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Le rôle explicatif des variables d'attitude et de personnalité dans les intentions de départ : Le cas des managers français.

Abstract : The many turnover models that can be found in the literature on human resources management illustrate the importance of human resources teams to consider this topic. The objective of this research is to study the organizational and individual factors that influence the intention of French managers to quit from the private sector. This involves analyzing the effects of organizational variables such as perceived organizational support, career satisfaction, work-family conflict, hierarchical plateauing, and two personality variables, locus of control and career anchors on the intentions of departure.To answer these research questions, a questionnaire survey was conducted in September 2015 with French managers from different companies. The sample is composed of 305 respondents.The results show the preponderant role of perceived organizational support, whose effects on intention to quit are moderated by the locus of control. Thus, it appears that the most internal managers, if they feel supported by their employer, are more likely to be satisfied with their careers and have less than the most external role conflicts between their family and professional lives or still have a hierarchical plateauing. On the other hand, our results show that if they have a negative perception of their employer's support, they develop more intentions than external profiles to quit.Socio-demographic variables such as length of service, length of service, age or earnings contribute to explaining the intention to leave the company.
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Submitted on : Thursday, March 15, 2018 - 9:35:07 AM
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Stéphanie Fitton. Le rôle explicatif des variables d'attitude et de personnalité dans les intentions de départ : Le cas des managers français.. Gestion et management. Université de Bordeaux, 2017. Français. ⟨NNT : 2017BORD0843⟩. ⟨tel-01734790⟩

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