The findings direct the construction and validation of new scales, the creation of qualitative protocols to identify the variables that influence the retention of a specific group of individuals to serve as a guide for the elaboration of a questionnaire, as well as creation of surveys of longitudinal nature to correlate the data of intention of rotation with the effective turnover.
The findings direct the construction and validation of new scales, the creation of qualitative protocols to identify the variables that influence the retention of a specific group of individuals to serve as a guide for the elaboration of a questionnaire, as well as creation of surveys of longitudinal nature to correlate the data of intention of rotation with the effective turnover.Tags: Inive Essay HandoutCreative Writing Lesson PlanOutline For Research Paper On Animal TestingWriting Essay Third PersonThematic Essays Global HistoryAd Hoc Network Research PapersSample Business Plan For Non Profit OrganizationCritical Thinking ClassroomThomas Paine Common Sense EssayIraq War Cause And Effect Essay
Established in the 1990s by professionals of area, T. C is a civil, non-profit, private association which creates products, processes, services and enterprises using TIC.
Based on the argument exposed here, the following question of research was formulated: The noun turnover is attributed to inflow and outflow of employees of an enterprise and it is considered one of the most important organizational phenomena, because it obligates the managers to be capacitated to analyze, comprehend and manage its consequences.
In this analysis, Statistical Package for the Social Sciences (SPSS) software was used as the technique; besides the descriptive statistics, a correlation was made between dependent variables (intention of rotation) and independent variables (affective, normative, instrumental and work satisfaction).
The level of organizational commitment in its three dimensions (affective, normative and instrumental), the job satisfaction in its five dimensions (satisfaction with nature of the task, with leadership, with colleagues, with salary and promotions) and the level of intent to turnover from the respondents were investigated.
It should be emphasized that voluntary turnover should be treated as one of the management indicators of greater relevance by organizations, representing a thermometer of all human capital management. This article is published under the Creative Commons Attribution (CC BY 4.0) licence.
The monitoring of employment and unemployment levels is part of the public policy agenda for generating employment and income in Brazil. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors.The absence of qualified professionals in a determined region may result in an inviable determined operation, thus affecting the region socioeconomically (Silva , 2013).Table I portrays some of possible negative consequences of the turnover mentioned in this section, in regard to organization perspective, individual (who stays and who leaves the organization) and the society.The negative ones are: In regard to the consequences to the individual, it is important to highlight that not always the reason of the turnover is related to the organization.There are personal reasons such as changing of spouse job, the wish to dedicate to family or to indulge in another activity.There are several negative and positive consequences of turnover, as in organizational, individual scope, and as in society (Dalton and Todor, 1979).The following consequences are related to the organization.The objective of this research was to analyze the voluntary turnover and highlight the necessity of the effective management of this phenomenon.In regard to the consequences of turnover, part of the research about this subject is based on its causes and correlations and some models are proposed: the linkage model (Mobley, 1992), conceptual model of employees’ turnover and retention (Winterton, 2004), and the context model of professionals of IT turnover (Joseph , 2007).Finally, one of the main considerations is the findings that revealed variables other than those adopted in the study, which influence the permanence of the respondents.Among the limitations of the research a single case study is highlighted that replicates the experience in other ICT companies to verify if the results found are similar in other organizations and in other segments.