Transições ocupacionais e mercados de trabalho intermetropolitanos: os casos de Rio de Janeiro e São Paulo

Cardoso, Adalberto

doi:10.1590/s0011-52582012000300005

Cited by 3 publications

(3 citation statements)

References 11 publications

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“…Turnover is a critical factor to the organizations, to individuals and to the society and presents both positive and negative aspects (Phillips and Connell, 2003). Although there are studies of turnover in the last 30 years in behavioral area and human resources with theories about voluntary resignation (Tett and Meyer, 1993; Mobley, 1992; Lee and Mowday, 1987; Dalton and Todor, 1979; Burguess et al , 2001), such as in labor economics area (Du et al , 2006; O’Higgins, 2012), in Brazil they were identified as efforts with works of Pinto and Gonzaga (2014) and Cardoso and Lage (2007). However, the turnover in Brazil still has gaps in academic research agenda (Campos and Malik, 2008; Menezes and Bastos, 2010).…”

Section: Introductionmentioning

confidence: 99%

Organizational commitment, job satisfaction and their possible influences on intent to turnover

Luz

Paula

Oliveira

2018

REGE

107

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Purpose The purpose of this paper is to investigate the extent to which the organizational commitment and job satisfaction influence intent to turnover. Design/methodology/approach Following a quantitative approach regarding methodological aspects of this research, a case study was carried out in a company of information technology and communication located in Porto Digital, in the Northeast of Brazil. A data collection technique with 172 forms, a self-administered form with 18 closed questions with a Likert-type scale and an open questionnaire were used. In this analysis, Statistical Package for the Social Sciences (SPSS) software was used as the technique; besides the descriptive statistics, a correlation was made between dependent variables (intention of rotation) and independent variables (affective, normative, instrumental and work satisfaction). The level of organizational commitment in its three dimensions (affective, normative and instrumental), the job satisfaction in its five dimensions (satisfaction with nature of the task, with leadership, with colleagues, with salary and promotions) and the level of intent to turnover from the respondents were investigated. Findings The results suggest that affective and normative commitments and satisfaction with pay, satisfaction with promotions and satisfaction with the nature of the work are correlated with the intention of negative turnover significantly. Among the demographic factors, only the age showed a negative correlation with intent to turnover. By performing multiple regression analysis, we identified that the variables that most impacted the turnover intention are affective commitment, satisfaction with salary and normative commitment. The qualitative portion of this study was accomplished through a content analysis of the open question of the form. Finally, one of the main considerations is the findings that revealed variables other than those adopted in the study, which influence the permanence of the respondents. Research limitations/implications Among the limitations of the research a single case study is highlighted that replicates the experience in other ICT companies to verify if the results found are similar in other organizations and in other segments. The findings direct the construction and validation of new scales, the creation of qualitative protocols to identify the variables that influence the retention of a specific group of individuals to serve as a guide for the elaboration of a questionnaire, as well as creation of surveys of longitudinal nature to correlate the data of intention of rotation with the effective turnover. Practical implications Based on the results, organizations can reduce voluntary evasion by adjusting actions, policies and practices, directing those responsible for People Management to attract and retain good employees. It should be emphasized that voluntary turnover should be treated as one of the management indicators of greater relevance by organizations, representing a thermometer of all human capital management. Social implications The monitoring of employment and unemployment levels is part of the public policy agenda for generating employment and income in Brazil. For organizations, employee turnover can and should be managed and monitored so that appropriate levels are found and their consequences are minimized through effective solutions. The results are important both for technology-based organizations and for all stakeholders interested in the subject as the public power. Originality/value Although in the international literature turnover is a topic of study for many years, in the Brazilian context, there is a shortage of research on the subject, specifically in the sector of advanced technology where there is a great lack of skilled labor, a fierce competition and where to keep employees standard high becomes a survival factor. This study may contribute to the exploration in the local literature, as it will help locate the academy on the Brazilian reality and open the doors to new research works on turnover and its possible correlations with other variables besides organizational commitment and job satisfaction.

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Section: Introductionmentioning

confidence: 99%

Organizational commitment, job satisfaction and their possible influences on intent to turnover

Luz

Paula

Oliveira

2018

REGE

107

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“…Parmi les rares exceptions récentes, citonsMarques et al (2008) et Cardoso (2012 Voir par exemple le livre Cidade Partida du journaliste ZuenirVentura (1994), qui a été un grand succès de librairie.6 Attribuée le plus souvent à Gilberto Freyre dans son oeuvre maîtresse, Casa Grande etSenzala, 1933. Antonio Sergio Guimarrães a souligné que si cette oeuvre a bien inspiré cette théorie, le mot même n'y figure pas et n'a été employé que tardivement par Freyre(Guimarrães, 2001).…”

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13. Comparer les structures sociales de Paris, Rio de Janeiro et São Paulo

Préteceille¹,

Cardoso²

2019

d'Une Ville À l'Autre

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“…For example, a firm is fined about one minimum wage for each worker that is found unregistered, or the firm can be fined up to a third of a minimum wage per employee if it does not comply with mandatory contributions to the severance fund (ALMEIDA; CARNEIRO, 2012). 1.2.5 On the other hand, it is a well-known fact that compliant (formal) firms are those more visible to labor inspectors and thus subject to more inspections whereas informal firms are smaller and thus difficult to get caught (CARDOSO; LAGE, 2006). There are also other expected costs for formal firms associated with labor courts in case the worker is fired and decides to file a lawsuit against the firm.…”

Section: Labor Markets In Brazilmentioning

confidence: 99%

Essays in Economics of internal migration

Ferraz

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This doctoral thesis consists of three articles whose central theme is the economic impacts of the internal mobility of workers. The first essay investigates how labor markets can adjust to supply shocks in a context of high informality and with formal sector firms being able to adjust via non-wage benefits. Using a 'shift-share' instrument approach that combines weather-induced migration with past settlement patterns in each destination municipality, this paper shows that increasing the migration rate leads to a smaller reduction in earnings in the formal than in the informal sectors and to a reduction in the share of formal workers receiving non-wage benefits, leading to a fall in total compensation. Less-educated workers bear most of these costs, especially in the informal sector, resulting in an increase in earnings inequality. The second essay investigates the role of domestic workers, especially incoming migrants from the Semiarid region, in the labor force participation of high-educated women in the destination municipalities. This paper uses an empirical strategy similar to that adopted in the first essay and shows that the incoming migration to a given destination alleviates some constraints that high-educated women face and leads to an increase in labor force participation and the probability of working at least 40 hours per week. In particular, women living in households with children aged less than 6 years, who are more constrained. The impacts are larger in places with a lower supply of preschools, but smaller in more violent municipalities and among women living in more conservative environments regarding social and gender norms. Finally, the third essay studies the impact of incoming internal migration on the expansion of slums in the urban areas of destination municipalities.The findings show that incoming migration increases both the area occupied by slums in municipalities in non-metropolitan areas as well as the population living in these precarious conditions, especially in the metropolitan regions. The effects are larger in places where there is lower availability of usable land for construction.

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Transições ocupacionais e mercados de trabalho intermetropolitanos: os casos de Rio de Janeiro e São Paulo

Cited by 3 publications

References 11 publications

Organizational commitment, job satisfaction and their possible influences on intent to turnover

Organizational commitment, job satisfaction and their possible influences on intent to turnover

13. Comparer les structures sociales de Paris, Rio de Janeiro et São Paulo

Essays in Economics of internal migration

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