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O impacto do Person-Organization Fit nas intenções de saída moderado pelos traços de personalidade
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Abstract(s)
O presente estudo pretende analisar a relação entre o ajustamento da pessoa à organização (person-organization fit - POF) e as intenções de saída (IS) bem como o efeito moderador dos traços de personalidade nesta relação.
A amostra conta com 143 trabalhadores com idades compreendidas entre os 21 e os 62 anos. Para avaliar cada uma das variáveis foram utilizadas, a sub-escala de Person-Organization fit (Chuang, Shen & Judge, 2016), a escala de Turnover and Retention Intentions and Cognitions (TRIC) (adaptado de Bozeman & Perrewé, 2001) e o Big-Five Inventory (BFI-10) (Rammstedt & John, 2007).
Os resultados obtidos revelaram que o POF exerce um impacto significativo e negativo nas IS. Não se verificou moderação por parte dos traços de personalidade.
Posteriormente foi realizada uma segunda análise de carácter exploratório cujo objetivo foi perceber se existiam diferenças entre o POF e as IS, quando comparamos um colaborador com uma antiguidade inferior ou igual a 5 anos e com uma antiguidade superior ou igual a 15 anos. Para a amostra onde os colaboradores têm uma antiguidade inferior ou igual a 5 anos, as intenções de saída são explicadas em 36,6% pelo POF, em comparação com a amostra onde os colaboradores têm uma antiguidade superior ou igual a 15 anos, cujos resultados mostram que apenas 9,6% das IS são explicadas pelo POF. Em suma, os colaboradores com menos antiguidade valorizam mais o ajustamento que têm à sua organização, sendo este um factor determinante para a permanência dos mesmos nas organizações.
ABSTRACT: The present study aims to analyze the relationship established between person-organization fit and turnover intentions, as well as the moderating effect of personality traits in this relationship. The sample has 143 workers aged between 21 and 62 years. To evaluate each of the variables, we used a subscale of Perceived Person-Organization fit (Chuang, Shen & Judge, 2016), Turnover and Retention Intentions and Cognitions scale (TRIC) (adapted form Bozeman & Perrewé, 2001) and the Big-Five Inventory (BFI-10) (Rammstedt & John, 2007). The results revealed that the person-organization fit has a significant and negative impact on the turnover intentions. There was no moderation impact from the personality traits. Subsequently, a second exploratory analysis was carried out to determine if there were differences between the person-organization fit and the turnover intentions when comparing a collaborator with a seniority of less than or equal to 5 years and with a seniority of 15 years or more. For the sample where the employees have a seniority of less than or equal to five years, the turnover intentions were explained in 36.6% by the person-organization fit, in comparison with the sample where the employees have a seniority equal to or equal to 15 years, whose results show that only 9.6% of the turnover intentions were explained by the person-organization fit. In summary, employees with less seniority value the adjustment they have to their organization, which is a determining factor for their permanence in organizations.
ABSTRACT: The present study aims to analyze the relationship established between person-organization fit and turnover intentions, as well as the moderating effect of personality traits in this relationship. The sample has 143 workers aged between 21 and 62 years. To evaluate each of the variables, we used a subscale of Perceived Person-Organization fit (Chuang, Shen & Judge, 2016), Turnover and Retention Intentions and Cognitions scale (TRIC) (adapted form Bozeman & Perrewé, 2001) and the Big-Five Inventory (BFI-10) (Rammstedt & John, 2007). The results revealed that the person-organization fit has a significant and negative impact on the turnover intentions. There was no moderation impact from the personality traits. Subsequently, a second exploratory analysis was carried out to determine if there were differences between the person-organization fit and the turnover intentions when comparing a collaborator with a seniority of less than or equal to 5 years and with a seniority of 15 years or more. For the sample where the employees have a seniority of less than or equal to five years, the turnover intentions were explained in 36.6% by the person-organization fit, in comparison with the sample where the employees have a seniority equal to or equal to 15 years, whose results show that only 9.6% of the turnover intentions were explained by the person-organization fit. In summary, employees with less seniority value the adjustment they have to their organization, which is a determining factor for their permanence in organizations.
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Keywords
Ajustamento à organização (POF) Intenções de saída (IS) Personalidade Person-organization fit Turnover intentions Personality