A percepção dos servidores técnico-administrativos sobre justiça organizacional e intenção de rotatividade

Abstract

The organizational world is more and more demanding every day, mainly, due to a dynamic and competitive scenario. In this way, public companies need to be prepared to meet the needs made by constant changes and, for that, demand engagement from their employees in this transitional process. Considering that people are essential for organizational functioning, managers need to create mechanisms that enable professionals to stay in entities, as well as to check out if individuals perceive as fair the distribution of resources and the procedures adopted to select the criteria of these distributions within the organization, since justice is pointed out as a psychosocial phenomenon and pervades both in the individual’s social and organizational life. Therefore, inserted in this context, this paper aims to describe the extent to which the perception of organizational justice (distributive and procedural) is related to the intention of rotation of the technical-administrative civil servants of the Federal University of Rio Grande do Norte. In this regard, an applied study was carried out, of an exploratory and descriptive character, being its results presented in the quantitative form, by using questionnaire, whose instruments have already been validated, namely: Perception of Distributive Justice Scale (Siqueira et al., 1996), Perception of Procedure Justice Scale (Gomide Jr., Lima and Faria Neto, 1996) and Turnover Intention Scale (Siqueira et al., 1997), to verify the measures of perception of organizational justice, in the distributive and procedural dimensions, besides investigating the intention of rotation. Finally, as a result of the data collection, it was observed that, in its entirety, there was a certain indifference or mistrust of the technical-administrative servants at that time about fair rewards offered by the institution and regarding the conditions or fair procedures existing in the organization. For the turnover intention, most of the participants claimed not to intend to leave UFRN. However, when correlations were made between specific groups of high and low intention of rotation with the two aspects of the perception of organizational justice, it was verified that these relations are inversely proportional, in other words, the greater the perception of organizational justice, the lower the turnover intention, the former being considered a predictor of the latter.