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Abstract
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People, by their unique and changeable character, are presently a valuable and active
organizational factor that can make a difference in an organization. The recognition
of the contributive uniqueness’ concept is defined as the recognition given, by the
several organizational levels, to the individual, namely, the recognition of his/her
unique contributions to the organization. Given the importance of understanding in which
way this recognition exists, the goal of the present article is to verify de psychometric
qualities of a recognition of the contributive uniqueness’ questionnaire Organizational
Recognition of the Contributive Uniqueness Questionnaire (QROSC), applied to a sample
of workers of several organizational sectors and dimensions (n=384). In a first phase, the
present study demonstrated that QROSC has a good intern consistency and a factorial
structure based on four factors: effect of the recognition culture, tangible recognition,
openness and acceptance-integration, regarding the acceptance and integration of
workers’ uniqueness, and colleagues’ recognition. In the second phase, the first differential
studies were made, in witch was possible to verify significant differences between
the questionnaire’s dimensions and the considered demographic factors, reinforcing
the importance of recognizing the contributive uniqueness as an important asset for
the organizational development and to gain value. Suggestions of future research is
addressed that may reinforce the instrument’s robustness, as well as the obtained
results that may contribute to the utility of the instrument in the organizational context.
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