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Publication
O papel do feedback na relação da gestão por objetivos com o desempenho no trabalho: Revisão sistemática de literatura
Advisor(s)
Abstract(s)
Objetivo – O objetivo desta dissertação é estudar de que forma o feedback influencia a relação entre o estabelecimento de objetivos e o desempenho de trabalho.
Metodologia – Para responder às questões de investigação colocadas, realizou-se uma pesquisa de acordo com a metodologia da revisão sistemática de literatura sobre três variáveis: objetivos, feedback e desempenho. Identificaram-se inicialmente 4796 artigos. Aplicando três critérios de inclusão: (a) tipo de estudo, (b) artigos que estudem claramente a relação entre as três variáveis, (c) artigos cuja revista esteja no quartil 1, 2 ou 3; e cinco critérios de exclusão: (a) área de estudo, (b) meta-análises e revisões de literatura, (c) estudos que abordam outros aspetos que não especificamente o goal setting, (d) que estudem exclusivamente o desempenho em grupos, e (e) feedback dirigido aos superiores; retiveram-se para análise 22 artigos.
Resultados – A análise dos 22 artigos empíricos mostrou que o feedback tem um papel importante na relação entre objetivos e desempenho, além de que alguns aspetos dos objetivos e do feedback podem contribuir para potenciar o seu efeito.
Implicações da pesquisa – Os resultados obtidos permitiram extrair algumas recomendações para a prática relativamente à forma como as chefias podem dar feedback sobre o desempenho dos trabalhadores para atingirem mais eficazmente os objetivos.
Originalidade/valor – A presente dissertação contribui para a literatura do goal setting ao examinar sistematizadamente que aspetos do feedback podem ser mais eficazes para melhorar o desempenho e ajudar a atingir os objetivos, especificando simultaneamente o contributo de outros moderadores/mediadores para a relação entre as três variáveis.
Purpose – The purpose of this thesis is to study how feedback influences the relationship between goal setting and work performance. Methodology – In order to answer the research questions posed, a search was carried out according to the systematic literature review methodology about three variables: goals, feedback and performance. Initially, 4796 articles were identified. Applying three inclusion criteria: (a) type of study, (b) articles that clearly study the relationship between the three variables, (c) articles whose journal is in the quartile 1, 2 or 3; and five exclusion criteria: (a) study area, (b) meta-analysis and literature reviews, (c) studies that address other issues that are not specifically goal setting, (d) articles that study exclusively group performance, and (e) articles that study feedback towards managers; 22 articles were retained for analysis. Findings – The analysis of the 22 empirical articles showed that feedback plays an important role in the relationship between goals and performance, and that some aspects of the goals and feedback can contribute to enhancing its positive effect. Research implications – The results obtained allowed to extract some recommendations for practice regarding how managers can give feedback on the workers’ performance so that they can more effectively achieve their goals. Originality/value – The present thesis contributes to goal setting literature by systematically examining which aspects of feedback can be more effective in improving performance and help achieve the goals, while specifying the contribution of other moderators/mediators to the relationship between the three variables.
Purpose – The purpose of this thesis is to study how feedback influences the relationship between goal setting and work performance. Methodology – In order to answer the research questions posed, a search was carried out according to the systematic literature review methodology about three variables: goals, feedback and performance. Initially, 4796 articles were identified. Applying three inclusion criteria: (a) type of study, (b) articles that clearly study the relationship between the three variables, (c) articles whose journal is in the quartile 1, 2 or 3; and five exclusion criteria: (a) study area, (b) meta-analysis and literature reviews, (c) studies that address other issues that are not specifically goal setting, (d) articles that study exclusively group performance, and (e) articles that study feedback towards managers; 22 articles were retained for analysis. Findings – The analysis of the 22 empirical articles showed that feedback plays an important role in the relationship between goals and performance, and that some aspects of the goals and feedback can contribute to enhancing its positive effect. Research implications – The results obtained allowed to extract some recommendations for practice regarding how managers can give feedback on the workers’ performance so that they can more effectively achieve their goals. Originality/value – The present thesis contributes to goal setting literature by systematically examining which aspects of feedback can be more effective in improving performance and help achieve the goals, while specifying the contribution of other moderators/mediators to the relationship between the three variables.
Description
Dissertação de Mestrado apresentada no ISPA – Instituo Universitário para obtenção do grau de Mestre na especialidade de Psicologia Social e das Organizações.
Keywords
Estabelecimento de objetivos Feedback Desempenho Goal setting Feedback Performance