Churning of human resources: A proposal for a theoretical-methodological model

Detalhes bibliográficos
Autor(a) principal: Alexandra Chinita Pirrolas, Olga
Data de Publicação: 2023
Outros Autores: Miguel Alves Ribeiro Correia, Pedro
Tipo de documento: Artigo
Idioma: eng
Título da fonte: Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
Texto Completo: http://hdl.handle.net/10400.5/30331
Resumo: Purpose: This article presents the results of qualitative research performed through the semi-structured interviews to elaborate a theoretical-methodological human resources churning model that will allow to statistically describe the relations of interdependence between the selected variables, to analyze their impact, and to test hypotheses in future studies. Originality/value: The relevance of this study lies in the opportunity to contribute to the development of such an intricate, unexplored topic, with scarcely available literature and empirical studies, providing the elaboration of an interview script as an instrument for data collection that facilitates future studies. Churning of human resources (excess of turnover) is solely related to the replacement of workers who voluntarily choose to leave organizations (Burgess et al., 2000). Design/methodology/approach: This study follows a qualitative approach. The process of data collection consisted of developing a semi-structured interview guide to gather information through the performance of 20 interviews. Findings: Through the analysis of the results, it was possible to ascertain that the more favorable churning dimensions are, the greater the retention of workers in organizations. Thus, the elaboration and application of strategic measures by organizations become relevant for the retention of the most experienced and qualified workers in order to avoid high costs with new hiring, which are a direct result of such replacements (churning).
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spelling Churning of human resources: A proposal for a theoretical-methodological modelChurning de recursos humanos: Proposta de um modelo teórico-metodológicoChurning of Human Resources; Interviews; Theoretical-methodological Model; Churning Dimensions; Strategic Measures.Purpose: This article presents the results of qualitative research performed through the semi-structured interviews to elaborate a theoretical-methodological human resources churning model that will allow to statistically describe the relations of interdependence between the selected variables, to analyze their impact, and to test hypotheses in future studies. Originality/value: The relevance of this study lies in the opportunity to contribute to the development of such an intricate, unexplored topic, with scarcely available literature and empirical studies, providing the elaboration of an interview script as an instrument for data collection that facilitates future studies. Churning of human resources (excess of turnover) is solely related to the replacement of workers who voluntarily choose to leave organizations (Burgess et al., 2000). Design/methodology/approach: This study follows a qualitative approach. The process of data collection consisted of developing a semi-structured interview guide to gather information through the performance of 20 interviews. Findings: Through the analysis of the results, it was possible to ascertain that the more favorable churning dimensions are, the greater the retention of workers in organizations. Thus, the elaboration and application of strategic measures by organizations become relevant for the retention of the most experienced and qualified workers in order to avoid high costs with new hiring, which are a direct result of such replacements (churning).Repositório da Universidade de LisboaAlexandra Chinita Pirrolas, OlgaMiguel Alves Ribeiro Correia, Pedro2024-03-13T17:36:09Z20232023-01-01T00:00:00Zinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/articleapplication/pdfhttp://hdl.handle.net/10400.5/30331engPirrolas, O. A. C., & Correia, P. M. A. R. (2023). Churning of human resources: A proposal for a theoretical-methodological model. Revista de Administração Mackenzie, 24(5), 1–28. https:// doi.org/10.1590/1678-6971/eRAMG230256.en10.1590/1678-6971/eramg230256.eninfo:eu-repo/semantics/openAccessreponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAP2024-03-17T01:33:35Zoai:www.repository.utl.pt:10400.5/30331Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-20T04:01:46.043808Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse
dc.title.none.fl_str_mv Churning of human resources: A proposal for a theoretical-methodological model
Churning de recursos humanos: Proposta de um modelo teórico-metodológico
title Churning of human resources: A proposal for a theoretical-methodological model
spellingShingle Churning of human resources: A proposal for a theoretical-methodological model
Alexandra Chinita Pirrolas, Olga
Churning of Human Resources; Interviews; Theoretical-methodological Model; Churning Dimensions; Strategic Measures.
title_short Churning of human resources: A proposal for a theoretical-methodological model
title_full Churning of human resources: A proposal for a theoretical-methodological model
title_fullStr Churning of human resources: A proposal for a theoretical-methodological model
title_full_unstemmed Churning of human resources: A proposal for a theoretical-methodological model
title_sort Churning of human resources: A proposal for a theoretical-methodological model
author Alexandra Chinita Pirrolas, Olga
author_facet Alexandra Chinita Pirrolas, Olga
Miguel Alves Ribeiro Correia, Pedro
author_role author
author2 Miguel Alves Ribeiro Correia, Pedro
author2_role author
dc.contributor.none.fl_str_mv Repositório da Universidade de Lisboa
dc.contributor.author.fl_str_mv Alexandra Chinita Pirrolas, Olga
Miguel Alves Ribeiro Correia, Pedro
dc.subject.por.fl_str_mv Churning of Human Resources; Interviews; Theoretical-methodological Model; Churning Dimensions; Strategic Measures.
topic Churning of Human Resources; Interviews; Theoretical-methodological Model; Churning Dimensions; Strategic Measures.
description Purpose: This article presents the results of qualitative research performed through the semi-structured interviews to elaborate a theoretical-methodological human resources churning model that will allow to statistically describe the relations of interdependence between the selected variables, to analyze their impact, and to test hypotheses in future studies. Originality/value: The relevance of this study lies in the opportunity to contribute to the development of such an intricate, unexplored topic, with scarcely available literature and empirical studies, providing the elaboration of an interview script as an instrument for data collection that facilitates future studies. Churning of human resources (excess of turnover) is solely related to the replacement of workers who voluntarily choose to leave organizations (Burgess et al., 2000). Design/methodology/approach: This study follows a qualitative approach. The process of data collection consisted of developing a semi-structured interview guide to gather information through the performance of 20 interviews. Findings: Through the analysis of the results, it was possible to ascertain that the more favorable churning dimensions are, the greater the retention of workers in organizations. Thus, the elaboration and application of strategic measures by organizations become relevant for the retention of the most experienced and qualified workers in order to avoid high costs with new hiring, which are a direct result of such replacements (churning).
publishDate 2023
dc.date.none.fl_str_mv 2023
2023-01-01T00:00:00Z
2024-03-13T17:36:09Z
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dc.relation.none.fl_str_mv Pirrolas, O. A. C., & Correia, P. M. A. R. (2023). Churning of human resources: A proposal for a theoretical-methodological model. Revista de Administração Mackenzie, 24(5), 1–28. https:// doi.org/10.1590/1678-6971/eRAMG230256.en
10.1590/1678-6971/eramg230256.en
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