Organizational Commitment Research Papers

Organizational Commitment Research Papers-38
Retaining professionals is a permanent challenge in an organizational environment that also remains as the most persistent challenge faced, especially by the information technology (IT) sector, with its particularities and shortage of labor in the Brazilian scenario (Joseph , 2013). C, real institute with fictional name, was chosen as the locus of this research.The comprehension of the factors which influence the voluntary exit or the intention of doing it might be quite valid to the enterprises which can direct their strategies and actions of human resources, aiming to keep the good professionals (Lee and Maurer, 1997; Medeiros , 2011). It is one of a few institutes of research and development of Technology of Information and Communication (TIC) that exists in Brazil.

Retaining professionals is a permanent challenge in an organizational environment that also remains as the most persistent challenge faced, especially by the information technology (IT) sector, with its particularities and shortage of labor in the Brazilian scenario (Joseph , 2013). C, real institute with fictional name, was chosen as the locus of this research.The comprehension of the factors which influence the voluntary exit or the intention of doing it might be quite valid to the enterprises which can direct their strategies and actions of human resources, aiming to keep the good professionals (Lee and Maurer, 1997; Medeiros , 2011). It is one of a few institutes of research and development of Technology of Information and Communication (TIC) that exists in Brazil.

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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.

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.

Moreover, they can be overworked by assuming activities of the employees who leave the organization.

In regard to consequences to society, according to Mobley (1992), the excessive turnover may increase the costs of production and result in a deficient productive capacity, due to the lack of trained people.There are various reasons why an employee leaves the organization or has the intention to leave (Gaylard , 2015).After a literature collection, two constructs were chosen usually mentioned as influencers of this decision or intention to leave the organization, which were “job satisfaction” and “organizational commitment” (Tett and Meyer, 1993; Gaertner, 1999; Mobley, 1992; Griffeth , 2010).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.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.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. https://doi.org/10.1108/REGE-12-2017-008 Download as . The full terms of this licence may be seen at Turnover is a critical factor to the organizations, to individuals and to the society and presents both positive and negative aspects (Phillips and Connell, 2003).The results are important both for technology-based organizations and for all stakeholders interested in the subject as the public power. Although there are studies of turnover in the last 30 years in behavioral area and human resources with theories about voluntary resignation (Tett and Meyer, 1993; Mobley, 1992; Lee and Mowday, 1987; Dalton and Todor, 1979; Burguess , 2006; O’Higgins, 2012), in Brazil they were identified as efforts with works of Pinto and Gonzaga (2014) and Cardoso and Lage (2007).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.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.

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