Abstract:Staff turnover has become a growing concern of organizational research, yelding many predictive models worldwide. One promising model is the Turnover and Attachment Motives Survey (TAMS). This study aimed to adapt and validate the TAMS to the Brazilian organizational context, and ensure that the universality claim of the theory remains true. Participants were 523 Brazilian professionals occupying a range of positions in diverse companies. Their ages ranged between 24 and 54 years (M = 34.2, SD = 7.17), and they were predominantly men (57.7%). Results provided evidence of internal consistency, convergent, divergent, and predictive validity, advocating on behalf of TAMS as a tool for more adequately understanding and managing turnover intention and its antecedents among employees. Despite being a promising measure, we suggest the necessity for further investigation and improvement, in future studies, of some of TAMS' subscales, such as normative and constituent forces. Keywords Pruebas de Validez del Inventario de Motivos Para Rotación y Retención (TAMS) en una Muestra BrasileñaResumen: El turnover de profesionales se ha convertido en preocupación creciente de investigaciones organizacionales, generando muchos modelos predictivos por el mundo. Un modelo prometedor es el Inventario de Motivos para Retención y Turnover (TAMS). Este estudio buscó adaptar y validar el TAMS para el contexto organizacional brasileño, y verificar si la afirmación acerca de la universalidad de este modelo sigue siendo verdadera. Participaron 523 profesionales brasileños, predominantemente hombres (57,7%) en diferentes posiciones y empresas, con edades entre 24 y 54 años (M = 34,2, DE = 7,17). Los resultados evidencian la consistencia interna, validez convergente, divergente y predictiva, señalando el TAMS como inventario capaz de comprender y gestionar mejor la intención de rotatividad y sus antecedentes. A pesar de una medida prometedora, nuestros resultados muestran la necesidad de, en estudios futuros, investigar y mejorar algunas de las subescalas de TAMS, especialmente fuerzas normativas y constituyentes, para que sean más representativas de la realidad brasileña. Attracting and retaining qualified employees has always been a significant concern for organizations. With new managerial approaches, technological progress, and labor market dynamism, employee turnover has become crucial for organizational competitiveness. Turnover refers to the transitional displacement of employees, either by decision of the company (involuntary exit), or by decision of the employee (voluntary exit; Griffeth & Hom, 2001).
Understanding how people forget is one of the fundamental goals of the science of memory. Recent studies indicate that humans can voluntarily regulate awareness of unwanted memories by stopping the retrieval process that would ordinarily bring past experience into awareness. Event-related potential (ERP) research on memory retrieval reveals that electrophysiological eff ects with specifi c timing and scalp topography serve as markers of memory processes. This systematic review examines the literature regarding EEG alterations in memory suppression, highlighting their results on electrophysiological indicators. A systematic review from January 2007 to November 2017 was conducted using PubMed, Embase and ScienceDirect databases. As results, 12 studies were eligible for inclusion. Quantitative EEG can be a objective tool for studying the mechanisms involved in memory suppression. There is evidence that a parietal positivity around 400-800ms after cue presentation is an ERP marker of conscious recollection during memory retrieval and a larger N2 defl ection during retrieval suppression predicted greater suppression-induced forgetting.
Rotatividade, ou turnover no mercado de trabalho, diz respeito à saída permanente de profissionais de seus postos e à admissão de novos profissionais pelas organizações. Devido à mudança de estilos de carreiras tradicionais para contemporâneas, houve um crescimento exponencial na rotatividade dos profissionais dentre as organizações. Apesar desta realidade, nota-se um número pequeno de estudos brasileiros sobre o tema. O objetivo do presente artigo foi caracterizar a produção nacional e discutir as potencialidades e limitações dos estudos desenvolvidos no contexto brasileiro para o entendimento e a gestão da rotatividade de profissionais em organizações de trabalho. O método consiste em uma revisão da literatura brasileira sobre rotatividade de pessoal produzida entre 1980 e 2015, e divulgada no Portal de Periódicos da CAPES e na base de dados Scielo. Foram identificados 59 artigos. Os resultados mostraram que, apesar do impacto econômico da rotatividade para organizações, indivíduos e sociedade, a produção nacional sobre o tema além de permanecer escassa, encontra-se dispersa em diferentes centros do país. Verifica-se a necessidade de desenvolver instrumentos nacionais que viabilizem a pesquisa sobre rotatividade, bem como de ampliar os contextos de investigação sobre o tema, envolvendo diferentes tipos de organização e métodos de coleta e análise de dados.
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