Perception of organizational support, knowledge management and intention to turnover in workers in the city of Natal – RN

Abstract

The professional-organizational environment has revealed for organizational management a close relationship between structure and economic functionality, advantage in competitiveness associated with financial incentives and work function, as well as the influence of motivational and punitive variables on workers when tasks are not fulfilled. The phenomenon of turnover in organizations is not something new, as it is linked to the restructuring and dissolution of traditional organizational functional policies, such as job security, positions, and salaries. On the one hand, the way organizations generate and support their employees would probably be able to reduce the pace of turnover and make the policy of retaining professional talent more consistent; on the other hand, the efficient management of information processes, standards and knowledge related to the quality of the organizational system would be able to provide workers with both a more effective management of knowledge, as well as less intention to leave the organization or request a transfer of sector. These conditions would contribute to a better performance in the work environment and interpersonal relationships with a view to productivity and organizational efficiency. In this case, this study aims to verify the influence of organizational support on knowledge management and these on the intention of turnover in workers of public and private organizations in the city of Natal-RN.

DOI:https://doi.org/10.56238/sevened2024.018-002