Perceived Internal Employability as a Strategy to Reduce Employee Intention to Quit

Saorín Iborra, María del Carmen; Revuelto Taboada, Lorenzo; Sánchez Sánchez - Manjvacas, Ángela María

doi:10.16967/23898186.623

Titulo:

Perceived Internal Employability as a Strategy to Reduce Employee Intention to Quit
.

Sumario:

Este estudio analiza el impacto de la empleabilidad interna percibida como un medio para retener empleados poseedores de capital humano valioso para la empresa. Se utilizan las percepciones de los empleados puesto que son estas las que determinan las actitudes y por lo tanto las predisposiciones para actuar, así como los comportamientos individuales adoptados. La satisfacción laboral y el compromiso organizativo se proponen como variables mediadoras de dicha relación, pues se han manifestado como determinantes en la literatura a la hora de explicar el comportamiento de los empleados.&nbsp;Como variable dependiente se utiliza la intención de renunciar al trabajo dado que es muy complejo analizar la rotación efectiva de los empleados,... Ver más

Guardado en:

Revista:

Revista Perspectiva Empresarial

ISSN:

2389-8186

EISSN:

2389-8194

Autores:

Saorín Iborra, María del Carmen

Revuelto Taboada, Lorenzo

Sánchez Sánchez - Manjvacas, Ángela María

Editor:

CEIPA BUSINESS SCHOOL

DOI:

10.16967/23898186.623

Volumen:

Año de publicación:

2020-06-01

Pagina inicial:

Pagina final:

Pais:

Colombia

Licencia:

info:eu-repo/semantics/openAccess

http://purl.org/coar/access_right/c_abf2

Revista Perspectiva Empresarial - 2020

id	metarevistapublica_revistasceipaco_revistaperspectivaempresarial_80-article-623
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spelling	Perceived Internal Employability as a Strategy to Reduce Employee Intention to Quit Sabaneta: Fundación Universitaria Ceipa, 2014- Artículo de revista Núm. 1 , Año 2020 : enero-junio 1 7 Saorín Iborra, María del Carmen Revuelto Taboada, Lorenzo Sánchez Sánchez - Manjvacas, Ángela María Este estudio analiza el impacto de la empleabilidad interna percibida como un medio para retener empleados poseedores de capital humano valioso para la empresa. Se utilizan las percepciones de los empleados puesto que son estas las que determinan las actitudes y por lo tanto las predisposiciones para actuar, así como los comportamientos individuales adoptados. La satisfacción laboral y el compromiso organizativo se proponen como variables mediadoras de dicha relación, pues se han manifestado como determinantes en la literatura a la hora de explicar el comportamiento de los empleados.&nbsp;Como variable dependiente se utiliza la intención de renunciar al trabajo dado que es muy complejo analizar la rotación efectiva de los empleados, la cual depende en gran medida de las oportunidades que ofrece el mercado laboral. El análisis se lleva a cabo a través de ecuaciones estructurales en una muestra de 218 empleados. Los resultados muestran que la empleabilidad interna sí tiene un efecto positivo en una dimensión afectiva combinada del trabajo, así como esta última dimensión impacta negativamente en la intención de los empleados de renunciar a su trabajo. Revista Perspectiva Empresarial 61(1), 20-52. Meyer, J.P. et al. (2002). 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This study analyzes the impact of perceived internal employability as a means to retain employees who possess human capital valuable for the company. Employees’ perceptions are used since these are the ones which determine attitudes and, therefore, predispositions to act, as well as adopted individual behaviors. Job satisfaction and organizational commitment are proposed as mediating variables in such relationship, since they have been mentioned in the literature as determinants when explaining employee behavior. Intention to quit job is used as dependent variable insofar as it is very complex to analyze effective employee turnover, which depends to a great extent on the opportunities offered by the labor market. The analysis is carried out throughstructural equations in a sample of 218 employees. 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(2011) Competency development and career success: The mediating role of employability. Journal of Vocational Behavior, 79(2), 438-447. https://doi.org/10.1016/j.jvb.2011.05.010 García Chas, R., Neira Fontela, E. y Varela Neira, C. (2012). Percepciones de los sistemas de trabajo de alto rendimiento e intención de marcha. Un análisis multinivel. Investigaciones Europeas de Dirección y https://doi.org/10.1016/j.iedee.2012.06.001 Diego, R., Diego, A. and Olivar, S. (2001). Job satisfaction in banking workers. Psicothema, 13(4), 629-635. De Witte, H. (2005). Job Insecurity: Review of the International Literature on Definitions, Prevalence, Antecedents and Consequences. SA Journal of Industrial Psychology, 31(4), 1-6. https://doi.org/10.4102/sajip.v31i4.200 Management Journal, 39(4), 802-835. Diener, E. et al. (1985). The Satisfaction with Life scale. Journal of Personality Assessment, 49(1), 71-75. https://doi.org/10.1207/s15327752jpa4901_13 Elangovan, A.R. (2001). Causal ordering of stress, satisfaction and commitment, and intention to quit: A structural equations analysis. Leadership & Organization Development Journal, 22(4), 159-165. https://doi.org/10.1108/01437730110395051 Fallows, S. and Steven, C. (2000). Building employability skills into higher education curriculum: A university-wide initiative. Education + Training, 42(2), 75-82. https://doi.org/10.1108/00400910010331620 Delery, J.E. and Doty, D.H. (1996). Modes of Theorizing in Strategic Human Resource Management: Test of Universalistic, Contingency, and Configurational Performance Predictions. The Academy of https://doi.org/10.5465/256713 Fernández-Mateo, I. (2002). La gestión de carreras. In Bonache, J. y Cabrera, A. (Ed.), Dirección estratégica de personas. Evidencias y perspectiva para el siglo XXI (pp. 231-262). Madrid, España: Prentice Hall. Firth, L. et al. (2004). How can managers reduce employee intention to quit? Journal of Managerial Psychology, 19(2), 170-187. https://doi.org/10.1108/02683940410526127 Fugate, M., Kinicki, A. and Ashforth, B. (2004). Employability: A psycho-social construct, its dimensions, and applications. Journal of Vocational Behavior, 65(1), 14-38. https://doi.org/10.1016/j.jvb.2003.10.005 Gamboa, J. et al. (2007). La empleabilidad y la iniciativa personal como antecedentes de la satisfacción laboral. Valencia, España: Universitat de València. 2020-06-01T00:00:00Z 2020-06-01T00:00:00Z 2020-06-01 2389-8194 https://revistas.ceipa.edu.co/index.php/perspectiva-empresarial/article/download/623/908 https://revistas.ceipa.edu.co/index.php/perspectiva-empresarial/article/download/623/907 2389-8186 10.16967/23898186.623 https://doi.org/10.16967/23898186.623 7 23
institution	CEIPA BUSINESS SCHOOL
thumbnail	https://nuevo.metarevistas.org/CEIPABUSINESSSCHOOL/logo.png
country_str	Colombia
collection	Revista Perspectiva Empresarial
title	Perceived Internal Employability as a Strategy to Reduce Employee Intention to Quit
spellingShingle	Perceived Internal Employability as a Strategy to Reduce Employee Intention to Quit Saorín Iborra, María del Carmen Revuelto Taboada, Lorenzo Sánchez Sánchez - Manjvacas, Ángela María internal employability, intention to resign from work, job satisfaction, organizational commitment.
title_short	Perceived Internal Employability as a Strategy to Reduce Employee Intention to Quit
title_full	Perceived Internal Employability as a Strategy to Reduce Employee Intention to Quit
title_fullStr	Perceived Internal Employability as a Strategy to Reduce Employee Intention to Quit
title_full_unstemmed	Perceived Internal Employability as a Strategy to Reduce Employee Intention to Quit
title_sort	perceived internal employability as a strategy to reduce employee intention to quit
title_eng	Perceived Internal Employability as a Strategy to Reduce Employee Intention to Quit
description	Este estudio analiza el impacto de la empleabilidad interna percibida como un medio para retener empleados poseedores de capital humano valioso para la empresa. Se utilizan las percepciones de los empleados puesto que son estas las que determinan las actitudes y por lo tanto las predisposiciones para actuar, así como los comportamientos individuales adoptados. La satisfacción laboral y el compromiso organizativo se proponen como variables mediadoras de dicha relación, pues se han manifestado como determinantes en la literatura a la hora de explicar el comportamiento de los empleados.&nbsp;Como variable dependiente se utiliza la intención de renunciar al trabajo dado que es muy complejo analizar la rotación efectiva de los empleados, la cual depende en gran medida de las oportunidades que ofrece el mercado laboral. El análisis se lleva a cabo a través de ecuaciones estructurales en una muestra de 218 empleados. Los resultados muestran que la empleabilidad interna sí tiene un efecto positivo en una dimensión afectiva combinada del trabajo, así como esta última dimensión impacta negativamente en la intención de los empleados de renunciar a su trabajo.
description_eng	This study analyzes the impact of perceived internal employability as a means to retain employees who possess human capital valuable for the company. Employees’ perceptions are used since these are the ones which determine attitudes and, therefore, predispositions to act, as well as adopted individual behaviors. Job satisfaction and organizational commitment are proposed as mediating variables in such relationship, since they have been mentioned in the literature as determinants when explaining employee behavior. Intention to quit job is used as dependent variable insofar as it is very complex to analyze effective employee turnover, which depends to a great extent on the opportunities offered by the labor market. The analysis is carried out throughstructural equations in a sample of 218 employees. The results show that internal employability does have a positive effect in a combined affective dimension of the job, and that this dimension has a negative impact on employees’ intention to quit their jobs.
author	Saorín Iborra, María del Carmen Revuelto Taboada, Lorenzo Sánchez Sánchez - Manjvacas, Ángela María
author_facet	Saorín Iborra, María del Carmen Revuelto Taboada, Lorenzo Sánchez Sánchez - Manjvacas, Ángela María
topic	internal employability, intention to resign from work, job satisfaction, organizational commitment.
topic_facet	internal employability, intention to resign from work, job satisfaction, organizational commitment.
citationvolume	7
citationissue	1
citationedition	Núm. 1 , Año 2020 : enero-junio
publisher	Sabaneta: Fundación Universitaria Ceipa, 2014-
ispartofjournal	Revista Perspectiva Empresarial
source	https://revistas.ceipa.edu.co/index.php/perspectiva-empresarial/article/view/623
language	Inglés
format	Article
rights	info:eu-repo/semantics/openAccess http://purl.org/coar/access_right/c_abf2 Revista Perspectiva Empresarial - 2020 https://creativecommons.org/licenses/by-nc-sa/4.0/
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