Valores pessoais, justiça organizacional e comportamento contraproducente no trabalho: uma análise integrada a partir da percepção de jovens trabalhadores

Abstract

The research of this thesis aimed to analyze how the constructs personal values, organizational justice and counterproductive behavior are configured and related to each other in the perception of young workers. The thesis argument argues that personal values influence perceptions of justice and, when these perceptions are weak, they can lead young workers to counterproductive work behaviors (CWB). Therefore, a descriptive-explanatory and a quantitative approach field research in the case study model was conducted. The case is characterized by young workers assisted by a professional teaching association. Data were collected through a questionnaire and a validated sample consisted of 3.232 young workers respondents from the five regions of Brazil. The general objective was answered, indicating that for the young participants the dimensions of personal values and organizational justice are average, while counterproductive work behavior is rare. The existing relationship between personal values, organizational justice and counterproductive work behavior was confirmed, confirming the thesis argument. The results confirm the impact of values on organizational justice. Moreover, the more interactional justice is perceived, the less young workers are prone to counterproductive behavior, assuming that weak perceptions of justice can lead young workers to behave in counterproductive ways. The following theoretical and conceptual contributions stand out: proposition of an integrated and empirically tested theoretical model not found in the Management literature; the analysis of CWB, still little explored in the area that usually sheds light on positive managerial aspects; the analysis of personal values and organizational justice based on the characteristics of the public in focus; the confirmation of existing relationships between the constructs in an integrated way, through structural equation modeling. The pragmatic and organizational contributions present conclusions for organizations to reflect on the possible antecedents of counterproductive work behavior by young people at work and provide an increasingly fair and equal environment, based on personal values that articulate conservation and openness to change, making work environments safe for innovative movements. In addition, organizations must pay attention to interpersonal justice to minimize counterproductive behavior, as well as to identifying the profile of young workers to analyze the congruence between the values they share and the organizational values. Such reflections indicate ways to strengthen the well-being of young people at work and, at the same time, decrease possible harmful effects on organizations in terms of costs and productivity, providing a work environment of well-being and confidence. Considering the limitations of the study, a research agenda was proposed, emphasizing the need for more studies with young workers from the most diverse cultural, social and economic contexts; researches with individuals from other age groups and professional categories; and studies with a qualitative approach.