Impacto dos valores organizacionais e da satisfação no trabalho na intenção de rotatividade

Abstract

The main goal of this study has been to investigate the prediction relationships between organizational values, satisfaction at work and turnover intention. Additionally, the predictive power of the organizational values on the satisfaction at work has been investigated, having identified: the hierarchy of the organizational values, the workers satisfaction and dissatisfaction levels and their intention of leaving the organization. The study has been developed with 171 employees of two organizations from the food sector of Uberlândia, MG, who answered to the Organizational Values Profile Inventory, to the scales of Satisfaction at Work and Intention of Turnover and a questionnaire of social-demographic data. The answers have been codified in a spreadsheet of the program SPSS and submitted to descriptive statistics, test t of Student, to default variance analyses and multiple regression. The ANOVA results have revealed significant difference between the groups of values from both two organizations. The t of Student results have revealed different organizational values hierarchies for each organization. The results from the regression analyses have indicated that, for organization A, the model explained 42% of the total variance of the turnover intention (F=3,18, p<0,001), being the value Concern with collectivity (Beta = -0,51, t = -2.46, p <0,05) and Dissatisfaction with the work overload (Beta = -0,30, t = -2,23, p <0,05) the significant and inverse predictors responsible for this explanation. For organization B, the model predicted 38% of the variance of the turnover intention (F=3,49, p <0,001); the accomplishment value has been the only significant and inverse predictor responsible for this explanation (Beta = -0,42, t = -2,35, p <0,05). Some organizational values predicted significantly some satisfaction and dissatisfaction factors. In organization A, values predicted significantly 20% of the satisfaction with support, but no value separately have been a significant predictor; values predicted significantly 25% of the total variance of the dissatisfaction with the leadership inadequacy and with the lack of opportunities. Conformity (Beta = 0,41, t = 2,46, p <0,05) and Domain have been the significant predictors (Beta = -0,51, t = -3,15, p <0,01); the values also predicted 28% of the variance of the dissatisfaction with the work overload (F=3,23, p <0,01), being Conformity the only responsible predictor for this explanation (Beta = -0,51, t = -2,08, p <0,05). In the organization B, values have been responsible for the explanation of 18% of the total explained variance of the satisfaction with the affectionate relationship (F = 2,29, p <0,05), but none of them separately has been responsible for this explanation. Values have predicted 16% of the satisfaction with the 14 professional recognition (F = 2,11, p <0,05) and only Concern with the collectivity has been a significant predictor (Beta = 0,40, t = 2,40, p <0,05); They have also predicted 18% of the total variance of dissatisfaction with the leadership inadequacy and with the lack of opportunities (F = 2,38, p <0,05) and Concern with the collectivity has been the only responsible predictor for this (Beta = -0,39, t = -2,41, p <0,05). The results have been discussed to the light of literature studies of the field and the conclusions have indicated the accomplishment of the main objective of this study, and have also pointed the need of other studies that might increase knowledge to the understanding of the relationship between the variables focused in this study.