A relação entre a confiança na liderança e a intenção de turnover de talentos em uma empresa de resseguros
Ano de defesa: | 2016 |
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Autor(a) principal: | |
Orientador(a): | |
Banca de defesa: | |
Tipo de documento: | Dissertação |
Tipo de acesso: | Acesso aberto |
Idioma: | por |
Instituição de defesa: |
Não Informado pela instituição
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Programa de Pós-Graduação: |
Não Informado pela instituição
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Departamento: |
Não Informado pela instituição
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País: |
Não Informado pela instituição
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Palavras-chave em Português: | |
Palavras-chave em Inglês: | |
Link de acesso: | http://hdl.handle.net/10438/17715 |
Resumo: | The current scenario of a huge economic uncertainty, the speed of technological changes and the high competitiveness of companies in the reinsurance market present a great challenge for organizations in this sector that are looking for effective alternatives to ensure their survival. In this context, the importance of trust in leadership could be questioned as the main intangible asset that can generate a strategic differential and help the leaders of the researched company to understand the best practices to increase the retention of their talents. The surveyed company is considered a large 'aquarium' of skilled people in its industry and the loss of talent would pose a serious problem, which could threaten the sustainability of the business. Proactively, this research focused on the investigation of turnover intention as a variable capable of predicting how intensely an employee plans to leave the organization in the short term. Therefore, the main objective of this case study is t to understand the relationship between the trust in leadership and the intention of turnover of employees in the company surveyed. For this purpose, a bibliographic survey was initially carried out on the themes of turnover, trust, leadership and talents that originated the hypotheses tested. The research was typified as a quasi-experiment because it sought to identify if the intention of turnover occurred differently between the group of employees considered as talents and the other employees of the control group, selected according to the Mahapick technique that guaranteed pairing between the treated group and the control group. Afterwards, the questionnaires made available electronically were Managerial Trust (MT), Behavioral Trust Inventory (BTI), Multifactor Leadership Questionnaire (MLQ) and Turnover Intention (IT) in order to obtain data for analysis. The sample used had 48 respondents and the data obtained were statistically analyzed through modeling of structural equations. As a main result, this research showed that there are no significant differences between the intention of turnover of the talent group and the control group. In addition, it has been observed that transformational leadership reduces turnover intention while passive leadership has the opposite effect. Finally, organizational trust acts as a mediator in the relationship with transformational leadership, significantly reducing turnover intention. |
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Repositório Institucional do FGV (FGV Repositório Digital) |
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Riveiro, Valéria de Carvalho LemosEscolas::EBAPESalles, Denise Medeiros RibeiroLima, Diego de Faveri PereiraZanini, Marco Túlio Fundão2017-01-03T17:23:28Z2017-01-03T17:23:28Z2016-12-05RIVEIRO, Valéria de Carvalho Lemos. A relação entre a confiança na liderança e a intenção de turnover de talentos em uma empresa de resseguros. Dissertação (Mestrado em Gestão Empresarial) - FGV - Fundação Getúlio Vargas, Rio de Janeiro, 2016.http://hdl.handle.net/10438/17715The current scenario of a huge economic uncertainty, the speed of technological changes and the high competitiveness of companies in the reinsurance market present a great challenge for organizations in this sector that are looking for effective alternatives to ensure their survival. In this context, the importance of trust in leadership could be questioned as the main intangible asset that can generate a strategic differential and help the leaders of the researched company to understand the best practices to increase the retention of their talents. The surveyed company is considered a large 'aquarium' of skilled people in its industry and the loss of talent would pose a serious problem, which could threaten the sustainability of the business. Proactively, this research focused on the investigation of turnover intention as a variable capable of predicting how intensely an employee plans to leave the organization in the short term. Therefore, the main objective of this case study is t to understand the relationship between the trust in leadership and the intention of turnover of employees in the company surveyed. For this purpose, a bibliographic survey was initially carried out on the themes of turnover, trust, leadership and talents that originated the hypotheses tested. The research was typified as a quasi-experiment because it sought to identify if the intention of turnover occurred differently between the group of employees considered as talents and the other employees of the control group, selected according to the Mahapick technique that guaranteed pairing between the treated group and the control group. Afterwards, the questionnaires made available electronically were Managerial Trust (MT), Behavioral Trust Inventory (BTI), Multifactor Leadership Questionnaire (MLQ) and Turnover Intention (IT) in order to obtain data for analysis. The sample used had 48 respondents and the data obtained were statistically analyzed through modeling of structural equations. As a main result, this research showed that there are no significant differences between the intention of turnover of the talent group and the control group. In addition, it has been observed that transformational leadership reduces turnover intention while passive leadership has the opposite effect. Finally, organizational trust acts as a mediator in the relationship with transformational leadership, significantly reducing turnover intention.O cenário atual de maior incerteza econômica, a velocidade das mudanças tecnológicas e a alta competitividade entre as empresas no mercado de resseguros trazem um grande desafio para as organizações desse setor, que buscam alternativas eficazes para assegurar a sua sobrevivência. Nesse contexto questiona-se a importância da confiança na liderança enquanto principal ativo intangível que pode gerar um diferencial estratégico e ajudar os líderes da empresa pesquisada a compreender quais são as melhores práticas para aumentar a retenção de seus talentos. A empresa pesquisada é considerada um grande 'aquário' de mão de obra especializada em seu setor de atuação e a perda de talentos representaria um grave problema, que poderia ameaçar a sustentabilidade dos negócios. De forma proativa, esta pesquisa se debruçou na investigação da intenção de turnover como variável capaz de prever com que intensidade um empregado planeja deixar a organização no curto prazo. Portanto, o objetivo principal deste estudo de caso é compreender a relação entre a confiança na liderança e a intenção de turnover dos empregados na empresa pesquisada. Para tanto, inicialmente foi realizado um levantamento bibliográfico sobre os temas intenção de turnover, confiança, liderança e talentos que originaram as hipóteses testadas. A pesquisa foi tipificada como quase experimento porque buscou identificar se a intenção de turnover ocorria de maneira diferenciada entre o grupo de empregados considerados talentos e os demais empregados do grupo de controle, selecionados de acordo com a técnica Mahapick que garantiu pareamento entre o grupo tratado e o grupo de controle. Na sequência, foram aplicados os questionários disponibilizados eletronicamente Managerial Trust (MT), Behavioral Trust Inventory (BTI), Multifactor Leadership Questionnaire (MLQ) e Turnover Intention (TI), a fim de obter os dados para análise. A amostra utilizada teve 48 respondentes e os dados obtidos foram analisados estatisticamente via modelagem de equações estruturais. Como principal resultado, esta pesquisa mostrou que não existem diferenças significativas entre a intenção de turnover do grupo de talentos e do grupo de controle. Além disso, observou-se que a liderança transformacional reduz a intenção de turnover enquanto a liderança passiva tem efeito contrário. Por fim, a confiança organizacional atua como mediadora na relação com a liderança transformacional reduzindo de maneira significante a intenção de turnover.porConfiançaLiderançaTalentosIntenção de turnoverTrustLeadershipTalentsTurnover intentAdministração de empresasLiderançaConfiançaMobilidade de pessoalA relação entre a confiança na liderança e a intenção de turnover de talentos em uma empresa de ressegurosinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesisreponame:Repositório Institucional do FGV (FGV Repositório Digital)instname:Fundação Getulio Vargas (FGV)instacron:FGVinfo:eu-repo/semantics/openAccessTEXTVersão final dissertação_Valéria Riveiro.pdf.txtVersão final dissertação_Valéria Riveiro.pdf.txtExtracted texttext/plain288238http://bibliotecadigital.fgv.br:80/dspace/bitstream/10438/17715/4/Vers%c3%a3o%20final%20disserta%c3%a7%c3%a3o_Val%c3%a9ria%20Riveiro.pdf.txt1a5cea5a3ca466361aeced3b69368688MD54ORIGINALVersão final dissertação_Valéria Riveiro.pdfVersão final dissertação_Valéria Riveiro.pdfapplication/pdf3531559http://bibliotecadigital.fgv.br:80/dspace/bitstream/10438/17715/1/Vers%c3%a3o%20final%20disserta%c3%a7%c3%a3o_Val%c3%a9ria%20Riveiro.pdf4348a5f3abd70d3fbd922350b7d40eedMD51LICENSElicense.txtlicense.txttext/plain; charset=utf-84707http://bibliotecadigital.fgv.br:80/dspace/bitstream/10438/17715/2/license.txtdfb340242cced38a6cca06c627998fa1MD52THUMBNAILVersão final dissertação_Valéria Riveiro.pdf.jpgVersão final dissertação_Valéria Riveiro.pdf.jpgIM Thumbnailimage/jpeg1472http://bibliotecadigital.fgv.br:80/dspace/bitstream/10438/17715/3/Vers%c3%a3o%20final%20disserta%c3%a7%c3%a3o_Val%c3%a9ria%20Riveiro.pdf.jpgb21f31d45e34008c45f1cfd98d2b4ee2MD5310438/177152020-02-17 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InstitucionalPRI |
dc.title.por.fl_str_mv |
A relação entre a confiança na liderança e a intenção de turnover de talentos em uma empresa de resseguros |
title |
A relação entre a confiança na liderança e a intenção de turnover de talentos em uma empresa de resseguros |
spellingShingle |
A relação entre a confiança na liderança e a intenção de turnover de talentos em uma empresa de resseguros Riveiro, Valéria de Carvalho Lemos Confiança Liderança Talentos Intenção de turnover Trust Leadership Talents Turnover intent Administração de empresas Liderança Confiança Mobilidade de pessoal |
title_short |
A relação entre a confiança na liderança e a intenção de turnover de talentos em uma empresa de resseguros |
title_full |
A relação entre a confiança na liderança e a intenção de turnover de talentos em uma empresa de resseguros |
title_fullStr |
A relação entre a confiança na liderança e a intenção de turnover de talentos em uma empresa de resseguros |
title_full_unstemmed |
A relação entre a confiança na liderança e a intenção de turnover de talentos em uma empresa de resseguros |
title_sort |
A relação entre a confiança na liderança e a intenção de turnover de talentos em uma empresa de resseguros |
author |
Riveiro, Valéria de Carvalho Lemos |
author_facet |
Riveiro, Valéria de Carvalho Lemos |
author_role |
author |
dc.contributor.unidadefgv.por.fl_str_mv |
Escolas::EBAPE |
dc.contributor.member.none.fl_str_mv |
Salles, Denise Medeiros Ribeiro Lima, Diego de Faveri Pereira |
dc.contributor.author.fl_str_mv |
Riveiro, Valéria de Carvalho Lemos |
dc.contributor.advisor1.fl_str_mv |
Zanini, Marco Túlio Fundão |
contributor_str_mv |
Zanini, Marco Túlio Fundão |
dc.subject.por.fl_str_mv |
Confiança Liderança Talentos Intenção de turnover |
topic |
Confiança Liderança Talentos Intenção de turnover Trust Leadership Talents Turnover intent Administração de empresas Liderança Confiança Mobilidade de pessoal |
dc.subject.eng.fl_str_mv |
Trust Leadership Talents Turnover intent |
dc.subject.area.por.fl_str_mv |
Administração de empresas |
dc.subject.bibliodata.por.fl_str_mv |
Liderança Confiança Mobilidade de pessoal |
description |
The current scenario of a huge economic uncertainty, the speed of technological changes and the high competitiveness of companies in the reinsurance market present a great challenge for organizations in this sector that are looking for effective alternatives to ensure their survival. In this context, the importance of trust in leadership could be questioned as the main intangible asset that can generate a strategic differential and help the leaders of the researched company to understand the best practices to increase the retention of their talents. The surveyed company is considered a large 'aquarium' of skilled people in its industry and the loss of talent would pose a serious problem, which could threaten the sustainability of the business. Proactively, this research focused on the investigation of turnover intention as a variable capable of predicting how intensely an employee plans to leave the organization in the short term. Therefore, the main objective of this case study is t to understand the relationship between the trust in leadership and the intention of turnover of employees in the company surveyed. For this purpose, a bibliographic survey was initially carried out on the themes of turnover, trust, leadership and talents that originated the hypotheses tested. The research was typified as a quasi-experiment because it sought to identify if the intention of turnover occurred differently between the group of employees considered as talents and the other employees of the control group, selected according to the Mahapick technique that guaranteed pairing between the treated group and the control group. Afterwards, the questionnaires made available electronically were Managerial Trust (MT), Behavioral Trust Inventory (BTI), Multifactor Leadership Questionnaire (MLQ) and Turnover Intention (IT) in order to obtain data for analysis. The sample used had 48 respondents and the data obtained were statistically analyzed through modeling of structural equations. As a main result, this research showed that there are no significant differences between the intention of turnover of the talent group and the control group. In addition, it has been observed that transformational leadership reduces turnover intention while passive leadership has the opposite effect. Finally, organizational trust acts as a mediator in the relationship with transformational leadership, significantly reducing turnover intention. |
publishDate |
2016 |
dc.date.issued.fl_str_mv |
2016-12-05 |
dc.date.accessioned.fl_str_mv |
2017-01-03T17:23:28Z |
dc.date.available.fl_str_mv |
2017-01-03T17:23:28Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/masterThesis |
format |
masterThesis |
status_str |
publishedVersion |
dc.identifier.citation.fl_str_mv |
RIVEIRO, Valéria de Carvalho Lemos. A relação entre a confiança na liderança e a intenção de turnover de talentos em uma empresa de resseguros. Dissertação (Mestrado em Gestão Empresarial) - FGV - Fundação Getúlio Vargas, Rio de Janeiro, 2016. |
dc.identifier.uri.fl_str_mv |
http://hdl.handle.net/10438/17715 |
identifier_str_mv |
RIVEIRO, Valéria de Carvalho Lemos. A relação entre a confiança na liderança e a intenção de turnover de talentos em uma empresa de resseguros. Dissertação (Mestrado em Gestão Empresarial) - FGV - Fundação Getúlio Vargas, Rio de Janeiro, 2016. |
url |
http://hdl.handle.net/10438/17715 |
dc.language.iso.fl_str_mv |
por |
language |
por |
dc.rights.driver.fl_str_mv |
info:eu-repo/semantics/openAccess |
eu_rights_str_mv |
openAccess |
dc.source.none.fl_str_mv |
reponame:Repositório Institucional do FGV (FGV Repositório Digital) instname:Fundação Getulio Vargas (FGV) instacron:FGV |
instname_str |
Fundação Getulio Vargas (FGV) |
instacron_str |
FGV |
institution |
FGV |
reponame_str |
Repositório Institucional do FGV (FGV Repositório Digital) |
collection |
Repositório Institucional do FGV (FGV Repositório Digital) |
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