Intención de permanencia en personal de nivel alto y medio

• Autores: Hernan Frank Littlewood Zimmerman, Patricia Mercado Salgado, Elizabeth Regina Bernal Garcia
• Localización: Revista Interamericana de Psicología Ocupacional (RIPO), ISSN-e 2500-5669, ISSN 0120-3800, Vol. 25, Nº. 2, 2006, págs. 87-95
• Idioma: español
• Enlaces
  • Texto completo
• Resumen
  • español

    A fin de estimar posibles trayectorias de variables cognitivas y afectivas que conducen a la Rotación Voluntaria de Personal en mandos medios y altos, de acuerdo con la Teoría del Cambio Planeado de Ajzen, en esta investigación de tipo correlacional con diseño no experimental, se midió la Actitud hacia el Trabajo (mediante el Compromiso Organizacional, el Apoyo Organizacional Percibido y la Satisfacción Laboral), la Norma Subjetiva y el Control Conductual Percibido, como antecedentes de la Intención de Permanencia. Para ello, se utilizó un cuestionario autoadministrado de 73 reactivos, aplicado durante el primer semestre de 2005 a 163 estudiantes de Maestría en Administración de cinco universidades mexicanas y que el 52% ocupan puestos de mando. Entre los principales resultados se obtuvo que la Intención de Permanencia se explica en un 56% por la combinación de Satisfacción Laboral y Norma Subjetiva. En cuanto a la confiabilidad, de las ocho variables medidas, seis obtuvieron un coeficiente satisfactorio, por lo que queda por reconstruir las escalas correspondientes a Compromiso de Continuación y Control Conductual Percibido.

  • English

    In order to identify paths followed by cognitive and affective variables that lead to Voluntary Turnover, among middle and top managers, in agreement with the Theory of Planned Behavior, in this no experimental correlational research, Attitude to Work was measured by means of Organizational Commitment, Perceived Organizational Support and Job Satisfaction, along with Subjective Norm and Perceived Behavioral Control; all of them as antecedents of Intention to Stay. Therefore, a 73 items self-administered survey was administered, during first semester of 2005, to 163 MBA students from five different universities that currently are working (52% hold management positions). Among the main results, 56% of Intention to Stay is explained by the combination of Job Satisfaction and Subjective Norm. Regarding reliability, six of eight variables achieved a satisfactory level;-so it is necessary to review Continuance Commitment and Perceived Control scales.

• Referencias bibliográficas
  • Ajzen, I. (1991). The theory of planned behavior. Organizational Behavior and Human Decision Processes, 50, 179-211.
  • Bluedorn, A. C. (1982). A unified model of turnover from organizations. Human Relations, 35, 135-153.
  • Cotton, J. L. & Tuttle, J. M. (1986). Employee turnover: A meta-analysis and review with implications for research. Academy of Management...
  • Eisenberg, R., Huntington, R., Hutchison, S., y Sowa, D. (1986). Perceived Organizational Support. Journal of Applied Psychology, 71, 3, 500-507.
  • Fishbein, M., & Ajzen, I. (1975). Belief attitude, intention, and behavior An introduction to theory and research. Reading, MA: Addison-Wesley.
  • Griffeth, R.W., Hom, P.W. & Gaertner, S. (2000). A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator...
  • Hom, P. y Griffeth, R. W. (1991). Structural Equations Modeling Test of a Turnover Theory Cross-Sectional and Longitudinal Analyses. Journal...
  • Hom, P. y Griffeth, R. W. & Sellaro, C. L. (1984). The validity of Mobley's 1977 model of employee turnover. Organizational Behavior...
  • Hom, P. & Kinicki, A. J. (2001). Toward a grater understanding of how dissatisfaction drives emplovre turnover. Academy of Management...
  • Kopelman, R. E., Rovenpor, J. L., & Millsap, R. E. ( 1992). Rationale and construct validity evidence for the job search behavior index....
  • Littlewood, H. (2003). Metanálisis del Apoyo Organizacional Percibido y Comoromiso Organizacional en Organizaciones Mexicanas. Revista Interamericana...
  • Littlewood, H. (2004). Análisis factorial Confirmatorio y Modelamiento de Ecuación Estructural de Variables Afectivas y Cognitivas asociadas...
  • Locke, E. A. (1976) “The nature and cause of Job Satisfaction", in M.M. Dunnette (Ed.), Handbook of Industrial and Organizational Psychology,...
  • Mercado, P. (2002) "El compromiso personal hacia Ia organización en hospitales de atención a la población abierta". Tesis doctoral....
  • Meyer, J.P. & Allen. N.J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review,...
  • Mobley, W.H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology,...
  • Mobley, W.H, Grifledti R.W, Hand, H. H., & Meglino, B.M. (1979). Review and conceptual analysis of the employee turnover process. Psychological...
  • Mowday, R.T., Porter, L.W. & Steers, R.M. (1982). Employee-Organizational linkages: The psychology of Commitment, Absenteeism, and Turnover....
  • Steel, R.P. y Ovalle, N. K. (1984). A review and meta-analysis of research on the relationship between behavioral intentions and employee...
  • Tett, R.P. & Meyer. J.P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on...
  • Vandenberg, R.J. y Scarpello, V. (1990). The matching model: An examination of the processes underlying realistic job previews. Journal of...
  • Vandenberg, R.J., Self, R. M., & Seo, J. H. (1994). A critical examination of the internalization, identification, and compliance commitment...