Impacto da redução de recompensas no comportamento dos colaboradores: E quando o trabalho é um chamamento?

  • Liliana Pitacho ISCSP - UL
  • Patrícia Palma ISCSP - ULisboa
  • Pedro Correia ISCSP - ULisboa
Palavras-chave: Recompensas, Crise Económica, Orientação para o Trabalho, Intenção de Saída, Desempenho


No cenário global de severa crise económica e financeira, governos e empresas enfrentam um período de grande austeridade o que os conduziu como nunca a elevados cortes dos custos de trabalho, com destaque para o corte e redução das recompensas dos colaboradores. Este artigo apresenta, então, um modelo concetual que teoriza acerca da orientação para o trabalho (Emprego, Carreira e Chamamento) enquanto variável moderadora da relação entre o corte ou redução das recompensas e o comportamento dos colaboradores, nomeadamente, no que ao desempenho e intenção de saída diz respeito. Este modelo acarreta tanto implicações teóricas como práticas, quer para a compreensão do comportamento organizacional, quer para as práticas de gestão de recursos humanos, especialmente, para a gestão das recompensas.


Não há dados estatísticos.


Abdullah, A., Bilau, A. A., Enegbuma, W. I., Ajagbe, A. M., Ali, K. N., & Bustani, S.A. (2012). Small and medium size construction firms job satisfaction and evaluation in Nigeria. International Journal of Science and Humanity, 2(1), 34-46.

Armstrong, M. (2010). Armstrong's Handbook of Reward Management Practice: Improving Performance Through Reward. 3ª ed. Kogan Page Limited.

Babecký, J., Caju, P., Kosma, T., Lawless, M., Messina, J., & Rööm, T. (2009). The Margins of Labour Cost Adjustment: Survey Evidence from European Firms. ECB Working Paper Serious nº 1106. European Central Bank: Frankfurt.

Bewley, T. (1998). Why Not Cut Pay. European Economic Review, 42, 459-490.

Boswell, W., Olson-Buchanan, J., & Harris, T (2014). I cannot afford to have a life: employee adaptation to feelings of job insecurity. Personnel Psychology, 67, 887-915.

Bunderson, J. & Thompson, J. (2009). The call of the wild: zookeepers, Calling, and the double-edged sword of deeply meaningful work. Administrative Science Quartely, 54, 32-57.

Cao, Z., Chen, J. & Song, Y. (2013). Does total rewards reduce the core employees’ Turnover Intention? International Journal of Business and Management, 8 (20), 62–75.

Cardador, M. T. (2008). Re-orienting the career orientation: Implications for hybrid work orientations. Paper presented at the annual meeting of the Academy of Management, Anaheim, CA.

Carneiro. A., Portugal, P., & Varejão, J. (2014). Catastrophic job Destruction during the Portuguese Economic Crisis. Journal of Macroeconomics, 39, 444–457.

Chang, W., Wang, Y. & Huang, T.(2013). Work design-related antecedents of turnover intention: A multilevel approach. Human Resource Management, 52 (1), 1-26.

Chen, D. & Horton, J (2009). The Wages of Pay Cuts: Evidence from a Field Experiment. Social Science Research Network.

Condly, S., Clark, R. & Stolovitch, H. (2003). The Effects of Incentives on Workplace Performance: A Meta-analytic Review of Research Studies. Performance Improvement Quarterly, 16 (3), 7-24.

Conway, N. & Briner, R. (2005). Understanding Psychological Contracts at Work: A Critical Evaluation of Theory and Research. Oxford University Press.

Dalton, J.C. (2001). Career and Calling: finding a place for spirit in work and community. New Direction for Students Service, 95, 17-25.

Davidson, J. C., & Caddell, D. P. (1994). Religion and the meaning of work. Journal of the Scientific Study of Religion, 33, 135-147.

De Gieter, S. and Hofmans, J. (2015) How reward satisfaction affects employees turnover intentions and performance: an individual differences approach. Human Resource Management Journal, 25 (2), 200–216.

Dhanpat, N., Nodau, F., Lugisani, P., Mabojane, R., & Phiri, M. (2018). Exploring Employee retention and intention to leave within a call centre. SA Journal of Human Resource Management, 16 (0), 1-13.

Dobrow, S. (2004). Extreme subjective career success: a new integrated view of having Calling. Academy of Management Proceeding, B1-B6.

Duffy, R,. Dik, B., & Steger, M. (2011). Calling and work related outcomes: career commitment as a mediator. Journal of Vocational Behavior, 78, 210-218.

Duffy, R. & Dik, B. (2013). Research on Calling: What have we learned and where are we going? Journal of Vocational Behavior, 83, 428-436.

Duffy, R. D., Bott, E. B., Allan, B. A., & Autin, K. A. (2015). Calling among the unemployed: Examining prevalence and links to coping with job loss. The Journal of Positive Psychology, 10 (4), 332-345.

Elsby, M., Hobjin, B., & Sahin, A., (2010). The Labor Market in Great Recession. Brookings Papers on Economic Activity, Spring 2010.

Esteves, T. & Lopes, M.P. (2016). Crafting a Calling: The Mediating Role of Calling Between Challenging Job Demands and Turnover Intention. Journal of Career Development.

Eurofound (2013a). Impact of the crisis on working conditions in Europe. Retriever from

Eurofound (2013b). Wages and working conditions in the crisis.

Fabiani, S., Lamo, A., Messino, J., & Room, T. (2015). European Firm Adjustment During Times of Economic Crisis. European Central Bank, Working Paper Serious nº 1778.

Fossen, R.S., & Vredenburg, D. (2011). Exploring Differences in Work’s Meaning: An Investigation of Individual Attributes Associated with Work Orientations. Journal of Behavioral and Applied Management, 15 (2), 101-121.

Guest, D. (2017) Human resource management and employee well-being: towards a new analytic framework: HRM and employee well-being: new analytic framework. Human Resource Management Journal, 27(1), 22-38.

Hakonen, A., Maaniemi, J., & Hakanen, J., (2011). Why is group-based pay perceived as meaningful, meaningless or negative? Exploring the meanings of pay suggest by reflection theory. The International Journal of Human Resource Management, 22 (10), 2245-2264.

Herzberg, F. (1959). The motivation to work (2nd. Ed). John Wiley.

Huselid, M. (1995). The Impact of Human Resources Management Practices on Turnover, Productivity, and Corporate Financial Performance. Academy of Management Journal, 38 (3), 635- 872.

Jensen, J., Opland, R., & Ryan, A. (2010). Psychological Contracts and Counterproductive Work Behaviors: Employee Responses to Transactional and Relational Breach. Journal of Business and Psychology, 25 (4), 555-568.

Kahneman, D., & Tversky, A. (1979). Prospect Theory: An Analysis of Decision Under Risk. Econometrica, 47 (2), 263-291.

Kanfer, R. & Ackerman, P. L. (1989). Motivation and cognitive abilities: an integrative/aptitude-treatment interaction approach to skill acquisition. Journal of Applied Psychology, 74, 657-690.

Katou, A.A. (2013). Justice, trust and employee reactions: An empirical examination of the HRM system. Management Research Review, 36 (7), 674–699.

Kaya, C. & Başkaya, R. (2016). The Roles of Organizational and Ethical Climate on Individual Performance of Employees. Business Management Dynamics, 5, (8), 27-38. &AN=123990550&site=eds-live Martins, F. (2016). How the Portuguese firms Adjusted Between 2010 And 2013 Main Shocks And Channels Of Adjustment. Lisboa, Departamento de Estudos Económicos do Banco de Portugal.

Kube, S., Maréchal,M., & Puppe, C.(2013) Do wage cuts damage work morale? Evidence from a natural field experiment. Journal of the European Economic Association, 11 (4), 853-870.

Meyer, J., Morin, A. & Wasti, S.A. (2018). Employee commitment before and after an economic crisis: A stringent test of profile similarity. Human Relations, 71 (9), 1204-1233.

Palma, P. J. & Lopes, M.P. (2012). Paixão e Talento no Trabalho. Edições Sílabo.

Peiró, J., Bayona, J., Caballer, A., & Fabio, A. (2020). Importance of work characteristics affects job performance: The mediating role of individual dispositions on the work design-performance relationships. Personality and Individual Differences, 157.

Pitacho, L., & Palma, P.J. (2015). Como Implementar Sistemas de Recompensas com Real Impacto na Produtividade. RH Magazine,96, 24-29.

Rosso, B.D., Dekas, K.H., & Wrzesniewski, A. (2010). On the meaning of work: a theoretical integration and review. Research in Organizational Behavior, 30, 91–127.

Rynes, S. L., Gerhart, B., & Minette, K. A. (2004). The importance of pay in employee motivation: Discrepancies between what people say and what they do. Human Resource Management, 43, 381–394.

Schmidt, J., Willness, C., Jones, D. & Bourdage, J. (2018) Human resource management practices and voluntary turnover: a study of internal workforce and external labor market contingencies. The International Journal of Human Resource Management, 29 (3), 571-594.

Schreurs, B., Guenter, H., Schumacher, D., Emmerik, IJ. & Notelaers, G. (2013). Pay-level satisfaction and employee outcomes: the moderating effect of employee-involvement climate. Human Resource Management, 52 (3), 399-421.

Syndicate European Trade Union (2014). Benchmarking Working Europe.

Tett, R.P., & Meyer, J.P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46, 259-293.

Vroom, V.H. (1964). Work and Motivation. John Wiley.

Wang, Q., Jiang, Y., Weng, Q., & Wang, Q. (2019). A meta-analysis of the relationship between occupational commitment and job performance. Social Behavior and Personality: An international journal, 47 (8), 1-15.

Watson Jr. BW. & Singh G (2005). Global pay systems: compensation in support of a multinational strategy. Compensation and Benefits Review, 37(1): 33-36.

Wei, X., Ma, L., Zhang, Z-X., Showail, S., Jiao, J. & Wang, X. (2015). Understanding psychological contract breach due to labour costs reduction: Contingent upon employee sex and managerial control. Journal of Occupational and Organizational Psychology, 88, 679–701. 1-16.

Williams, M., Brower, H., Ford, L., Williams, L., & Carraher, S. (2008). A comprehensive mode and measure of compensation satisfaction. Journal of Occupational and Organizational Psychology, 81, 639-668.

Wrzesniewski, A., (2003). Finding positive meaning at work. In K. Cameron et al. (eds), Positive Organizational Shcolarship (pp. 296-308). Berrett-koehler.

Wrzesniewski, A., McCauley, C., Rozin, P. & Schwartz, B. (1997). Jobs, Career, and Calling: People’s Relations to Their Work. Journal of Research in Personality, 31, 21-33.

Wynen, J. & Beeck, S. (2014). The Impact of the Financial and Economic Crisis on Turnover Intention in the U.S. Federal Government. Public Personnal Management, 43 (4), 565-585.

Young, G. J., Beckman, H., & Baker, E. (2012). Financial incentives, professional values and performance: A study of pay-for-performance in a professional organization. Journal of Organizational Behavior, 33, 964–983.

Como Citar
Pitacho, L., Palma, P., & Correia, P. (2020). Impacto da redução de recompensas no comportamento dos colaboradores: E quando o trabalho é um chamamento?. PSICOLOGIA, 34(1), 43-55.