Churn in human resources: private sector vs. public sector
This qualitative research was carried out in Portugal and analyzed the probability of churn in human resources in the private and public sectors. This research seeks to contribute to developing a theme little explored, offering an empirical study, and increasing the literature. Data was collected th...
| Autores: | , |
|---|---|
| Tipo de documento: | artigo |
| Estado: | Versão publicada |
| Data de publicação: | 2022 |
| País: | Brasil |
| Recursos: | Fundação Getulio Vargas (FGV) |
| Repositório: | Revista de Gestão dos Países de Língua Portuguesa (Online) |
| Idioma: | português inglês |
| OAI Identifier: | oai:ojs.periodicos.fgv.br:article/85188 |
| Acesso em linha: | https://periodicos.fgv.br/rgplp/article/view/85188 |
| Access Level: | Acceso aberto |
| Palavra-chave: | Churning de recursos humanos Setor de atividade Setor público Setor privado Taxa de churning Churn in human resources Business sector Public sector Private sector and public sector Churning rate Sector de actividad Sector público Sector privado Tasa de churning |
| Resumo: | This qualitative research was carried out in Portugal and analyzed the probability of churn in human resources in the private and public sectors. This research seeks to contribute to developing a theme little explored, offering an empirical study, and increasing the literature. Data was collected through a questionnaire from 594 respondents from various public and private organizations operating in different sectors. The TwoStep Clusters statistical analysis was performed, identifying two clusters of workers with different levels of satisfaction and motivation: workers with a higher probability of staying in the organization (Cluster 1) and workers at risk of churning (Cluster 2). |
|---|