva, pois para a maioria das pessoas essas ações violam os princípios da equidade e da igualdade, mesmo quando os membros apresentam mérito equivalente ao de outros grupos favorecidos (GILLILAND, 1993;CORREIA, 2010).…”

Section: Justiça Organizacional: História E Conceitosunclassified

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

Lucas¹

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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.

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Percepção de Justiça nos Sistemas de Controle Gerencial Aumenta Comprometimento e Confiança dos Gestores?

et al. 2016

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Resumo Este estudo objetiva verificar se a percepção de justiça em relação às dimensões dos Sistemas de Controle Gerencial aumenta o comprometimento e a confiança dos gestores. Para tal, foi realizada pesquisa de natureza descritiva por meio de levantamento, tendo como população as 500 empresas listadas entre as Melhores e Maiores da Revista Exame, das quais 180 aceitaram participar do estudo, e a amostra constituiu-se dos 67 respondentes. O instrumento de pesquisa utilizado compõe-se de 26 assertivas, com escalas de medidas intervalares Likert de sete pontos. As hipóteses enunciadas na pesquisa foram testadas com aplicação da técnica estatística de análise multivariada denominada Modelagem de Equações Estruturais. Os resultados da pesquisa demonstram que o princípio da controlabilidade e a utilização de múltiplos indicadores de desempenho aumentam a percepção de justiça distributiva e processual; a percepção de justiça das dimensões interacional e processual aumenta o comprometimento dos gestores; e a confiança dos gestores é influenciada pela percepção de justiça distributiva e interacional. Com base nesses resultados, conclui-se que o comprometimento e a confiança dos gestores podem ser fatores atitudinais e comportamentais preponderantes na diminuição de ações retaliatórias causadas pelo sentimento de injustiça organizacional.

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Psicologia Social da Justiça: Fundamentos e desenvolvimentos teóricos e empíricos

Cited by 3 publications

References 121 publications

The Role of Justice in the Relationship of Sexism and Violence Against Women

The Role of Justice in the Relationship of Sexism and Violence Against Women

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

Percepção de Justiça nos Sistemas de Controle Gerencial Aumenta Comprometimento e Confiança dos Gestores?

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