Human resources policies, learning, and turnover intention in organizations

Abstract Purpose: The objective of this research is to investigate how human resources policies and the perception of learning opportunities in organizations influence the intention of professional turnover. Originality/value: The authors demonstrated that, by understanding the existing relationships between the researched constructs, organizations should increase their investments in improvements in human resources policies, particularly in actions that promote a greater perception of learning opportunities, which reduce the intention of employee turnover of their talents. Design/methodology/approach: This research was developed with a quantitative approach and data collection was carried out through a survey. The questionnaires were applied to 250 professionals working in the labor market and students from a private university. Data analysis was performed with a confirmatory factor analysis and, subsequently, a structural equation modeling. Findings: The authors presented the research results in a descriptive way, the three hypotheses defined for the study were accepted, and the dimensions of human resources policies were considered significant. The authors presented relevant attributes for the understanding that, even though there are several reasons that can influence a professional in his decision to leave the organization, new factors must be considered, such as the possibilities of a greater offer of knowledge.

摘要
研究目的：本研究旨在探讨人力资源政策与组织内学习机会感知如何影响专业人员离职意向。
原创性/价值：研究表明，通过厘清所研究构念（constructs）间的现有关联，组织应加大人力资源政策优化的投入力度，尤其应推行能够提升员工学习机会感知的相关举措，以此降低核心人才的离职意向。
研究设计/方法：本研究采用定量研究方法，通过问卷调查收集数据。调研问卷面向250名职场专业人士及某私立大学的学生发放。数据分析采用验证性因子分析（Confirmatory Factor Analysis），随后开展结构方程模型（Structural Equation Modeling）分析。
研究发现：本研究以描述性方式呈现研究结果，研究设定的三项假设均得到验证，且人力资源政策的各维度均表现出显著影响。研究还提出了具有参考价值的分析维度，用以阐明：尽管影响专业人员离职决策的因素多种多样，但仍需纳入新的考量因素，例如更充足的知识供给可能性。