Título: | ROLE OF ORGANIZATIONAL TRUST IN TURNOVER AND ABSENTEEISM LEVELS: A COMPARATIVE CASE STUDY ON TRANSPORT SECTOR | ||||||||||||
Autor: |
DANIEL SOUSA DO AMARAL |
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Colaborador(es): |
PATRICIA AMELIA TOMEI - Orientador |
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Catalogação: | 03/OUT/2016 | Língua(s): | PORTUGUESE - BRAZIL |
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Tipo: | TEXT | Subtipo: | THESIS | ||||||||||
Notas: |
[pt] Todos os dados constantes dos documentos são de inteira responsabilidade de seus autores. Os dados utilizados nas descrições dos documentos estão em conformidade com os sistemas da administração da PUC-Rio. [en] All data contained in the documents are the sole responsibility of the authors. The data used in the descriptions of the documents are in conformity with the systems of the administration of PUC-Rio. |
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Referência(s): |
[pt] https://www.maxwell.vrac.puc-rio.br/projetosEspeciais/ETDs/consultas/conteudo.php?strSecao=resultado&nrSeq=27547&idi=1 [en] https://www.maxwell.vrac.puc-rio.br/projetosEspeciais/ETDs/consultas/conteudo.php?strSecao=resultado&nrSeq=27547&idi=2 |
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DOI: | https://doi.org/10.17771/PUCRio.acad.27547 | ||||||||||||
Resumo: | |||||||||||||
The studies on trust have proliferated in the national and international
literature. However, the relationship between organizational trust, absenteeism
and turnover is rarely discussed in the literature. In order to fill this gap, this
dissertation aims to analyze the impact of organizational trust on the turnover and
absenteeism levels, based on two premises: (1) organizational trust impact on
turnover rate; (2) the higher the organizational trust, the lower the absenteeism
rate. Therefore based on a qualitative methodology was carried out a comparative
case study between two bus companies, located on greater Rio de Janeiro, with the
questionnaires Trust Scale Employee of the Organization (ECEO) prepared by
Tamayo and Oliveira (2008) for a sample of 385 employees in the company A and
222 in company B. The responses were submitted to descriptive analysis and the
pattern of responses was not exactly the same as for the model developed by
Tamayo and Oliveira (2008). This study concluded that: (1) the greater the
confidence in promoting employee growth and the organizational soundness, the
lower will be the turnover levels; (2) the results demonstrate a negative
association between rules relating to the dismissal of employees and turnover
levels; (3) it is not possible to assume the influence of organizational trust in
absenteeism companies.
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