Wellbeing at Work and Perception of Career Success as Antecedent for Turnover Intention

• Autor(a) principal: Agapito, Paula Rodrigues
• Data de Publicação: 2015
• Outros Autores: Polizzi Filho, Angelo, Siqueira, Mirlene Maria Matias
• Tipo de documento: Artigo
• Idioma: por
• Título da fonte: RAM. Revista de Administração Mackenzie
• Texto Completo: https://editorarevistas.mackenzie.br/index.php/RAM/article/view/7046
• topic: Organizational behavior. Well-being at work. Perception of career success. Career. Turnover.; Comportamiento organizacional. Bienestar en el trabajo. Percepción de éxito profesional. Carrera; Antecedentes de rotación de personal.; Comportamento organizacional. Bem-estar no trabalho. Percepção de sucesso na carreira. Carreira; rotatividade.

The aim of this study was to analyze, interpret and discuss the relationship between perceptions of career success, well-being at work and turnover intention of workers in Southeast Brazil. The study gathered 500 employees working in the state of Sao Paulo. It is believed that these variables of organizational behavior, is used as management tools, will assist in meeting the professionals with their career prospects, and enable a reduction in turnover, going to feel- an integral part of the social context in which it operates. Methodological aspects: quantitative approach, whose data were analyzed by applying techniques parametric statistics (calculation of descriptive statistics: mean, standard deviation, t test and correlations;  calculations multivariate regression analysis and stepwise multiple linear test of normality of the variables, using the Kolmogorov-Smirnov test). Treatment and analysis were performed by the statistical software Statistical Package for Social Sciences - SPSS version18.0 for Windows. The results showed that the dimensions of well-being at work have a strong and significant impact on turnover intention of professionals, while the perception of career success has contributed to low values in this impact, due to the shape of the hypothetical model.  The research led us to conclude that the more the company is concerned with providing a work environment that is exciting, interesting, and that causes excitement, fewer professionals think of leaving her.