Training, voluntary turnover, and firm financial performance

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dc.contributor.advisorMolina, Agustín
dc.contributor.authorSteinsapir Yazigi, Kyle
dc.contributor.otherPontificia Universidad Católica de Chile. Escuela de Psicología
dc.date.accessioned2021-12-13T16:43:03Z
dc.date.available2021-12-13T13:43:00Z
dc.date.issued2021
dc.date.updated2021-12-09T23:06:08Z
dc.descriptionTesis (Magíster en Psicología Laboral-Organizacional)--Pontificia Universidad Católica de Chile, 2021
dc.description.abstractSeveral studies suggest that organizational practices promoting human resource development (HRD), such as training, increase organizational performance. However, most of these studies rely on the use of subjective measures and cross-sectional designs. Moreover, this line of research has mostly focused on general overall indicators of HRD rather than addressing different dimensions of HRD which may help researchers and practitioners better understand the complexity of the HRD-performance link. The main objective of this study was to examine the effect of employee exposure to HRD and resource investment in HRD, on voluntary turnover. Additionally, we aimed to examine the interaction between these two dimensions of HRD in predicting voluntary turnover, as well as the conditional indirect effect from employee exposure to HRD, to organizational financial performance, through the mediating role of voluntary turnover. We tested our proposed moderated mediation model using objective firm-level data collected at three points over a three-year period, from a sample of 72 companies. We found evidence that employee exposure to HRD was negatively related to voluntary turnover and— indirectly—positively related to firm financial performance. Additionally, we found that these effects were amplified when the moderating variable—resource investment in HRD—was high. Noteworthy, this is the first study to examine the interactive effect between these two dimensions of HRD. Thus, this study contributes to the scientific literature by offering new insights about the conditions under which organizational training practices may impact voluntary turnover and, subsequently, firm financial performance. Practical and research implications are discussed.
dc.description.version2021-12-11
dc.format.extentiv, 26 páginas
dc.fuente.origenAutoarchivo
dc.identifier.doi10.7764/tesisUC/PSI/63041
dc.identifier.urihttps://doi.org/10.7764/tesisUC/PSI/63041
dc.identifier.urihttps://repositorio.uc.cl/handle/11534/63041
dc.information.autorucEscuela de Psicología ; Molina, Agustín ; S/I ; 1024911
dc.information.autorucEscuela de Psicología ; Steinsapir Yazigi, Kyle ; S/I ; 246170
dc.language.isoen
dc.nota.accesoContenido completo
dc.rightsacceso abierto
dc.subject.ddc658.3
dc.subject.deweyAdministraciónes_ES
dc.subject.otherAdministración de personales_ES
dc.subject.otherRecursos humanoses_ES
dc.subject.otherConducta organizacionales_ES
dc.titleTraining, voluntary turnover, and firm financial performancees_ES
dc.typetesis de maestría
sipa.codpersvinculados1024911
sipa.codpersvinculados246170
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