Human resources policies, learning, and turnover intention in organizations¹

Abstract

Purpose:

The objective of this research is to investigate how human resources policies and the perception of learning opportunities in organizations influence the intention of professional turnover.

Originality/value:

The authors demonstrated that, by understanding the existing relationships between the researched constructs, organizations should increase their investments in improvements in human resources policies, particularly in actions that promote a greater perception of learning opportunities, which reduce the intention of employee turnover of their talents.

Design/methodology/approach:

This research was developed with a quantitative approach and data collection was carried out through a survey. The questionnaires were applied to 250 professionals working in the labor market and students from a private university. Data analysis was performed with a confirmatory factor analysis and, subsequently, a structural equation modeling.

Findings:

The authors presented the research results in a descriptive way, the three hypotheses defined for the study were accepted, and the dimensions of human resources policies were considered significant. The authors presented relevant attributes for the understanding that, even though there are several reasons that can influence a professional in his decision to leave the organization, new factors must be considered, such as the possibilities of a greater offer of knowledge.

Keywords
human resources policies; turnover intention; learning opportunity; people management; quantitative research