Turnover in companies: internal and external reasons

Authors

  • Letícia Pavanello Santa Catarina State University, UDESC, Brazil.
  • Eliana Vogel Jaeger Santa Catarina State University, UDESC, Brazil.

DOI:

https://doi.org/10.5965/2764747104082015070

Keywords:

turnover, internal factors, external factors

Abstract

Currently, it is evident that the growth and development of new companies in the textile industry is directly linked to the growth of the turnover subject, that is, the number of employees entering and leaving the companies, which, when expressive, can harm the organization’s growth and progress. Since this sector depends on a significant number of employees, they need to present characteristics that attract new people or even encourage their own employees to stay in the company for a long time. Due to the competitiveness between companies and the need to maintain a stable and satisfied staff within the company, identifying whether the reasons causing the turnover are from internal or external factors is important, so that the company is aware of them to minimize or even eliminate them. The aim of this article is to identify and demonstrate the main reasons for turnover. The initial results show that one of the main reasons listed is the satisfaction at work and the quality of life provided in the work environment, so we can observe that the issue of remuneration is not the primary factor.

Downloads

Download data is not yet available.

Author Biographies

Letícia Pavanello, Santa Catarina State University, UDESC, Brazil.

Graduated in Accounting Sciences at the Santa Catarina State University, UDESC, Brazil.

Eliana Vogel Jaeger, Santa Catarina State University, UDESC, Brazil.

Has a Master’s Degree in Education from the Blumenau Regional University Foundation, FURB, Brazil.

Graduated in Pedagogy for pre-school- to fourth-grade students at the University for the Development of Alto Vale do Itajaí, UNIDAVI, Brazil.

References

CARMO, M. R. A Importância do talento humano como recurso estratégico. 2007. Dissertação (Pós-Graduação) – Universidade Católica de Brasília. 2007.

CHIAVENATO, I. Gestão de pessoas: e o novo papel dos recursos humanos nas organizações. Rio de Janeiro: Elsevier, 2004 – 9ª Reimpressão.

FERREIRA, M. L. C. Bisi; SIQUEIRA, M. M. M. Antecedentes de intenção da rotatividade: estudo de um modelo psicossocial. 2005. Dissertação (Mestrado) – Universidade Metodista de São Paulo, SP, 2005.

OLIVEIRA, J. P.; OLIVEIRA de B. Psicologia dos Recursos Humanos, do Trabalho e das Organizações. 2009. Tese de (Mestrado) - Psicologia Universidade de Lisboa, Faculdade de Psicologia e de Ciências da

SCALCO, V. S. Modelo para avaliação da eficácia da gestão de recursos humanos em saúde. Mestrado – Universidade Federal de Santa Catarina. Florianópolis. 2008

SHIGUNOV, N. A., ASSUMPÇÃO, P. G. O processo de rotação de pessoal da Universidade Estadual de Maringá (UEM): Causas e Consequências. Ano 1998.

SANTOS, Hugo. 2010. Como lidar com a rotatividade de pessoal. Disponível em: <http://www.administradores.com.br/artigos/economia-e-financas/como-lidar-com-a-rotatividade-de-pessoal/50229/> Acesso em: 17 agosto de 2013.

SOUZA, K. R. R. S. A rotatividade e as condições de trabalho dos profissionais de enfermagem: Um enfoque da ergonomia. 2003. Dissertação (Mestrado) – Universidade Federal de Santa Catarina, SC, 2003.

VIEIRA, R. F. M. N. Satisfação e Qualidade de vida factores preditores da rotatividade dos comerciais do grupo MCoutinho. 2011. Dissertação – Universidade Católica Portuguesa. Braga, 2011.

Downloads

Published

2016-05-31

How to Cite

Pavanello, L., & Jaeger, E. V. (2016). Turnover in companies: internal and external reasons. Revista Brasileira De Contabilidade E Gestão, 4(8), 070–074. https://doi.org/10.5965/2764747104082015070

Issue

Vol. 4 No. 8 (2015)

Section

Intern Abstracts

License

Copyright (c) 2016 Letícia Pavanello, Eliana V. Jaeger

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

Brazilian Journal of Accounting and Management offers free and immediate access to its content, following the principle that providing scientifical knowledge in a free manner promotes a better world democratization of knowledge. Authors maintain copyright of articles and grant to the journal the rights of the first publication, according to the Creative Commons Attribution licensing criteria, which allows the work to be shared with initial publication and authorship recognition. These licenses allow others to distribute, remix, adapt, or create derived work, even if it is for commercial purposes, provided that the credit is given to the original creation.