Predictive variables of the firm’s employee turnover

The study focuses on a manufacturing firm’s employee turnover problem. It has two main objectives: (1) to analyze and assess the firm’s employees’ situation, and (2) to make a proposal for improvement on the firm’s turnover problem. Based on employees’ information and a literature survey, four influ...

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Main Author:	Beltrán Gámez, Jesús Moisés
Format:	Online
Language:	spa
Published:	ACACIA A.C. 2019
Online Access:	https://cienciasadmvastyp.uat.edu.mx/index.php/ACACIA/article/view/218
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spelling	oai:ojs2.cienciasadmvastyp.uat.edu.mx:article-2182019-10-29T18:35:00Z Predictive variables of the firm’s employee turnover Variables predictivas de la rotación laboral en la empresa Beltrán Gámez, Jesús Moisés The study focuses on a manufacturing firm’s employee turnover problem. It has two main objectives: (1) to analyze and assess the firm’s employees’ situation, and (2) to make a proposal for improvement on the firm’s turnover problem. Based on employees’ information and a literature survey, four influencing factors were identified (job enrichment, perceived equity, burnout, and job satisfaction) as determinants of an employee’s intentions to leave the firm or stay with it. On the assumption that intention to leave is an excellent predictor of turnover, four hypotheses were developed. Hypotheses testing offered insights into how much of the variance in intention to leave can be explained by the independent variables. Certainly, perceived justice and burnout have an influence on intention to leave through job satisfaction’s mediation. There was no relationship between job enrichment and job satisfaction, and neither was between job enrichment and intention to leave, when on both cases job satisfaction was controlled for. The paper ends with a discussion on the study’s scope and limitations and provides a few suggestions that can be valuable to the firm. El estudio examina un problema de rotación laboral en una empresa manufacturera. Se plantearon dos objetivos: (1) analizar y evaluar el ambiente laboral de la empresa, y (2) proponer recomendaciones de mejora para el problema de rotación. Con base en información del personal y la revisión de la literatura, se identificaron cuatro factores de influencia (enriquecimiento del puesto laboral, percepción de equidad, burnout, y satisfacción laboral) en las intenciones de los empleados de abandonar la empresa. Reconociendo que la intención de abandono es un predictor confiable de la rotación se plantearon cuatro hipótesis. Las pruebas de hipótesis permiten confirmar la medida en que la varianza en la intención de abandono puede ser explicada por las variables independientes. Ciertamente, la percepción de justicia y el burnout afectan las intenciones de abandono, por mediación de la satisfacción laboral. No se encontró relación entre enriquecimiento del puesto laboral y satisfacción laboral, ni entre enriquecimiento del puesto e intención de abandono, cuando en ambos casos se controló la variable satisfacción laboral. Finalmente, se hace un balance del alcance y limitaciones del estudio y se emiten recomendaciones que pueden ser útiles para la empresa. ACACIA A.C. 2019-10-29 info:eu-repo/semantics/article info:eu-repo/semantics/publishedVersion Artículo revisado por pares application/pdf text/html https://cienciasadmvastyp.uat.edu.mx/index.php/ACACIA/article/view/218 Ciencias Administrativas. Teoría y Praxis; Vol 15 No 1 (2019): ENERO - JUNIO; 64 - 79 Ciencias Administrativas. Teoría y Praxis; Vol. 15 Núm. 1 (2019): ENERO - JUNIO; 64 - 79 2683-1465 2683-1457 spa https://cienciasadmvastyp.uat.edu.mx/index.php/ACACIA/article/view/218/244 https://cienciasadmvastyp.uat.edu.mx/index.php/ACACIA/article/view/218/245
institution	CIENCIAS ADMINISTRATIVAS
collection	OJS
language	spa
format	Online
author	Beltrán Gámez, Jesús Moisés
spellingShingle	Beltrán Gámez, Jesús Moisés Predictive variables of the firm’s employee turnover
author_facet	Beltrán Gámez, Jesús Moisés
author_sort	Beltrán Gámez, Jesús Moisés
title	Predictive variables of the firm’s employee turnover
title_short	Predictive variables of the firm’s employee turnover
title_full	Predictive variables of the firm’s employee turnover
title_fullStr	Predictive variables of the firm’s employee turnover
title_full_unstemmed	Predictive variables of the firm’s employee turnover
title_sort	predictive variables of the firm’s employee turnover
description	The study focuses on a manufacturing firm’s employee turnover problem. It has two main objectives: (1) to analyze and assess the firm’s employees’ situation, and (2) to make a proposal for improvement on the firm’s turnover problem. Based on employees’ information and a literature survey, four influencing factors were identified (job enrichment, perceived equity, burnout, and job satisfaction) as determinants of an employee’s intentions to leave the firm or stay with it. On the assumption that intention to leave is an excellent predictor of turnover, four hypotheses were developed. Hypotheses testing offered insights into how much of the variance in intention to leave can be explained by the independent variables. Certainly, perceived justice and burnout have an influence on intention to leave through job satisfaction’s mediation. There was no relationship between job enrichment and job satisfaction, and neither was between job enrichment and intention to leave, when on both cases job satisfaction was controlled for. The paper ends with a discussion on the study’s scope and limitations and provides a few suggestions that can be valuable to the firm.
publisher	ACACIA A.C.
publishDate	2019
url	https://cienciasadmvastyp.uat.edu.mx/index.php/ACACIA/article/view/218
work_keys_str_mv	AT beltrangamezjesusmoises predictivevariablesofthefirmsemployeeturnover AT beltrangamezjesusmoises variablespredictivasdelarotacionlaboralenlaempresa
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Predictive variables of the firm’s employee turnover

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