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Organizational commitment, job satisfaction and their possible influences on intent to turnover

Carolina Machado Dias Ramalho Luz, Sílvio Luiz de Paula, Lúcia Maria Barbosa de Oliveira

Resumo


Abstract

Purpose – The purpose of this paper is to investigate the extent to which the organizational commitment and

job satisfaction influence intent to turnover.

 

Design/methodology/approach – Following a quantitative approach regarding methodological aspects of

this research, a case study was carried out in a company of information technology and communication located

in Porto Digital, in the Northeast of Brazil. A data collection technique with 172 forms, a self-administered form

with 18 closed questions with a Likert-type scale and an open questionnaire were used. 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.

 

Findings – The results suggest that affective and normative commitments and satisfaction with pay,

satisfaction with promotions and satisfaction with the nature of the work are correlated with the intention of

negative turnover significantly. Among the demographic factors, only the age showed a negative correlation

with intent to turnover. By performing multiple regression analysis, we identified that the variables that most

impacted the turnover intention are affective commitment, satisfaction with salary and normative

commitment. The qualitative portion of this study was accomplished through a content analysis of the open

question of the form. 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.

 

Research limitations/implications – 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. 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.

 

Practical implications – Based on the results, organizations can reduce voluntary evasion by adjusting

actions, policies and practices, directing those responsible for People Management to attract and

retain good employees. 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.

 

Social implications – The monitoring of employment and unemployment levels is part of the public policy

agenda for generating employment and income in Brazil. For organizations, employee turnover can and

should be managed and monitored so that appropriate levels are found and their consequences are minimized

through effective solutions. The results are important both for technology-based organizations and for all

stakeholders interested in the subject as the public power.

 

Originality/value – Although in the international literature turnover is a topic of study for many years, in the

Brazilian context, there is a shortage of research on the subject, specifically in the sector of advanced technology

where there is a great lack of skilled labor, a fierce competition and where to keep employees standard high

becomes a survival factor. This study may contribute to the exploration in the local literature, as it will help

locate the academy on the Brazilian reality and open the doors to new research works on turnover and its

possible correlations with other variables besides organizational commitment and job satisfaction.

 

Keywords Organizational commitment, Turnover, Job satisfaction


Palavras-chave


Organizational commitment, Turnover, Job satisfaction

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