Factors of staff turnover in textile businesses in Colombia
The Colombian textile sector, which represents 3% of the gross domestic product, has staff turnover problems. When a worker quits, an immediate replacement is needed in order to not affect productivity. Companies often recruit people without training or even experience. In this paper is analyses job...
- Autores:
-
Orozco-Acosta, Erick
De la Hoz Toscano, Milton Jose
Ortiz-Ospino, Luis Eduardo
Gustavo, Gatica
Vargas, Ximena
Coronado-Hernández, J. R.
Silva, Jesús
- Tipo de recurso:
- http://purl.org/coar/resource_type/c_816b
- Fecha de publicación:
- 2020
- Institución:
- Corporación Universidad de la Costa
- Repositorio:
- REDICUC - Repositorio CUC
- Idioma:
- eng
- OAI Identifier:
- oai:repositorio.cuc.edu.co:11323/7282
- Acceso en línea:
- https://hdl.handle.net/11323/7282
https://repositorio.cuc.edu.co/
- Palabra clave:
- Job turnover
Organizational management
Productivity
Textile sector
- Rights
- closedAccess
- License
- Attribution-NonCommercial-NoDerivatives 4.0 International
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Factors of staff turnover in textile businesses in Colombia |
| title |
Factors of staff turnover in textile businesses in Colombia |
| spellingShingle |
Factors of staff turnover in textile businesses in Colombia Job turnover Organizational management Productivity Textile sector |
| title_short |
Factors of staff turnover in textile businesses in Colombia |
| title_full |
Factors of staff turnover in textile businesses in Colombia |
| title_fullStr |
Factors of staff turnover in textile businesses in Colombia |
| title_full_unstemmed |
Factors of staff turnover in textile businesses in Colombia |
| title_sort |
Factors of staff turnover in textile businesses in Colombia |
| dc.creator.fl_str_mv |
Orozco-Acosta, Erick De la Hoz Toscano, Milton Jose Ortiz-Ospino, Luis Eduardo Gustavo, Gatica Vargas, Ximena Coronado-Hernández, J. R. Silva, Jesús |
| dc.contributor.author.spa.fl_str_mv |
Orozco-Acosta, Erick De la Hoz Toscano, Milton Jose Ortiz-Ospino, Luis Eduardo Gustavo, Gatica Vargas, Ximena Coronado-Hernández, J. R. Silva, Jesús |
| dc.subject.spa.fl_str_mv |
Job turnover Organizational management Productivity Textile sector |
| topic |
Job turnover Organizational management Productivity Textile sector |
| description |
The Colombian textile sector, which represents 3% of the gross domestic product, has staff turnover problems. When a worker quits, an immediate replacement is needed in order to not affect productivity. Companies often recruit people without training or even experience. In this paper is analyses job turnover of businesses in the textile sector in Barranquilla (Colombia) through internal, external and contextual factors with their respective indicators. The investigation is quantitative with a correlational scope and a cross-sectional design. The methodology consisted of reliability testing (Cronbach’s alpha and McDonald’s omega) and construct validity (exploratory factor analysis) for the measurement instrument. This was followed by a descriptive analysis, with measures in relation to central tendency and dispersion for each factor indicator, concluding a confirmatory factor analysis with maximum likelihood estimates to observe causality, covariation and incidence relationships. The results established that the relevant indicators are commitment and satisfaction, sickness and company flexibility. The strongest covariance is between internal and contextual factors. Consistent with the theory, it was possible to statistically validate the theoretical model applied and a tool to measure job turnover. |
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2020 |
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2020-11-12T17:37:57Z |
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2020-11-12T17:37:57Z |
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2020 |
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2021-01-31 |
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eng |
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DANE (2018) Encuesta anual manufacturera (EAM). DANE, Bogóta, pp 1–28 Porter M (2015) Competitivestrategy. Patria, Mexico Cabrera A, Ledezma MT, Rivera N (2011) El impacto de la Rotación de Personal en las empresas constructoras del estado de Nuevo León. Contexto. Revista de la Facultad de Arquitectura de la Universidad Autónoma de Nuevo León 5(5): 83–91 Knapp M, Harissis K, Missiakoulis S (1981) Predicting Staff Turnover. Management research news (MCB UP Ltd) 4(1):18–20 Candanoza A, Lechuga J (2015) Caracterización de la satisfacción laboral y condiciones de trabajo de una empresa de seguridad en la ciudad de Barranquilla durante el año 2012. RevistaColombianaSalud Libre 10(2):98–102 Castaño C, Mehecha L (2015) La influencia del proceso de admisión de personal para la efectividad laboral en la empresa Kenworth de la montaña sede barranquilla. Medellín, Antioquia Naranjo R (2012) El proceso de selección y contratación del personal en las medianas empresas de la ciudad de Barranquilla. Pensamiento & Gestión 32:83–114 Camacho F (2012) Caracterización de la rotación laboral en la planta de procesos de la empresa avicola Pimpollo SAS de la cuidad de Bucaramanga. Bucaramanga Gonzalez D (2009) Estrategias de retención del personal. Una reflexión sobre su efectividad y alcances. Universidad EAFIT 45(156):45–72 Henao M, Quiñones M, Cáceres S (2013) Estrategias de tercerización en Colombia como centro de operaciones nfocado a los call center en Barranquilla. Bogotá Flores M, Vega A (2010) Memorias I Coloquio Competitividad y Capital Humano. Editedby R Pérez. Cuerpo Académico, Productividad, Competitividad y Capital Humano. México: ILCSA S.A. de C.V. pp 1–485 Orozco-Acosta E et al (2017) Herramientas para gestión de la productividad en la empresa. Experiencias exitosas desde el Caribe colombiano. Ediciones Universidad Simón Bolívar, Barranquilla Buentello C, Valenzuela N, Benavides I (2014) Análisis de la rotación de personal. Caso: Sabritas, sucursal Piedras Negras. Global Conf Bus Finance Proc 9(2):1697–1703 Gandy RP, Harrison, Gold J (2018) Criticality of detailed staff turnover measurement. Benchmarking: an Int J 25(8): 2950–2967 Santos D, Gil C (2016) Factores Asociados a la rotación de personal de la Cámara de Comercio Colombo Americana de Bogotá D.C. Bogotá Domínguez M (2008) Factores determinantes en la gestión de recursos humanos en empresas de servicios que incorporan de manera sistemática nuevas tecnologías Un estudio de caso en la comunidad valenciana. Revista científica Pensamiento y Gestión, 24:88–131 March J, Simon H (1958) Organizations. University of Illinois at Urbana-Champaign’s Academy for Entrepreneurial Leadership Historical Research Reference in Entrepreneurship Porter L, Steers R (1973) Organizational, work, and personal factors in employee turnover y Absenteeism. Psychological Bulletin 80:151–176 Mobley W (1977) Intermediate linkages in the relationship between job satisfactions an Employee turnover. J Appl Psychol 62(2):237–240 Price J (1977) The study of turnover. Ioawa State University Press, Ames, IA Fichman M (1988) Motivational consequences of absence and attendance: proportional harzard estimation of a dynamic motivation model. J Appl Psychol 73(1):34–119 Lamber E, Hogan N, Barton S (2001) The impact of job satisfaction on turnover intent: a test of a structural measurement model using a national sample of workers. Social Sci J 38(2):233–250 García B, Rivas L (2007) Un modelo de percepción de la rotación laboral en la población de trabajadores de la industria maquiladora mexicana. Innovar 17(9):107–114 Allen DG (2008) Retaining talent: a guide to analyzing and managing employee turnover. SHRM foundation effective practice guidelines series, pp 1–43 Morales J (2011) Evaluación de los factores que determinan la rotación voluntaria de personal directo en empresas maquiladoras de Tijuana, B.C. Tesis doctoral. Ensenada B.C.: Universidad Autónoma de Baja California Melendres V, Aranibar M (2017) Factores que inciden en la rotación de personal en maquiladoras: una revisión del panorama en México. In: Global Conference on Business and Finance Proceedings. San José, pp 446–455 Aranibar M, Melendres V, Ramírez M, García B (2018) Los Factores de la rotación de personal en las Maquiladoras de exportación de Ensenada, B. C. Revista Global de Negocios 6(2):25–40 Guerrero O, Guerrero R (2017) Las empresas de Norte de Santander y su perspectiva acerca de la seguridad y salud en el trabajo. Investigación E InnovaciónEnIngenierías 5(2):26–45 Amelec V, Carmen V (2015) Validation of a model for productivity evaluation for microfinance institutions. Adv Sci Lett 21(5):1610–1614 |
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Orozco-Acosta, Erickc9159da5dbba9371e6926c8add9d2127De la Hoz Toscano, Milton Josedd7597cfda8a88f893cfbe8205de9d22300Ortiz-Ospino, Luis Eduardobc40dd0d5e66e04d70684a31231e41e5Gustavo, Gatica0a7556218dd786840821d022af95c63cVargas, Ximena90ce7ee977d350d45586efce91f452ac300Coronado-Hernández, J. R.268a9a8f48844e279078428da17a91bfSilva, Jesúse17281d02925301aa71681ad0d7b3e032020-11-12T17:37:57Z2020-11-12T17:37:57Z20202021-01-312194-5357https://hdl.handle.net/11323/7282Corporación Universidad de la CostaREDICUC - Repositorio CUChttps://repositorio.cuc.edu.co/The Colombian textile sector, which represents 3% of the gross domestic product, has staff turnover problems. When a worker quits, an immediate replacement is needed in order to not affect productivity. Companies often recruit people without training or even experience. In this paper is analyses job turnover of businesses in the textile sector in Barranquilla (Colombia) through internal, external and contextual factors with their respective indicators. The investigation is quantitative with a correlational scope and a cross-sectional design. The methodology consisted of reliability testing (Cronbach’s alpha and McDonald’s omega) and construct validity (exploratory factor analysis) for the measurement instrument. This was followed by a descriptive analysis, with measures in relation to central tendency and dispersion for each factor indicator, concluding a confirmatory factor analysis with maximum likelihood estimates to observe causality, covariation and incidence relationships. The results established that the relevant indicators are commitment and satisfaction, sickness and company flexibility. The strongest covariance is between internal and contextual factors. Consistent with the theory, it was possible to statistically validate the theoretical model applied and a tool to measure job turnover.application/pdfengCorporación Universidad de la CostaAttribution-NonCommercial-NoDerivatives 4.0 Internationalhttp://creativecommons.org/licenses/by-nc-nd/4.0/info:eu-repo/semantics/closedAccesshttp://purl.org/coar/access_right/c_14cbAdvances in Intelligent Systems and Computinghttps://www.scopus.com/inward/record.uri?eid=2-s2.0-85090093921&doi=10.1007%2f978-981-15-6876-3_37&partnerID=40&md5=9e34187e3c40be37577f409aa4873abaJob turnoverOrganizational managementProductivityTextile sectorFactors of staff turnover in textile businesses in ColombiaPre-Publicaciónhttp://purl.org/coar/resource_type/c_816bTextinfo:eu-repo/semantics/preprinthttp://purl.org/redcol/resource_type/ARTOTRinfo:eu-repo/semantics/acceptedVersionDANE (2018) Encuesta anual manufacturera (EAM). DANE, Bogóta, pp 1–28Porter M (2015) Competitivestrategy. Patria, MexicoCabrera A, Ledezma MT, Rivera N (2011) El impacto de la Rotación de Personal en las empresas constructoras del estado de Nuevo León. Contexto. Revista de la Facultad de Arquitectura de la Universidad Autónoma de Nuevo León 5(5): 83–91Knapp M, Harissis K, Missiakoulis S (1981) Predicting Staff Turnover. Management research news (MCB UP Ltd) 4(1):18–20Candanoza A, Lechuga J (2015) Caracterización de la satisfacción laboral y condiciones de trabajo de una empresa de seguridad en la ciudad de Barranquilla durante el año 2012. RevistaColombianaSalud Libre 10(2):98–102Castaño C, Mehecha L (2015) La influencia del proceso de admisión de personal para la efectividad laboral en la empresa Kenworth de la montaña sede barranquilla. Medellín, AntioquiaNaranjo R (2012) El proceso de selección y contratación del personal en las medianas empresas de la ciudad de Barranquilla. Pensamiento & Gestión 32:83–114Camacho F (2012) Caracterización de la rotación laboral en la planta de procesos de la empresa avicola Pimpollo SAS de la cuidad de Bucaramanga. BucaramangaGonzalez D (2009) Estrategias de retención del personal. Una reflexión sobre su efectividad y alcances. Universidad EAFIT 45(156):45–72Henao M, Quiñones M, Cáceres S (2013) Estrategias de tercerización en Colombia como centro de operaciones nfocado a los call center en Barranquilla. BogotáFlores M, Vega A (2010) Memorias I Coloquio Competitividad y Capital Humano. Editedby R Pérez. Cuerpo Académico, Productividad, Competitividad y Capital Humano. México: ILCSA S.A. de C.V. pp 1–485Orozco-Acosta E et al (2017) Herramientas para gestión de la productividad en la empresa. Experiencias exitosas desde el Caribe colombiano. Ediciones Universidad Simón Bolívar, BarranquillaBuentello C, Valenzuela N, Benavides I (2014) Análisis de la rotación de personal. Caso: Sabritas, sucursal Piedras Negras. Global Conf Bus Finance Proc 9(2):1697–1703Gandy RP, Harrison, Gold J (2018) Criticality of detailed staff turnover measurement. Benchmarking: an Int J 25(8): 2950–2967Santos D, Gil C (2016) Factores Asociados a la rotación de personal de la Cámara de Comercio Colombo Americana de Bogotá D.C. BogotáDomínguez M (2008) Factores determinantes en la gestión de recursos humanos en empresas de servicios que incorporan de manera sistemática nuevas tecnologías Un estudio de caso en la comunidad valenciana. Revista científica Pensamiento y Gestión, 24:88–131March J, Simon H (1958) Organizations. University of Illinois at Urbana-Champaign’s Academy for Entrepreneurial Leadership Historical Research Reference in EntrepreneurshipPorter L, Steers R (1973) Organizational, work, and personal factors in employee turnover y Absenteeism. Psychological Bulletin 80:151–176Mobley W (1977) Intermediate linkages in the relationship between job satisfactions an Employee turnover. J Appl Psychol 62(2):237–240Price J (1977) The study of turnover. Ioawa State University Press, Ames, IAFichman M (1988) Motivational consequences of absence and attendance: proportional harzard estimation of a dynamic motivation model. J Appl Psychol 73(1):34–119Lamber E, Hogan N, Barton S (2001) The impact of job satisfaction on turnover intent: a test of a structural measurement model using a national sample of workers. Social Sci J 38(2):233–250García B, Rivas L (2007) Un modelo de percepción de la rotación laboral en la población de trabajadores de la industria maquiladora mexicana. Innovar 17(9):107–114Allen DG (2008) Retaining talent: a guide to analyzing and managing employee turnover. SHRM foundation effective practice guidelines series, pp 1–43Morales J (2011) Evaluación de los factores que determinan la rotación voluntaria de personal directo en empresas maquiladoras de Tijuana, B.C. Tesis doctoral. Ensenada B.C.: Universidad Autónoma de Baja CaliforniaMelendres V, Aranibar M (2017) Factores que inciden en la rotación de personal en maquiladoras: una revisión del panorama en México. In: Global Conference on Business and Finance Proceedings. San José, pp 446–455Aranibar M, Melendres V, Ramírez M, García B (2018) Los Factores de la rotación de personal en las Maquiladoras de exportación de Ensenada, B. C. Revista Global de Negocios 6(2):25–40Guerrero O, Guerrero R (2017) Las empresas de Norte de Santander y su perspectiva acerca de la seguridad y salud en el trabajo. Investigación E InnovaciónEnIngenierías 5(2):26–45Amelec V, Carmen V (2015) Validation of a model for productivity evaluation for microfinance institutions. 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