O impacto da percepção de justiça organizacional e do lócus de controle no trabalho sobre a intenção de rotatividade

Abstract

The unwanted exit of workers generates high costs with selection and training, besides affecting the relationship with clients and the loss of information, so it is important to know variables related to the turnover intention. This study aimed to test a model in which the turnover intention is explained by the perception of organizational justice and the locus of control in the work. The sample included 261 workers from the public and private sphere, except volunteers and freelancers. After approval by the ethics committee, data were collected through a printed and online form, using valid instruments covering each of the variables, as well as a socio-demographic questionnaire. The perception of organizational justice was measured by a three-dimensional instrument, but after the factorial analysis, only two dimensions were found: distributive justice and procedural / interactional justice. The locus of control in the work was analyzed by a two-dimensional scale: internal and external locus of control. The data obtained underwent descriptive analysis and standard multiple regression, through which it was concluded that the perception of distributive and procedural / interactional justice, as well as the external locus of control, significantly impacted the turnover intention, however the external locus of control was not significantly related to the turnover intention. Turnover intention also related to the following demographic variables: children, marital status and public service workers. It is suggested that future studies, that include these same variables using different instruments, including in the analyzes more socio-demographic data and guaranteeing a sample with homogeneous characteristics. It is hoped that this study will be useful to assist in the decision-making of managers of the turnover intention.