Percepción vocacional e intención de dejar el empleo: papel moderador de la movilidad laboral

Soares, Marcelo; Felix, Bruno; Laurett, Rozélia

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Article • Cad. EBAPE.BR 20 (6) • Nov-Dec 2022 • https://doi.org/10.1590/1679-395120220002x copiar

Percepción vocacional e intención de dejar el empleo: papel moderador de la movilidad laboral

Autoría SCIMAGO INSTITUTIONS RANKINGS

Resumen

Esta investigación tuvo como objetivo analizar la existencia de relaciones positivas, negativas, directas e indirectas (a través de la satisfacción laboral y la autoeficacia) entre la percepción de una vocación profesional y la intención de dejar el empleo, así como el papel moderador de la percepción de la movilidad laboral. Se utilizó un enfoque cuantitativo, descriptivo, con corte transversal y recopilación de datos primarios de 230 empleados. Para analizar los datos se adoptó un modelo de ecuaciones estructurales. Los resultados muestran que existe un efecto directo y negativo entre la percepción de una vocación y la intención de dejar el empleo, así como entre la satisfacción laboral y la intención de dejar el empleo. Se identificó el efecto directo y positivo entre percibir una vocación y la satisfacción laboral y entre percibir una vocación y autoeficacia. La satisfacción laboral media parcialmente la relación entre percibir una vocación y la intención de dejar el empleo. No existe un efecto significativo entre la autoeficacia y la intención de dejar el empleo en la muestra analizada. El efecto moderador de la movilidad laboral sobre la relación entre la satisfacción laboral y la autoeficacia con la intención de dejar el empleo no fue significativo.

Palabras clave:
Percepción de una vocación; Intención de dejar el empleo; Movilidad laboral

Construct	Code	Indicators	Cross Loadings	AVE	AC	Rho_A	CR
Perceiving a calling	PC1	I have a calling to a particular kind of work.	0.951	0.892	0.880	0.887	0.943
	PC2	I have a good understanding of my calling as it applies to my career.	0.938
	PC3	I am trying to figure out my calling in my career.	Variable excluded
	PC4	I am searching for my calling as it applies to my career.	Variable excluded
Turnover intention	TI1	Which of the following statements most clearly reflects your feelings about your future with this organizations in the next year?	0.777	0.665	0.834	0.855	0.888
	TI2	How do you fell about leaving this organization?	0.827
	TI3	If you were completely free to choose, would you prefer or not prefer to continue working for this organization?	0.858
	TI4	How important is it to you personally that you spend your career in this organization rather than some other organization?	0.797
Perceived mobility	PM1	If I were to quit my job, I could find another job that is just as good.	0.767	0.725	0.813	0.850	0.887
	PM2	I would have no problem finding an acceptable job if I quit my current job.	0.897
	PM3	If it weren’t possible to continue working where I work, I would be able to relocate myself in the Market in a short time.	0.884
Job Satisfaction	JS1	I receive recognitions for a job well done.	Variable excluded	0.544	0.878	0.898	0.904
	JS2	I feel close to the people at work.	0.643
	JS3	I feel good about working at this company.	0.878
	JS4	I feel secure about my job.	0.651
	JS5	I believe management is concerned about me.	0.752
	JS6	Oh the whole, I believe work is good for my physical health.	0.737
	JS7	My wages are good.	Variable excluded
	JS8	All my talents and skills are used at work.	0.639
	JS9	I get along with my supervisors.	0.673
	JS10	I feel good about my job.	0.882
Self-efficacy	SE1	I will be able to achieve most of the goals that I have set for myself.	0.739	0.529	0.785	0.812	0.848
	SE2	When facing difficult tasks, I am certain that I will accomplish them.	0.765
	SE3	I believe I can succeed at most any endeavor to which I set my mind.	0.770
	SE4	I will be able to successfully overcome many challenges.	0.723
	SE5	I am confident that I can perform effectively on many different tasks.	0.633
	SE6	Compared to other people, I can do most tasks very well.	Variable excluded
	SE7	Even when things are tough, I can perform quite well.	Variable excluded

	Effects	Hypotheses	Coef.	P-value	f²	f²
Direct	Perceiving a calling -> Turnover intention	H1	-0.127	0.011**	0.029	NS
	Perceiving a calling -> Job satisfaction	H2	0.235	0.000*	0.058	S
	Job satisfaction -> Turnover intention	H3	-0.672	0.000*	0.744	S
	Perceiving a calling -> Self-efficacy	H5	0.197	0.011**	0.04	S
	Self-efficacy -> Turnover intention	H6	0.082	0.242	0.011	NS
Indirect/ mediator	Perceiving a calling -> Job satisfaction -> Turnover intention	H4	-0.151	0.000*	-	PS (partial mediation)
Indirect/ mediator	Perceiving a calling -> Self-efficacy -> Turnover intention	H7	-0.016	0.351	-	NS (there is no mediation)

Structural Relationship	Hypotheses	Gardner, Harris, Li, Kirkman, and Mathieu (2017, p. 614)Gardner, R. G., Harris, T. B., Li, N., Kirkman, B. L., & Mathieu, J. E. (2017). Understanding “it depends” in organizational research: A theory-based taxonomy, review, and future research agenda concerning interactive and quadratic relationships. Organizational Research Methods, 20(4), 610-638. Retrieved from https://doi.org/10.1177/1094428117708856 https://doi.org/10.1177/1094428117708856...	f²	Coef.	p-value	Result
Moderating effect 1 -> Job satisfaction -> Turnover intention	H8	XZ	0.01	0.017	0.718	NS
Job satisfaction -> Turnover intention		X
Perceived mobility -> Turnover intention		Z
Moderating effect 2 -> Self-efficacy -> Turnover intention	H9	XZ	0	-0.008	0.883	NS
Self-efficacy -> Turnover intention		X
Perceived mobility - > Turnover intention		Z

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[1] Marcelo Soares - Master in Administration. E-mail: marcelo1416@gmail.com