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Models for antecedents of turnover intention and behavior among Brazilian employees

  • Manoela Ziebell de Oliveira
  • Alexsandro Luiz de Andrade
  • Francielle Machado Beria
  • William Barbosa Gomes
Article
  • 14 Downloads

Abstract

Studies indicate that the costs resulting from voluntary turnover range from 93 to 200% of the annual salary for a single position, besides intangible losses for teams and individuals. The present study tested an explanatory model of turnover intention and a predictive model of voluntary turnover behavior among Brazilian employees. Participants were 379 employees (52% male) between 23 and 55 years old (M = 34.3). The results of the linear and logistic regression analyses indicated that the motives for turnover intention and behavior differ and that variables controlled by organizations, more than contextual or individual ones, lead to voluntary employee turnover.

Keywords

Employee turnover Motivation Intention 

Résumé

Modèles explicatifs et prédictifs des intentions et du comportement de démission chez les employés brésiliens Les études indiquent que les coûts résultant des démissions volontaires se situent entre le 93% et le 200% d’un salaire annuel individuel, auxquels s’ajoutent des pertes immatérielles pour l’organisation et pour les collaborateurs. Cette étude a testé un modèle explicatif des intentions de démissionner, ainsi qu’un modèle prédictif du comportement de démission chez les employés brésiliens. L’échantillon était constitué de 379 employées (52% d’hommes), âgées entre 23 et 55 ans (M= 34.3). Les résultats des analyses de régression linéaire et logistique indiquent que les raisons qui sous-tendent les intentions et le comportement de démission diffèrent, et que les variables organisationnelles, en comparaison avec les variables contextuelles et individuelles, influent davantage sur les démissions volontaires des employées.

Zusammenfassung

Modelle für Vorläufer von Fluktuationsabsicht (turnover) und – verhalten unter brasilianischen Arbeitskräften Studien zeigen, dass die Kosten, die durch freiwillige Fluktuation verursacht werden, zwischen 93% und 200% des jährlichen Einkommens schwanken, nebst immateriellen Verlusten für Teams und einzelne Personen. Unsere Studie testete ein erklärendes Modell von Fluktuationsabsicht und ein prädiktives Modell von freiwilligem Fluktuationsverhalten unter brasilianischen Arbeitsnehmern. Die Teilnehmenden waren 379 Arbeitsnehmer (davon 52% Männer), im Alter von 23 bis 55 Jahren (M= 34.3). Die Resultate von lineären und logistischen Regressionsanalysen zeigten, dass die Motive für Fluktuationsabsicht und –verhalten voneinander abweichen und dass Variablen, die von den Unternehmen kontrolliert waren, vermehrt zu freiwilligen Fluktuation führen, als kontextuelle oder individuelle Variablen.

Resumen

Modelos de Antecedentes de Intención y Comportamiento de la Facturación entre los Empleados Brasileños Los estudios indican que los costes derivados de la rotación voluntaria oscilan entre el 93% y el 200% del salario anual para un mismo puesto, además de las pérdidas intangibles para los equipos y los individuos. El presente estudio prueba un modelo explicativo de la intención de rotación y un modelo predictivo del comportamiento de la rotación voluntaria entre los empleados brasileños. Participaron 379 empleados (52% hombres) de entre 23 y 55 años de edad (M= 34.3). Los resultados de los análisis de regresión lineal y logística indicaron que los motivos de la intención y el comportamiento de la rotación difieren y que las variables controladas por las organizaciones, más que las contextuales o individuales, conducen a la rotación voluntaria de empleados.

Supplementary material

10775_2018_9384_MOESM1_ESM.docx (22 kb)
Supplementary material 1 (DOCX 21 kb)

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Copyright information

© Springer Nature B.V. 2018

Authors and Affiliations

  1. 1.Programa de Pós-graduação em Psicologia da Pontifícia Universidade Católica do Rio Grande do Sul – Porto AlegreRio Grande do SulBrazil
  2. 2.Programa de Pós-graduação em Psicologia da Universidade Federal do Espírito Santo – VitóriaEspírito SantoBrazil
  3. 3.Programa de Pós-graduação em Psicologia da Universidade Federal do Rio Grande do Sul – Porto AlegreRio Grande do SulBrazil

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