تعهد سازمانی، رضایت شغلی و تاثیرات احتمالی آن بر قصد گردشگری Organizational commitment, job satisfaction and their possible influences on intent to turnover

1. Introduction Turnover is a critical factor to the organizations, to individuals and to the society and presents both positive and negative aspects (Phillips and Connell, 2003). Although there are studies of turnover in the last 30 years in behavioral area and human resources with theories about voluntary resignation (Tett and Meyer, 1993; Mobley, 1992; Lee and Mowday, 1987; Dalton and Todor, 1979; Burguess et al., 2001), such as in labor economics area (Du et al., 2006; O’Higgins, 2012), in Brazil they were identified as efforts with works of Pinto and Gonzaga (2014) and Cardoso and Lage (2007). However, the turnover in Brazil still has gaps in academic research agenda (Campos and Malik, 2008; Menezes and Bastos, 2010). Market data, as studied by Corseuil et al. (2013), who analyzed the Brazilian turnover from 1996 to 2010, corroborated with the importance of the theme and its maintenance in research agenda. There are various reasons why an employee leaves the organization or has the intention to leave (Gaylard et al., 2005; Agapito et al., 2015). After a literature collection, two constructs were chosen usually mentioned as influencers of this decision or intention to leave the organization, which were “job satisfaction” and “organizational commitment” (Tett and Meyer, 1993; Gaertner, 1999; Mobley, 1992; Griffeth et al., 2000; Du et al., 2006; Lee and Mowday, 1987; Yucel, 2012; Baotham et al., 2010). Retaining professionals is a permanent challenge in an organizational environment that also remains as the most persistent challenge faced, especially by the information technology (IT) sector, with its particularities and shortage of labor in the Brazilian scenario ( Joseph et al., 2007; Fernandes et al., 2013). The comprehension of the factors which influence the voluntary exit or the intention of doing it might be quite valid to the enterprises which can direct their strategies and actions of human resources, aiming to keep the good professionals (Lee and Maurer, 1997; Medeiros et al., 2003; Stewart et al., 2011). Located in Brazilian Northeast, T.E.C, real institute with fictional name, was chosen as the locus of this research. It is one of a few institutes of research and development of Technology of Information and Communication (TIC) that exists in Brazil. Established in the 1990s by professionals of area, T.E.C is a civil, non-profit, private association which creates products, processes, services and enterprises using TIC.