Aprendizagem organizacional e justiça organizacional: perspectivas desta relação

Abstract

Organizations have been undergoing a scenario of intense changes and the organizational learning emerges as a key factor that has deserved interest from the academic community for helping organizations' competitiveness and performance. This occurs because organizational learning (OL) contributes to the development of new action models based on acquired knowledge and the perception of justice generates a feeling of appreciation and belonging. Therefore, employees' behavior in the workplace is influenced by the perception of justice and this positive understanding helps to improve OL, encouraging employees to look for new knowledge and share them. Given this, the present study aims to analyze the relationship between the dimensions of organizational learning and the dimensions of organizational justice (OJ) from the perspective of employees in the administrative sector of an industry in the northwest region of Rio Grande do Sul. To achieve the proposed objectives, a descriptive research was carried out, with a quantitative approach, using a survey technique through the application of a questionnaire to a total of 129 respondents. The protocol consisted of: sociodemographic data, OL scale, OJ perception scale and the scale of impact on working routines during the critical period of the COVID-19 pandemic. The analysis of the data was carried out using descriptive measures, standardization of scales and structural equation modeling. The research sample is predominantly male (67.44%), up to 30 years old (51.94%), married or in a stable union (53.49%), higher education (41.86%), with 3 to 5 years of experience with the company (24.81%), salary of R$ 3,001 and 5,000.00 (34.11%) and analyst position (28.68%). When identifying the perception of OJ, average indices were found of 3.54 for the dimension of distributive justice, 3.60 for procedural justice and 4.03 for interactional justice. Regarding the perception of OL, the indices were 3.67 for clarity of purpose and mission, 3.55 for leadership empowerment and commitment, 3.73 for experimentation, 3.90 for knowledge transfer and 3.63 for work and group problem solving. The perception of COVID19 had an average of 3.83. These indices have demonstrated that respondents have a positive perception of OJ and OL and in relation to the pandemic period. The analysis of the relationships between OL and OJ found that the relationship between distributive justice and the learning dimensions was not confirmed, as well as the relationship between procedural justice and the work and group problem-solving dimensions. The other hypotheses developed were confirmed, demonstrating that organizational justice has a significant and positive influence on organizational learning. The moderating effect of COVID-19 was tested, resulting in a reduction in the relationship between procedural justice and the dimensions clarity of purpose and mission and experimentation, but maintaining a significant and positive result. The relationship between interactional justice and the dimensions of clarity of purpose and mission, leadership empowerment and commitment, and experimentation had significant but negative results, demonstrating how challenging the pandemic was in organizations, affecting strategies and relationships.