Satisfação com as práticas de gestão de recursos humanos e intenção de turn over num hotel de cinco estrelas: o papel mediador da perceção de suporte organizacional
Employees’ satisfaction with human resources management (HRM) practices has been
envisaged as a solid predictor of turnover; nonetheless, how these practices may influence
employee’s behavior is still an unclear process. There are suggestions that HRM practices may
be distal determinants of turnover, as their effects may be mediated by more proximal
variables such as perceived organizational support. This study empirically tested a model of
research arising from these theoretical suggestions in a five-star hotel. The data collected
from the survey of 152 workers were subjected to structural equation analyses. The results
showed that the theoretical model had a strong fit to the data, giving empirical support to the
prediction that satisfaction with HRM practices reduces turnover intentions, by increasing
perceived organizational support. The importance of these results is discussed and
interpreted from the point of view of strategic gains associated to the quality of HRM
practices for the management of voluntary turnover.info:eu-repo/semantics/publishedVersio
