FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W2521024717> ?p ?o ?g. }

• W2521024717 abstract "RESUMO Este estudo objetivou investigar se as acoes organizacionais que oferecem recursos em prol da diversidade (mulheres em geral, pessoas negras e pessoas com deficiencia) sao percebidas como justas. O referencial teorico utilizado baseou-se na Teoria do Multiprincipio de Miller (1976). Essa teoria defende que a oferta de recursos pode ser considerada justa nao somente a partir do principio da equidade/meritocracia, mas tambem, a partir dos principios da igualdade que almeja um destino comum para os individuos e do principio da necessidade que concebe a distribuicao de recursos como justa para aquele que possui dificuldade de satisfazer por si so as suas necessidades. Para tanto, foi realizada uma pesquisa exploratoria sob o metodo quantitativo. Os dados foram obtidos de uma escala desenvolvida para esse estudo. A amostra foi de 253 pessoas (52% mulheres, 84% de raca branca e 94% sem deficiencia). A analise dos dados baseou-se na estatistica descritiva e na inferencial. Os resultados indicaram que as acoes em estudo sao predominantemente percebidas como justas quando embasadas no principio da equidade, mas que ha diferencas de percepcao considerando-se as variaveis: sexo, raca e ser ou nao pessoa com deficiencia, revelando assim, contribuicoes relevantes para os estudos de genero no ambiente organizacional. Palavras-Chave Justica organizacional, Justica organizacional distributiva, Diversidade. ABSTRACT This study aimed to investigate whether the organizational actions that offer resources for diversity (women in general, black people and people with disabilities) are perceived as fair. The theoretical framework used was based on the theory Multiprincipio Miller (1976). This theory holds that the distribution of resources can be considered fair not only based on the principle of equity / meritocracy, but also on the principles of equality which aims at a common destination for individuals and the principle of necessity which sees the distribution of resources as fair for one who has difficulties in satisfying your needs for yourself. To this end, it was conducted an exploratory study on the quantitative method. Data were obtained from a scale developed for this study. The sample consisted of 253 persons (52% women, 84% Caucasian and 94% without disabilities). Data analysis was based on the descriptive statistics and inferential. The results indicated that the actions under study are predominantly perceived as fair when based on the principle of equity, but there are differences of perception, considering the gender, race and whether or not people with disabilities, thus revealing important contributions for gender studies in organizational environment. Keywords Organizational justice, Organizational distributive justice, Diversity." @default.
• W2521024717 created "2016-09-23" @default.
• W2521024717 creator A5010652369 @default.
• W2521024717 creator A5011548700 @default.
• W2521024717 creator A5011822857 @default.
• W2521024717 creator A5016075529 @default.
• W2521024717 creator A5073822002 @default.
• W2521024717 creator A5079570001 @default.
• W2521024717 date "2012-05-01" @default.
• W2521024717 modified "2023-09-27" @default.
• W2521024717 title "A percepção de justiça organizacional distributiva diante de ações que oferecem recursos e oportunidades à diversidade [doi: 10.5329/RECADM.20121101009]" @default.
• W2521024717 doi "https://doi.org/10.5329/1002" @default.
• W2521024717 hasPublicationYear "2012" @default.
• W2521024717 type Work @default.
• W2521024717 sameAs 2521024717 @default.
• W2521024717 citedByCount "0" @default.
• W2521024717 crossrefType "journal-article" @default.
• W2521024717 hasAuthorship W2521024717A5010652369 @default.
• W2521024717 hasAuthorship W2521024717A5011548700 @default.
• W2521024717 hasAuthorship W2521024717A5011822857 @default.
• W2521024717 hasAuthorship W2521024717A5016075529 @default.
• W2521024717 hasAuthorship W2521024717A5073822002 @default.
• W2521024717 hasAuthorship W2521024717A5079570001 @default.
• W2521024717 hasConcept C138885662 @default.
• W2521024717 hasConcept C15708023 @default.
• W2521024717 hasConcept C17744445 @default.
• W2521024717 hasConceptScore W2521024717C138885662 @default.
• W2521024717 hasConceptScore W2521024717C15708023 @default.
• W2521024717 hasConceptScore W2521024717C17744445 @default.
• W2521024717 hasLocation W25210247171 @default.
• W2521024717 hasOpenAccess W2521024717 @default.
• W2521024717 hasPrimaryLocation W25210247171 @default.
• W2521024717 hasRelatedWork W11365241 @default.
• W2521024717 hasRelatedWork W1589203209 @default.
• W2521024717 hasRelatedWork W2557454913 @default.
• W2521024717 hasRelatedWork W2603296253 @default.
• W2521024717 hasRelatedWork W2748952813 @default.
• W2521024717 hasRelatedWork W2888947023 @default.
• W2521024717 hasRelatedWork W2899084033 @default.
• W2521024717 hasRelatedWork W3003325775 @default.
• W2521024717 hasRelatedWork W828925460 @default.
• W2521024717 hasRelatedWork W93312527 @default.
• W2521024717 isParatext "false" @default.
• W2521024717 isRetracted "false" @default.
• W2521024717 magId "2521024717" @default.
• W2521024717 workType "article" @default.