Purpose This study aims to identify the relation between perceived learning opportunities, behavioral intentions to voluntarily stay or leave technology organizations and employee retention within these organizations. Design/methodology/approach This is a survey of 440 employees of a technology organization. Findings Learning opportunities perceived by managers and technicians presented significant positive correlations with the intention to stay and significant negative correlations with the intention to leave the organization. No relation was identified between perceived learning opportunities and manager retention. Among technicians, the correlation between perceived learning opportunities and retention was near zero. Practical implications If the organization wants to guarantee the intention of professionals to stay in the organization, the “perceived learning opportunities” indicator should have a similar level of importance as other objective indicators, such as performance and achievement. Originality/value To the best of the authors’ knowledge, this is the first study to identify relations between perceived learning opportunities and behavioral intention to stay and leave of professionals that work in technology organizations.

Differentreasonsinfluenceintentionsoftechnicalandscientificprofessionalstostayorleavetheir currentjobs,impactingtheabilityofcompaniestoretaintheseprofessionals.Thispaperidentified theantecedentsofintentionstoleave,intentionstostay,andretentionofsuchtechnicalandscientific professionals in private research and development organizations from the Greater Florianópolis, SantaCatarina,Brazil.DatawascollectedviaonlinequestionnairesbetweenDecember,2014and March,2015.Jobsatisfactionandsupervisorysupportwerenegativelyrelatedtotheintentionto leavetheorganization,andpositivelyrelatedtotheintentiontostayintheorganization.Trainingand developmentopportunitiesandorganizationalculturepresentednegativerelationonlytotheintention toleavetheorganization.Thearticlediscussestheseresultsandpresentssuggestionsforfuturestudies.

Recebido em 03/12/2018. Aprovado em 03/04/2019. Avaliado pelo sistema double blind peer review. Publicado conforme normas da APA.

This research aimed at proposing a knowledge management plan to increase competitiveness in an information technology company. It used qualitative methodology based on a study case, which analyzed the context of internal and external environments in which Intelitech Company operates. The data collection was divided into three steps: (1) application of a questionnaire to the manager and Intelitech employees, which was composed of knowledge management practices (KMPs), aiming at obtaining previous practices from the company and therefore internal critical variables; (2) application of Rojo's (2005) scenario simulation model in order to identify external critical variables; and (3) formulation of a proposal for KMPs improvements according to simulated scenarios and the internal and external critical variables previously identified. So, this research resulted in the development of an action plan for two scenarios: (C1) case scenario to expansion of the market, therefore the company could hire new employees and expand its physical structure o, enhance IT tools and ask for manager's flexibility towards a new culture; and (C2) also to observe an unfavorable scenario of restricted market, it would be necessary to build customers loyal order to use IT tools, as well as interact and communicate with them. Thus, it was concluded and confirmed the hypothesis that knowledge management can enhance competitiveness of an IT company.

Recebido em 06/06/2016. Aprovado em 08/08/2016. Avaliado pelo comitê científico do V Congresso Internacional de Conhecimento e Inovação (CIKI). Publicado conforme normas da APA. RESUMOA criação contínua de novos conhecimentos passou a ser fundamental para a sustentabilidade competitiva das organizações, de modo que o desenvolvimento da tecnologia da informação tem possibilitado às organizações ampliarem o conhecimento individual em nível organizacional. Diante deste contexto, o presente estudo teve objetivo de verificar o impacto do IGCE (Índice de Governança Corporativa Eletrônica) na gestão do conhecimento com vistas a analisar se está voltado para o conhecimento na gestão corporativa. Para isso, utilizou-se a abordagem de estudo quantitativo devido ao uso de tratamento estatístico para a análise dos dados, a partir da regressão linear simples. A unidade de análise correspondeu às 62 empresas componentes do Ibovespa. Quanto à coleta dos dados, a mesma está estruturada em duas etapas: (1) atualização do IGCE2015 desenvolvido por Zago (2014), visando avaliar a eficiência dos websites das empresas, e (2) identificar se as práticas do IGCE impactam nas práticas baseadas no modelo de gestão do conhecimento proposto por Probst, Raub e Romhardt (2002), sendo utilizado o questionário adaptado de Gonçalves (2010) e Santos e Silva (2013). Assim, conclui-se que as práticas de governança corporativa eletrônica apresentam impacto positivo nas práticas de gestão do conhecimento baseadas no modelo de Probst, Raub e Romhardt (2002), uma vez que quanto mais e melhores as práticas de governança corporativa eletrônica melhor serão as iniciativas de gestão do conhecimento.Palavras-chaves: gestão do conhecimento; governança corporativa eletrônica; gestão da informação; Ibovespa. Denise de Cuffa Carine Zago Paula Regina Zarelli Gilmar Ribeiro de Mello ABSTRACTThe continuous creation of new knowledge has become critical to the competitive sustainability of organizations, so that the development of information technology has enabled organizations to expand individual knowledge at the organizational level. Given this context, the present study aimed to verify the impact of the IGCE (Index of Electronic Corporate Governance) in knowledge management with a view to examining whether it is turned to knowledge in corporate management. For this, we used the quantitative approach for data analysis based on a linear regression. The unit of analysis corresponded to 62 companies components of Ibovespa ( São Paulo Stock Exchange Index). Regarding data collection, it is structured in two steps: (1) updating the Electronic Corporate Governance Index (ECGI) 2015 developed by Zago (2014), to evaluate the efficiency of company websites, and (2) identify whether ECGJ practices impact on practices based on the knowledge management model proposed by Probst, Raub and Romhardt (2002), by using the adapted questionnaire from Gonçalves (2010) and Santos and Silva (2013). Thus, it we concluded that the electronic corporate governance practices have positive ...

Organizational memory systems (OMS) are means used by organizations to retain and reuse their knowledge. This study identifies organizational memory systems and their use for performing daily activities in a multi-unit police organization. Data was collected through a questionnaire and observation. Analytical categorization of systems and descriptive statistics were used as analytical procedures. The results show the most of OMS store explicit knowledge, but the most accessed store tacit knowledge. Internal and external systems to organization were identified. Identification of external systems suggests existence of a thin line between what organization proposes and formalizes as OMS and systems are actually used. These results indicate need to carry out future researches on properties of existing memory systems and those actually used in organizations.

Objetivo: Examinar a relação da satisfação global no trabalho, assim como das dimensões da satisfação (satisfação com a natureza do trabalho, satisfação com os colegas, satisfação com a chefia, satisfação com o salário, satisfação com as promoções), com a retenção de profissionais de TI em organizações de TI públicas e privadas.   Design/metodologia/abordagem: Participaram da pesquisa 252 profissionais (139 de organizações públicas e 113 de organizações privadas) de organizações localizadas no estado de Santa Catarina, Brasil. Os dados foram coletados por meio de survey e analisados por meio do teste estatístico de Spearman.   Resultados: Não houve relação positiva entre a medida global de satisfação dos profissionais de TI e das dimensões satisfação com colegas, satisfação com a chefia, satisfação com a natureza do trabalho e satisfação com as promoções e a sua retenção. Apenas a satisfação com o salário apresentou relação positiva com a retenção dos profissionais nas organizações de TI públicas e privadas.   Implicações práticas: Os resultados encontrados geram insumos para o estabelecimento de políticas de retenção dos profissionais de TI, especialmente relacionadas ao salário.   Originalidade/valor: Este estudo investigou não apenas a medida global de satisfação com o trabalho, mas também as suas dimensões. O estudo demonstra, de forma inédita, que a medida global de satisfação com o trabalho não retém profissionais de TI em organizações de TI públicas e privadas e que estratégias de retenção precisam focar especialmente na satisfação desses profissionais com o seu salário.

Purpose: This study describes the reasons for professionals to stay or leave information technology (IT) organizations in Santa Catarina. Originality/value: Technology organizations have experienced challenges in retaining professionals. Therefore, this study contributes to the literature on the subject by presenting the professionals’ perceptions about their reasons for voluntarily staying or leaving these organizations. Design/methodology/approach: Four hundred and forty workers from private technology companies freely answered two open questions in an online questionnaire (survey): “What are the reasons that maintain you working at this company?” and “For what reasons would you leave this company in the future?”. The responses, collected in the second half of 2016, were inductively coded and subsequently aggregated into categories. Findings: The results indicate that the professionals remain in the researched organizations primarily due to occupational (job satisfaction, organizational commitment, proper working conditions and perception of professional growth), organizational (adequate management practices) and environmental reasons (perception that there are no better work alternatives). The professionals surveyed would leave the organizations they currently work, primarily for occupational reasons (lack of job satisfaction and opportunities for professional growth, lack of an outlook on valorization and better working conditions), as well as for organizational (inadequate management practices), environmental (better job alternatives) and individual reasons (career planning). Based on the analysis of these results, an agenda for future research on the investigated topic is presented.