Análise de um Modelo Preditivo para a Intenção de Sair da Organização

Abstract

The present study aims at analyzing a predictive model of the intention to leave the organization. This model includes as antecedent variables the satisfaction with the organizational values, the affective organizational commitment and the demographic variables. Three hundred workers of public and private institutions participated in the study comprising commerce and the service sector. The data were collected by means of a selfapplicable instrument, containing measuring scales of satisfaction with the organizational values, the affective organizational commitment and the intention to leave the organization. The results show that among the six motivacional types that form the organizational values, the equalization is what makes possible, however minimally, to predict the intention. The age and affective organizational commitment are also able to predict the variable criterion. These results work as indicators that the perception of equality, the affective attachment of the employee with the organization and greater age may be the fundamental reasons for the individual´s wish to remain in the work environment. The fact that the model is not predictive of the intention to leave the organization may be contradicting the classical statement that, when the majority of the work force is satisfied with the values and policy of the organization, they will wish to remain in it and consequently there will be a low turnover of staff. Thus it shows that the individual assessments are likely to be the reason why a person comes to the decision to leave, and effectively leaves in the end, the organization.