Fear can restrain creativity, innovation and the talent of individuals, being able to generate disgusts, frustrations and defensive postures. On the other hand, fear can be interpreted as something positive and effective administration of this sentiment can turn it into a foundation of social interaction or source of motivation, contributing to the performance of managers and employees of an organization. The main objective of this study is to examine how generational differences and demographic variables - such as gender , type of pension plan , hierarchical level , time in office and time in the company - influence the intensity of the fear of failure in the organizational environment. In order to accomplish that, the Performance Failure Appraisal Inventory questionnaire was applied - PFAI ( Conroy, 2002) to a non-probabilistic and non-intentional sample, chosen by accessibility of a Pension Fund employees from Rio de Janeiro. Statistical analysis of the data revealed low intensity of the fear of failure related to generations, and Generation X showed the highest rates, highlighting the limitations related to the expression of feelings, especially negative ones, such as fear. On the other hand, gender and time in office showed significant results, indicating that women and employees in junior positions tend to feel more intensely the fear of making mistakes.