Fatores determinantes de clima organizacional para a permanência ou demissão voluntária de funcionários em uma associação estadual de postos de combustíveis

Abstract

The objective of this study was to analyze the influence of organizational climate on the determining factors for employee retention or voluntary resignation at a State Association of Gas Stations in Dourados, MS. The study is based on the premise that climate is a critical variable that directly affects satisfaction, engagement, and talent retention. It is classified as a descriptive quantitative research study, using a cross-sectional survey method. The research universe included the 38 employees working in the Association's two outsourced companies (Alfa and Beta). The final sample consisted of 31 valid questionnaires. Data collection was performed using a structured questionnaire with 31 statements, based on Rizzatti's (2002) organizational climate model, using a five-point Likert scale. The total score of the instrument, ranging from 33 to 165 points, allowed the classification of employee satisfaction into levels ranging from “Very Low” (high intention to leave) to “High” (high intention to stay). Data analysis techniques included descriptive statistics (mean, median, mode, and standard deviation) and inferential statistics, with results grouped into four main dimensions of Rizzatti's model: Institutional Image, Human Resource Policies and Incentives, Structure and Behavior of Managers, and Working Conditions/Interpersonal Relationships. The results revealed a general perception of moderate satisfaction, although comparative analysis between companies indicated significant polarization. The dimension “Human Resources Policies and Incentives” was identified as the main point of dissatisfaction. The study's conclusion confirmed the significant relationship between organizational climate and intention to remain.