ID: 37516
Authors:
Tânia Maria Paiva Carrara, Simone Costa Nunes, Amyra Moyzés Sarsur.
Source:
RACE: Revista de Administração, Contabilidade e Economia, v. 13, n. 3, p. 1119-1148, September-December, 2014. 30 page(s).
Keyword:
Generations , Retention , Talent
Document type: Article (Portuguese)
Show Abstract
This study sought to identify organizational factors that may influence the professionals considered to be talented, belonging to generations baby boomers, X and Y as regards to their stay or their effective intention to leave the company. This research used the case study methodology, and adopted quantitative and qualitative data collection and analysis. The study was conducted in a steel manufacturing organization. The main factors of retention analysed were work environment, configuration of work, working conditions, leadership management, career, total compensation, training and development. In the first stage of the research, an electronic questionnaire was answered by 212 employees, and multivariate statistics was used to analyse the results. In the second stage, a semi-structured interview was conducted with 10 subjects, who are representative of generations baby boomers, X and Y. In the latter stage, content analysis technique was used to examine data by theme category, considering the relevant themes. In relation to the outcomes, it was verified that there is not only one factor that influences retention, but rather a set of factors that contributes to the stay of individuals in the company, and also that the absence of that one factor significantly concurs to their intention to leave the company. It has become evident that there are no significant differences among the three generations surveyed as far as impact factors of retention, permanence and intention to leave are concerned.