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Esta dissertação analisa o impacto do Sistema Integrado de Avaliação de Desempenho da Administração Pública (SIADAP) na motivação dos trabalhadores e nas suas perceções de justiça organizacional. À luz das orientações da Nova Gestão Pública, discute-se se a avaliação de desempenho cumpre efetivamente a função de alinhar objetivos institucionais com o desenvolvimento humano. A investigação adota uma abordagem quantitativa e descritiva, com base na aplicação de um questionário a trabalhadores de três entidades públicas: a Comissão de Coordenação e Desenvolvimento Regional do Centro (CCDR Centro), a Câmara Municipal de Castelo Branco (CMCB) e a Comunidade Intermunicipal da Beira Baixa (CIMBB). A amostra é composta por 311 respondentes e os dados foram tratados com recurso ao software SPSS, recorrendo a análises descritivas, fatoriais, de correlação, de regressão múltipla hierárquica e segmentação por clusters. Os resultados indicam que o sistema de avaliação não é percebido como justo e não impulsiona melhorias no desempenho, contradizendo as expectativas iniciais, evidenciando ainda, que a motivação não está diretamente ligada ao Sistema de Avaliação, outros fatores são privilegiados como ambiente de trabalho organizacional e reconhecimento. É ainda demonstrado pelos resultados que os fatores mais valorizados pelos trabalhadores em termos de motivação são o reconhecimento, o ambiente de trabalho e a clareza dos objetivos organizacionais, sendo a remuneração percecionada como um fator com menor impacto motivacional. Relativamente ao SIADAP, as perceções revelam uma avaliação predominantemente negativa quanto à justiça e eficácia do sistema, sendo visível um distanciamento entre os objetivos do modelo e a sua concretização prática. A análise estatística não identificou uma relação significativa entre a avaliação de desempenho e a motivação global dos trabalhadores, contrariando as premissas teóricas subjacentes ao modelo do SIADAP. Conclui-se, assim, que a motivação dos trabalhadores está mais fortemente associada a fatores relacionais e contextuais do que ao sistema formal de avaliação. Este estudo contribui para a reflexão crítica sobre a eficácia do SIADAP na Administração Pública portuguesa e destaca a importância de reformular práticas avaliativas, integrando dimensões como o feedback contínuo, a justiça organizacional e a valorização do capital humano, com vista à melhoria do desempenho e à motivação sustentada dos trabalhadores.
ABSTRACT: This dissertation analyses the impact of the Integrated System of Performance Assessment in Public Administration (SIADAP) on employee motivation and their perception of organisational justice. Against the background of the guidelines of New Public Management, it is discussed whether performance evaluation actually fulfils the function of harmonising institutional goals with human development. The research adopts a quantitative and descriptive approach based on the application of a questionnaire to the employees of three public institutions: the Commission for Coordination and Regional Development of the Centre (CCDR Centro), the Municipal Council of Castelo Branco (CMCB) and the Intermunicipal Community of Beira Baixa (CIMBB). The sample consists of 311 respondents. The data were processed with SPSS software using descriptive, factor, correlation, multiple hierarchical regression and cluster segmentation analyses. The results indicate that the evaluation system is not perceived as fair and does not improve performance, which contradicts the original expectations. It also shows that motivation is not directly related to other factors such as the rganizational work environment and recognition. The results also show that the factors most valued by employees in terms of motivation are recognition, work environment and clarity of organizational goals, while remuneration is perceived as a factor with less motivating effect. With regard to SIADAP, the perceptions show a predominantly negative assessment of the fairness and effectiveness of the system, with a visible gap between the objectives of the model and its practical implementation. Statistical analysis revealed no significant relationship between performance evaluation and overall employee motivation, contrary to the theoretical assumptions underlying the SIADAP model. It is concluded that employee motivation is more strongly related to relational and contextual factors than to the formal appraisal system. This study ontributes to the critical reflection on the effectiveness of SIADAP in the Portuguese public administration and highlights the importance of reformulating evaluation practices to include dimensions such as continuous feedback and organizational aspects in order to improve performance and sustainable employee motivation.
ABSTRACT: This dissertation analyses the impact of the Integrated System of Performance Assessment in Public Administration (SIADAP) on employee motivation and their perception of organisational justice. Against the background of the guidelines of New Public Management, it is discussed whether performance evaluation actually fulfils the function of harmonising institutional goals with human development. The research adopts a quantitative and descriptive approach based on the application of a questionnaire to the employees of three public institutions: the Commission for Coordination and Regional Development of the Centre (CCDR Centro), the Municipal Council of Castelo Branco (CMCB) and the Intermunicipal Community of Beira Baixa (CIMBB). The sample consists of 311 respondents. The data were processed with SPSS software using descriptive, factor, correlation, multiple hierarchical regression and cluster segmentation analyses. The results indicate that the evaluation system is not perceived as fair and does not improve performance, which contradicts the original expectations. It also shows that motivation is not directly related to other factors such as the rganizational work environment and recognition. The results also show that the factors most valued by employees in terms of motivation are recognition, work environment and clarity of organizational goals, while remuneration is perceived as a factor with less motivating effect. With regard to SIADAP, the perceptions show a predominantly negative assessment of the fairness and effectiveness of the system, with a visible gap between the objectives of the model and its practical implementation. Statistical analysis revealed no significant relationship between performance evaluation and overall employee motivation, contrary to the theoretical assumptions underlying the SIADAP model. It is concluded that employee motivation is more strongly related to relational and contextual factors than to the formal appraisal system. This study ontributes to the critical reflection on the effectiveness of SIADAP in the Portuguese public administration and highlights the importance of reformulating evaluation practices to include dimensions such as continuous feedback and organizational aspects in order to improve performance and sustainable employee motivation.
Descrição
Dissertação apresentado à Escola Superior de Gestão do Instituto Politécnico de Castelo Branco, para cumprimento dos requisitos necessários à obtenção do grau de Mestre em Gestão de Empresas.
Palavras-chave
Administração pública SIADAP Justiça organizacional ou equidade Cultura organizacional Nova gestão pública Public administration Organizational justice or equity Organizational culture New public management