Não realização de valores pessoais no ambiente organizacional e saída voluntária de profissionais das organizações

• Autor(a) principal: Vitti, Verônica de Castro
• Data de Publicação: 2019
• Tipo de documento: Dissertação
• Idioma: por
• Título da fonte: Biblioteca Digital de Teses e Dissertações do Mackenzie
• Texto Completo: http://dspace.mackenzie.br/handle/10899/23677
• topic: saída voluntária; realização de valores pessoais no ambiente organizacional; valores pessoais; laddering; CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO::ADMINISTRACAO DE EMPRESAS::ADMINISTRACAO DE RECURSOS HUMANOS

If the usual was to build a career in a single company, nowadays individuals remain less and less time in the same organization. High turnover rates related to voluntary exit is a concern to organizations and human resources professionals. Thus, it becomes increasingly important to understand what leads individuals to decide for voluntary turnover, aiming not only to avoid financial loss, but also the knowledge that goes with them. Among the antecedents of outgoing intention, the main proxy for voluntary turnover, is the realization of personal values in the organisational environment, defined as the perception of achievement of the individual's motivational goals through the activities that he performs daily in the organization in which he is inserted. This study had the objective to analyze the contribution of perception of not realizing personal values in the organisational environment for the voluntary turnover itself. In order to explore the results obtained in previous studies, we opted for the qualitative approach. Data was collected through semi-structured interviews with elements of the laddering method, considering professional trajectory and personal life aspects. It was selected a group of eight participants, aged between 27 and 39 years, who had experienced, at least twice, the voluntary exit in their professional trajectory and, who at the time of the interview, were inserted in technology companies. The categorical analysis of the data made it possible to inference the motivational types of Openness to Change and Self- Promotion - oriented to personal focus - as the most important for the group of participants. The perception of non-achievement of these same motivational types was present in the various decision-making processes of the interviewees, showing that the most important values contribute to the voluntary exits performed when professionals perceive that their motivational goals are not being fulfilled and visualize that other organizational environments may fulfill it.