PERCEPTION OF WORK PERFORMANCE IN HOME-OFFICE MODE
COMPARISON AMONG DIFFERENT GENERATIONS IN BRAZIL
Keywords:Perception, Work Performance, Home-Office, Generation and labour market
Work in home office mode is already a reality for many national and international organizations. In Brazil, according to Sobratt (2018), 45% of 315 companies from different areas of the economy have already joined this work modality. As a result of the pandemic of Covid-19, companies in sectors classified as non-essential, from both spheres, public and private, were pushed to adopt remote work to continue their business activities. So, this study aims to analyze the perception of work performance in the modality of Home-Office comparing the average indexes of different generations. Findings showed that despite of Y and Z generations are theoretically composed of a profile of people with greater skills for digital technologies (Kurz, Li, Vine, 2019) which seem to be a pre-requisite for adapting to remote work (FIA, 2020), on average, Z generation reached a level (2.84) of perception below the average (3.0) considered for this study. In addition, Y generation, despite being above the average (4.06), obtained a lower index when compared to X generation (4.35).
BARROS, M. L. Autoridade e afeto: filhos e netos na família Brasileira. São Paulo: Jorge Zahar, 1987.
BERNARDIN, H. J. & BEATTY, R. Performance Appraisal: Assessing Human Behavior at Wor. Boston: Kent-PWS, 1984.
BORMAN, W. C. & MOTOWIDLO, S. M. Expanding the criterion domain to include elements of contextual performance. in: N. Schmitt & W. C. Borman (Eds.), Personnel Selection in Organizations, 1993:71-98.
CASCIO, W. F., & AGUINIS, H. Research in industrial and organizational psychology from 1963–2007: changes, choices, and trends. Journal of Applied Psychology, 2008, 93:1062–1081.
CASCIO, W. F., BOUDREAU, J. W. What’s around the corner in HR? Organizational Dynamics, 2011, 40:243-245.
CULPIN, V., MILLAR, V., & PETERS, K. Multi-generational frames of reference: managerial challenges of four social generations in the organization. Journal of Managerial Psychology, 2015, 30(1).
CHENG, G. H. L. & CHAN, D. K. S. Who suffers more from job insecurity? A Meta-Analytic review. Applied Psychology, 2008, 57(2) :272-303.
KANAANE, R. Comportamento humano nas organizações: o homem rumo ao século XXL. 2ª ed. São Paulo: Atlas, 2012.
_____________ Comportamento humano nas organizações: O desafio dos Líderes no relacionamento intergeracional 3ª ed. São Paulo: Atlas, 2017.
KURZ C. J., Li, G., VINE, D. J. Are millennials different?. In: Haughwout, A, Mandel, B. Handbook of US Consumer Economics. Academic Press, 2019, 8:193-232.
MANNHEIM, K. A questão das gerações. São Paulo: Ática, 1982.
MUNSTERBERG, H. Psychology and Industrial Efficiency. Houghton Mifflin, Boston, 1913.
QUEIROGA, F., BORGES-ANDRADE, J. E., & COELHO JÚNIOR, F. A. Desempenho no trabalho escala de avaliação geral por meio de percepção in: Puente-Palacios, K. E., & Peixoto, A. L. A. Ferramentas de diagnóstico para organizações e trabalho: Um olhar a partir da psicologia. Porto Alegre: Artmed, 2015.
SOBRATT – Sociedade Brasileira de Teletrabalho e Teleatividades. Resultado da Pesquisa Home- Office, 2018. Retrieved at : <http://www.sobratt.org.br/site2015/wp-content/uploads/2018/12/PESQUISA-SAP-REDUZIDA.pdf>Access: 22.jun.2020.
SOUZA, M. Z. A., & SOUZA, V. L. Gestão de pessoas: Uma vantagem competitiva? Rio de Janeiro: FGV, 2016.
TAYLOR, F. W. Princípios da administração científica. 8ª ed. São Paulo: Atlas, 1990.
VISWESVARAN, C.; ONES, D. S. Perspectives on models of job performance. International Journal of Selection and Assessment, 2000, 8:216–226.
ZANELLI, J. C., BORGES-ANDRADE, J. E. & BASTOS, A.V. B. Psicologia Organizações e Trabalho no Brasil. 2a ed. Porto Alegre: Artmed, 2004.
ZEMKE, R., RAINES, C., & FILIPCZAK, B. Generations at work: Managing the clash of Veterans. Boomers, Xers, and Nexters in your Workplace. New York, Amacom, 1999.
This Journal is licensed under a Creative Commons Attribution-Non Commercial-No Derivers 4.0 International license.
1.The author (s) authorize the publication of the article in the journal;
2.The author (s) warrant that the contribution is original and unpublished and is not in the process of being evaluated in other journal (s);
3. The journal is not responsible for the opinions, ideas and concepts emitted in the texts, as they are the sole responsibility of its author (s);
4. The editors are entitled to make textual adjustments and to adapt the articles to the standards of publication.