Bem-estar no trabalho, capital psicológico e as decorrências na intenção de rotatividade no trabalho

Abstract

The well-being at work and psychological capital are relevant concepts in the workplace context. Well-being at work refers to the state of satisfaction, balance, and fulfillment that employees experience in their jobs. On the other hand, psychological capital involves individual psychological resources such as self-efficacy, optimism, hope, and resilience, which influence job performance. The research conducted in the present project aimed to analyze the relationship between psychological capital, well-being at work, socioeconomic factors, and turnover intention. The present work aimed at deepening the human perception of the individual in the corporate work context by providing important information for human capital management in organizations, contributing to people management in organizations. The research adopted a quantitative approach, with data collection through questionnaires hosted on the Google Forms platform, disseminated on social networks, ensuring voluntary and anonymous participation. The sample used proved to be representative of a varied universe of organizations, as professionals from various areas, social conditions, educational backgrounds, work regimes, sizes, and types of companies were interviewed, providing a comprehensive view of the variables studied, their correlations, and constructs, consolidating the importance of well-being at work factors and psychological capital in talent retention, and thus generating valuable reflections for business managers. The results highlighted the significant contribution of the commitment & satisfaction variable, the well-being at work factor, which was significant in all sixteen statistical models developed to predict turnover intention. Regarding the psychological capital factor, although interconnected with well-being at work, predictive statistical models for turnover intention response only proved significant when evaluated in conjunction with socioeconomic factors. Under these conditions, the most conclusive predictive models were obtained. Thus, this project identifies the variables related to well-being at work, psychological capital, and socioeconomic situations, for the formulation of strategies for human resource management not only for talent retention but additionally to form a more comprehensive view of the emotional well-being of workers, establishing a healthier, more productive work environment and, by extension, a more balanced society. Finally, the research contributes to understanding the dynamics between well-being at work factors, psychological capital, socioeconomic aspects, and turnover intention. Its relevance in the organizational environment and providing important subsidies for human capital management.