Models for antecedents of turnover intention and behavior among Brazilian employees

Oliveira, Manoela Ziebell de; Andrade, Alexsandro Luiz de; Beria, Francielle Machado; Gomes, William Barbosa

doi:10.1007/s10775-018-9384-3

Cited by 5 publications

(6 citation statements)

References 35 publications

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“…Turnover intention represents a certain possibility, while turnover behavior is a fact that does happen [ 33 ]. In view of the fact that it is difficult to measure turnover behavior, it is more meaningful to study turnover intention than other variables in the study of antecedent variables of turnover behavior, and turnover intention is usually taken as a substitute variable of turnover behavior [ 34 ]. Previous research has proved that the strongest and most direct variable to predict employee turnover is turnover intention, this being the most effective indicator for the prediction of actual turnover behavior [ 35 ].…”

Section: Introductionmentioning

confidence: 99%

Exploring the Relationships between Resilience and Turnover Intention in Chinese High School Teachers: Considering the Moderating Role of Job Burnout

Liu

Chen

et al. 2021

IJERPH

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Background: With the outbreak and spread of the COVID-19 epidemic, online teaching time has been extended continuously. The changes in teaching methods, teaching conditions, and teaching environment have brought great pressure and difficulties in adjustment to teachers, which have led to a series of physical and mental problems such as negativity, lack of confidence, and depression. The long-term accumulation of these problems makes teachers’ turnover intention increasingly serious. Methods: Based on these premises, this study took 449 high school teachers in China as research objects and investigated the relationship between high school teachers’ resilience, job burnout, and turnover intention in the context of the COVID-19 epidemic. Results: The resilience of high school teachers had a significant negative predictive effect on job burnout and turnover intention (r = −0.473, p < 0.05; r = −0.283, p < 0.05), while job burnout had a significant positive predictive effect on turnover intention (r = 0.485, p < 0.05). At the same time, job burnout played a moderating role between resilience and turnover intention (λ = −0.019, p < 0.001). Discussion: This study suggests that society, schools, families, and individuals should adopt various strategies to improve teachers’ adaptability and relieve teachers’ job burnout, so as to solve the practical problem of teachers’ high turnover intention and ensure continuous improvement and healthy development of online teaching.

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Section: Introductionmentioning

confidence: 99%

Exploring the Relationships between Resilience and Turnover Intention in Chinese High School Teachers: Considering the Moderating Role of Job Burnout

Liu

Chen

et al. 2021

IJERPH

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“…Previous studies with diverse samples carried out in the Brazilian context (Oliveira et al 2019) indicated that the reasons for the intention to leave the organization differ from those that effectively cause professionals to leave. Furthermore, they show that organizations have greater influence on the reasons that lead professionals to remain than to withdraw from them (the reasons for leaving refer mainly to contextual and individual aspects, while those for remaining refer to organizational aspects).…”

Section: Discussionmentioning

confidence: 99%

“…A high turnover rate is an indicator of possible losses to the organization, such as loss of knowledge, gaps in the production process, time and cost of replacing staff, investment in training for the new workers who will be inserted in the process (Pinheiro 2013). The costs resulting from voluntary turnover can vary from 93% to 200% of the annual salary for a single position, these impacts being a source of concern and discussion in the organizational context (Oliveira et al 2019).…”

Section: Turnover Intentionmentioning

confidence: 99%

Organizational learning culture in industry 4.0: relationships with work engagement and turnover intention

Pereira

Machado

Oliveira

2021

Human Resource Development International

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The period of digital transformation that we are experiencing, called Industry 4.0, has marked a series of changes in the way we relate as a society, requiring constant adaptation and new knowledge on the part of companies and professionals. This study sought to contribute to the understanding of the relationship between the organizational learning culture in Information Technology companies based in Brazil, the work engagement, and the turnover intention of its employees. Among the results of the correlation and network analyses, it is shown that organizational actions aimed at connecting the organization to its environment dimension have a direct effect on work engagement. The high level of work engagement, on the other hand, has not been shown to reduce the turnover intention. The results of the study allow the identification of cultural aspects related to learning, which dimensions of culture are directly related to work engagement, and what are their impact on the turnover intention. They also evidence elements of the organizational culture to be prioritized in interventions, in addition to offering indications on how to develop professionals within the organizational routine.

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“…The literature demonstrates that lacking clarity and being sure that it is impossible to meet personal goals and values in the organization increases the chances of voluntary turnover. Similarly, when the organization makes promises regarding professional attributions that it does not fulfill, workers are more likely to leave voluntarily (de Oliveira et al, 2019). Therefore, understanding what subordinates would like to achieve and helping them communicate or negotiate with the organization—represented by HR—is an essential part of favoring the intention to remain within an organization by upholding psychological contracts.…”

Section: Supporting Leaders In Conducting Career Conversationsmentioning

confidence: 99%

“…There are several problems resulting from this approach, such as the loss of people with the potential to contribute to organizations differently (Patricio & Estender, 2014); the constant failure to fill job openings (Wille & De Fruyt, 2023); the occurrence of turnover processes when individuals calculate they will not have opportunities to perform activities aligned with their interests and career goals (de Oliveira et al, 2019) and the difficulty for professionals to carefully assess the profile of interests of vacancies when faced with unexpected transitions and relocations, especially when they are part of more vulnerable groups, such as workers with disabilities, older workers and those with financial constraints (Costa, 2020).…”

Section: How Can Career Education Contribute To a New Vision Of Hr?mentioning

confidence: 99%

Why should interests not be a matter for HR only? Commentary on Wille and De Fruyt (2023)

Ziebell de Oliveira,

Moreira

2023

Int J Selection Assessment

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This invited commentary critically examines the article “The resurrection of vocational interests in human resources research and practice: Evidence, challenges, and a working model” by Wille and De Fruyt. It offers additional perspectives on expanding the discussion on interests within human resources (HR), supporting leaders in conducting career conversations, and integrating career education into HR practices. The commentary emphasizes the importance of considering organizational interests, training leaders for effective dialog, and providing career development opportunities. By addressing these areas, HR practices can better align individual aspirations with organizational goals and enhance employee engagement and long‐term employability.

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Models for antecedents of turnover intention and behavior among Brazilian employees

Cited by 5 publications

References 35 publications

Exploring the Relationships between Resilience and Turnover Intention in Chinese High School Teachers: Considering the Moderating Role of Job Burnout

Exploring the Relationships between Resilience and Turnover Intention in Chinese High School Teachers: Considering the Moderating Role of Job Burnout

Organizational learning culture in industry 4.0: relationships with work engagement and turnover intention

Why should interests not be a matter for HR only? Commentary on Wille and De Fruyt (2023)

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