Bibliographic citations
Fernández, M., Vera, J., Moscoso, Y., Bustamante, J. (2017). Compromiso organizacional e intención de rotación laboral en el sector cementero de la Región Arequipa [Pontificia Universidad Católica del Perú]. http://hdl.handle.net/20.500.12404/8312
Fernández, M., Vera, J., Moscoso, Y., Bustamante, J. Compromiso organizacional e intención de rotación laboral en el sector cementero de la Región Arequipa []. PE: Pontificia Universidad Católica del Perú; 2017. http://hdl.handle.net/20.500.12404/8312
@mastersthesis{sunedu/2657261,
title = "Compromiso organizacional e intención de rotación laboral en el sector cementero de la Región Arequipa",
author = "Bustamante Medina, Jorge",
publisher = "Pontificia Universidad Católica del Perú",
year = "2017"
}
The great changes that occurred during the industrial revolution mainly in the business world were related to the level of competitiveness of companies for their materials assets, having as main indicators to machinery, production plants and even the same production processes. Today, there are many organizations that have human resources as the main asset that determines the competitive advantage of an organization in relation to the market. This research has as a target to identify the relationship between organizational commitment and intention of occupational turnover in the cement company Yura S.A. to predict the turnover intention. Is should be mentioned that this research analyzes the organizational commitment in three components (affective, continuity and normative), using the research model of Allen and Meyer and the intention of rotation using the model Mobley, Horner and Hollingsworth. Although there may be other interpretations, this research is limited to these models. This research has a quantitative approach and a scope of descriptive type and correlational. The questionnaires were filled up by 124 employees of Yura S.A., which is the size of the sample. The research results concluded that affective and normative commitment have an inverse relation to the intention of rotation; because employees perceive the satisfaction of their needs increasing emotional connection with the company, and greater loyalty to the organization motivated by a sense of obligation to remain
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