Intenciones de Renunciar al Trabajo: Propiedades Psicométricas de una Escala y Relaciones con la Percepción de Apoyo y la Identificación Organizacional

• Vaamonde, Juan Diego ^[1]
  1. [1] Universidad Nacional de Rosario

     Universidad Nacional de Rosario

     Argentina

     
• Localización: Revista Interamericana de Psicología Ocupacional (RIPO), ISSN-e 2500-5669, ISSN 0120-3800, Vol. 38, Nº. 1, 2019, págs. 26-43
• Idioma: español
• Títulos paralelos:
  • Turnover Intentions: Psychometric Properties of a Scale and Relationships with Perceived Organizational Support and Organizational Identification
• Enlaces
  • Texto completo
• Resumen
  • español

    El presente estudio tuvo un doble objetivo: por un lado, desarrollar y validar una Escala de Intenciones de Renunciar al Trabajo (IR) y, por otro lado, verificar un modelo explicativo de las IR en el que la percepción de apoyo organizacional (PAO) y la identificación organizacional fueron propuestas como variables predictoras. El Estudio 1 consistió en el desarrollo de la Escala de IR, cuya versión final de 7 ítems fue validada con datos provenientes de 233 empleados argentinos (54.5% varones). Análisis factoriales mostraron la estructura unidimensional de la escala, con satisfactorios índices de ajuste y elevada confiabilidad (a = .91). El Estudio 2 puso a prueba el modelo explicativo propuesto para las IR utilizando datos recabados de una muestra por conveniencia de 339 empleados argentinos (54.9% mujeres). El análisis de ecuaciones estructurales arrojó que tanto la PAO como la identificación organizacional constituyen predictores significativos de las IR de empleados argentinos.Resumen alternativo:The aim of the present study was twofold: on the one hand, to develop and validate a Turnover Intentions (TI) Scale and, on the other hand, to test an explanatory theoretical model of TI in which perceived organizational support (POS) and organizational identification were proposed as predictor variables. Study 1 consisted of the development of the TI Scale, whose 7-item final version was validated with data collected from 233 Argentine employees (54.5% men). Factor analyses showed the unidimensional structure of the scale, satisfactory goodness-of-fit indices, and high reliability (a = .91). Study 2 tested the proposed TI explanatory model using data collected from a convenience sample of 339 Argentine employees (54.9% women). Structural equations modeling yielded that both POS and organizational identification emerge as significant predictors of TI among Argentine employees.

  • English

    The aim of the present study was twofold: on the one hand, to develop and validate a Turnover Intentions (TI) Scale and, on the other hand, to test an explanatory theoretical model of TI in which perceived organizational support (POS) and organizational identification were proposed as predictor variables. Study 1 consisted of the development of the TI Scale, whose 7-item final version was validated with data collected from 233 Argentine employees (54.5% men). Factor analyses showed the unidimensional structure of the scale, satisfactory goodness-of-fit indices, and high reliability (a = .91). Study 2 tested the proposed TI explanatory model using data collected from a convenience sample of 339 Argentine employees (54.9% women). Structural equations modeling yielded that both POS and organizational identification emerge as significant predictors of TI among Argentine employees.