Models for antecedents of turnover intention and behavior among Brazilian employees

被引：5
|
作者：
de Oliveira, Manoela Ziebell [1 ,3 ]
de Andrade, Alexsandro Luiz [2 ]
Beria, Francielle Machado [3 ]
Gomes, William Barbosa [3 ]
机构：
[1] Pontificia Univ Catolica Rio Grande do Sul, Programa Posgrad Psicol, Porto Alegre, RS, Brazil
[2] Univ Fed Espirito Santo, Programa Posgrad Psicol, Vitoria, ES, Brazil
[3] Univ Fed Rio Grande do Sul, Programa Posgrad Psicol, Porto Alegre, RS, Brazil
来源：
INTERNATIONAL JOURNAL FOR EDUCATIONAL AND VOCATIONAL GUIDANCE | 2019年 / 19卷 / 03期
关键词：
Employee turnover; Motivation; Intention; PROXIMAL WITHDRAWAL STATES; VOLUNTARY; PERFORMANCE; DETERMINANTS; STAY; RISK;
D O I：
10.1007/s10775-018-9384-3
中图分类号：
G40 [教育学];
学科分类号：
040101 ; 120403 ;
摘要：
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.
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页码：363 / 389
页数：27
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