O objetivo geral deste estudo foi analisar a relação entre sensação térmica e Qualidade de Vida no Trabalho (QVT) em indústrias com diferentes características ambientais. A coleta de dados foi feita em três indústrias da cidade de Ponta Grossa, no Estado do Paraná, cada uma delas com características ambientais de temperaturas diferenciadas, a saber: uma indústria frigorífica com temperaturas baixas, uma indústria têxtil com temperaturas neutras e uma indústria metalúrgica com temperaturas mais elevadas. Para obtenção dos dados das características ambientais, como temperatura do ar, temperatura de globo, velocidade do ar e umidade relativa, utilizou-se a estação de obtenção de dados ambientais, em 31 postos de serviço por indústria, calculado o Voto Médio Estimado – Predicted mean vote (PMV), com dados das características ambientais juntamente com as vestimentas e as atividades dos trabalhadores. Foram distribuídos questionários de QVT de Walton, adaptado por Timossi (2009). Dos quais 211 foram respondidos, destes 83 (49,34%) da indústria frigorífica, 73 (34,60%) da têxtil, e 55 (26,06%) da metalúrgica. Do questionário foi utilizado apenas o critério ‘condições de trabalho’, para fazer a correlação entre os trabalhadores locados em seus postos e as características ambientais de cada posto. Pôde-se observar que as indústrias com temperaturas extremas apresentaram menores índices de QVT. Na indústria têxtil, com temperaturas neutras, a QVT teve média de 72,60 (±10,67), mas ao aplicar-se a correlação foi encontrado coeficiente de determinação muito baixo, 0,029. A equação matemática resultante, não permite encontrar uma variável a partir da outra. Conclui-se então que a relação entre sensação térmica, através da Porcentagem de pessoas insatisfeitas – Predicted percentage dissatisfied (PPD), com a QVT dentro do critério ‘condições de trabalho’ apresenta valores pouco significativos e não estabelece correlação entre as variáveis. / The aim of this study was to evaluate the relationship between thermal sensation and Quality of Work Life (QWL) in industries with different environmental characteristics. Data collection was done in three industries in the city of Ponta Grossa, Paraná State, each with different environmental characteristics of temperatures, namely a meat packing industry at low temperatures, a textile industry with neutral temperatures and metal industry with higher temperatures. To obtain data on environmental features such as air temperature, globe temperature, air velocity and relative humidity, used the station obtaining environmental data in 31 service stations by industry, the Predicted Mean Vote (PMV) calculated with data from environmental characteristics along with the dress and activities of workers. Questionnaires QVT Walton, adapted by Timossi (2009) were distributed. Of which 211 were completed, these 83 or 39.34% of the meatpacking industry, 73 or 34.60% of the textile, and 55 or 26.06% of the metal. Questionnaire was used only the criterion 'working conditions', to make the correlation between workers leased at their posts and the environmental characteristics of each post. It was observed that industries with extreme temperatures exhibited lower levels of QWL. In the textile industry, with neutral temperatures, QVT has averaged 72.60 (± 10.67), but to apply the correlation was found very low coefficient of determination, 0.029. The resulting mathematical equation, does not allow to find a variable from another. It is concluded that the relationship between thermal sensation through Predicted percentage dissatisfied (PPD) with QVT within the discretion of 'working conditions' has negligible values and establishes a correlation between the variables.

O mercado de trabalho e as políticas públicas fazem parte do palco de uma transformação social que está moldando o perfil gerencial das organizações, denominado, processo de integração das pessoas com deficiências no mundo produtivo. Tal movimento, amparado pela “Lei de Cotas” - obriga as organizações, que possuem a partir de 100 funcionários, a contratarem pessoas com deficiência em uma fração progressiva de 2% a 5% - tem no setor industrial a sua maior representação, ao mesmo tempo em que possui um ambiente altamente mecanizado e tecnologicamente inovador. A partir deste cenário, realizou-se uma pesquisa no setor industrial da cidade de Ponta Grossa – PR para mapear os níveis de satisfação das pessoas com deficiência, que estão atuando nesse setor, a partir dos critérios de avaliação da Qualidade de Vida no Trabalho. Para tanto, o instrumento utilizado nesta pesquisa é o questionário de Qualidade de Vida no Trabalho de Carvalho-Freitas (2007), adaptado dos determinantes estabelecidos por Walton (1973). Esta pesquisa caracteriza-se como aplicada, com objetivos exploratórios em caráter quantitativo - a partir de um estudo de casos múltiplos – em que o instrumento de análise foi aplicado em três organizações industriais, localizadas na cidade de Ponta Grossa – Paraná, dos segmentos: Alimentos e Madeira, todas de grande porte, perfazendo um total de 1693 colaboradores com uma população de 24 colaboradores com deficiência, dos quais 58% (14) são mulheres e 42% (10) homens. O diagnóstico demonstrou que os colaboradores com deficiência, estão satisfeitos com as condições de trabalho, bem como, aos direitos trabalhistas, o equilíbrio trabalho e vida e a relevância do seu trabalho. Um fator que se apresenta como destoante refere-se à falta de oportunidades de crescimento profissional e salarial no seu ambiente produtivo. Além destes resultados, pode-se observar que as estruturas arquitetônicas e tecnológicas não são barreiras no processo de sua inclusão no ambiente produtivo, mas sim, as atitudes das pessoas que não possuem deficiência, devido à falta de sensibilização e conhecimento da realidade da Pessoa com Deficiência, gerando o estigma de que a deficiência suscita incompetência no trabalho. / The labor market and public policies are part of the stage of social transformation that is shaping the profile management organizations, called of integration of people with disabilities in the production world. Such a move supported by the "Quota Law" - requires organizations that have from 100 employees to hire people with disabilities in a progressive fraction of 2% to 5% - its largest representation is in the industrial sector, at the same time has an environment highly mechanized and technologically innovative. From this scenario, was held out a survey to map the levels of satisfaction of persons with disabilities who are working in the industrial sector of Ponta Grossa city, based on the evaluation criteria for the Quality of Working Life. For both, the instrument used in this research is the questionnaire Quality of Work Life – by Carvalho-Freitas (2007), adapted the determinants established by Walton (1973). Thus, this research is characterized as applied, with goals exploratory in quantitative character – from a multiple cases study - where the analysis tool was applied in three industrials organizations, located in the city of Ponta Grossa – Paraná, of the segments: Food and Wood, all large-sized, with a total of 1693 employees, with a population of 24 employees with disabilities, of which 58% (14) were women and 42% (10) men. The diagnosis showed that employees with disabilities are satisfied with the working conditions, as well as labor rights, work-life balance and relevance of their work. One factor that presents itself as dissonant refers to the lack of opportunities for professional growth and salary in your production environment. Besides these results, one can observe that the architectural and technological structures, are not barriers in the process of their inclusion in the production environment, but the attitudes of people who do not have disabilities, due to lack of awareness and knowledge of the reality of the person with disability, generating stigma that disability raises incompetence at work.

O objetivo da presente pesquisa é avaliar a percepção dos profissionais de educação em relação aos níveis de satisfação e de insatisfação quanto à Qualidade de Vida no Ambiente de Trabalho QVT. A proposta consiste em identificar fatores que contribuem para a Qualidade de Vida no Ambiente de Trabalho QVT, em uma categoria de trabalhadores supostamente não beneficiada, em aspectos que se referem ao tema sob investigação. Trata-se de profissionais da área de educação, com atuação em escola técnica de saúde, da rede pública de ensino do Estado do Rio de Janeiro. Esses funcionários empregam toda a sua força de trabalho atuante, de forma permanente e continuada, na unidade escolar pesquisada, conforme preconizado pelo Sindicato dos Profissionais de Educação do Rio de Janeiro. A expressão Qualidade de Vida e, especificamente, Qualidade de Vida no Trabalho, é um constructo que expressa, na atualidade, variadas concepções. Nesse sentido, a literatura aponta modismos comerciais, exploração por parte do capital, e até as mais arrojadas e críticas concepções que se destinam à busca do bem-estar do trabalhador em seu lugar de labor diário. Com intuito de se mensurar as variáveis da pesquisa proposta, foi utilizado o Questionário de Qualidade de Vida no Trabalho, uma escala atitudinal adaptada, tipo Likert, complementada por um questionário sócio-demográfico. A escala é constituída de 45 asserções de seis pontos, baseadas nos pressupostos de Walton (1975), com oito fatores ou dimensões, a saber: remuneração, condições de trabalho, uso e desenvolvimento de capacidades, oportunidades de crescimento profissional, integração social na organização, direitos na instituição, equilíbrio no trabalho e vida, e relevância do trabalho. As fases desta pesquisa compreenderam a revisão da literatura, detalhamento do método, execução das etapas operacionais de aplicação dos instrumentos de medida e análise dos dados da pesquisa. Quanto aos procedimentos gerais, foram mantidos contatos formais e informais com a instituição educacional pesquisada, sendo o projeto submetido e aprovado pela Comissão de Ética da UERJ. Foram formuladas hipóteses focadas na percepção dos profissionais de educação, sobre níveis de satisfação e de insatisfação da Qualidade de Vida no Trabalho. Os resultados apontaram o nível geral de satisfação de toda a força de trabalho em 61,94%, sendo que dos 8 (oito) fatores pesquisados, o de maior nível de insatisfação foi a remuneração, com 79,45%, enquanto o de maior satisfação refere-se à relevância de seu trabalho, com 84,25%. Esses resultados poderão servir de indicadores para eventuais ações em políticas públicas na área de gestão de pessoas, como também nas proposições de mudanças inovadoras no contexto sócio-técnico, assim como para a instalação de programas de mapeamento e de desenvolvimento de competências, com o objetivo de melhoria da Qualidade de Vida no Trabalho desses funcionários da rede pública de ensino / The objective of this research is to evaluate the perceptions of professionals in the education department in relation to their levels of satisfaction and dissatisfaction on Quality of Life in the Workplace - QVT. The proposal is to identify factors that contribute to the Quality of Life in the Workplace - QVT in a category where workers supposedly do not benefit from, in ways that relate to the subject under investigation. These professionals work in education, in technical schools of health, of the public school system of Rio de Janeiro. These officials employ all their active work force through permanent and continuous forms, in the educational system researched, as recommended by the Union of Professional Education of Rio de Janeiro. The term quality of life, specifically, Quality of Working Life, is a construct that expresses, in actuality, many conceptions. In this sense, the study shows commercial modes of exploitation by capital, and even the most daring and critical concepts that are intended to seek the welfare of the worker's place in daily labor. With the aim of measuring the variables of the proposed research, we used the Quality of Working Life, a scale adapted by Likert, complemented by a socio-demographic questionnaire. The scale consists of 45 statements of six points, based on the assumptions of Walton (1975), with eight factors or dimensions, namely: remuneration, working conditions, use and capacity development of opportunities for professional growth, social integration in the organization rights with the institution, balance in work and life, and relevance of the work. Through research, we composed a review of these phases detailing the method, implementation of operational steps through the application of instruments for measuring and analyzing researched data. The general procedures maintained formal and informal contacts with the institutions surveyed, as the project being submitted and approved by the ethics committee of UERJ. A formulated hypothesis focused on the perceptions of education on levels of satisfaction and dissatisfaction on the Quality of Working Life. The results showed the level of overall satisfaction of the entire workforce at 61.94% and the 8 (eight) factors surveyed, which had the highest level of dissatisfaction was payment, with 79.45% , while greater satisfaction concerned the relevance of their work, with 84.25%.These results may serve as indicators for possible actions in public policy in the area of personnel management, as well as in the proposal for innovative changes in the socio-technical context, as well as installing programs to develop skills that aim in improving the Quality of Working Life of for these public schools workers.

Identificar como a tecnologia da informação e seu uso estratégico têm contribuído, ou não, com a promoção e com a gestão da qualidade de vida no trabalho. Foram analisadas questões macroeconômicas, como o ambiente globalizado e virtualizado, e a formação de uma nova sociedade baseada na informação e no conhecimento. Em função destes fatores-chaves da pesquisa, o objetivo central foi entender os impactos destas mudanças nas organizações e nas relações humanas com o trabalho, identificando como estas mudanças estão relacionadas à tecnologia da informação. A partir de extensa revisão bibliográfica, que gerou a fundamentação teórica, e da escolha pela metodologia de estudo de caso realizou-se um levantamento qualitativo e quantitativo, identificando em uma realidade organizacional os conceitos apresentados, procurando descrever quais os efeitos que as práticas em tecnologia da informação têm contribuído para o alcance de bem-estar e conforto para as pessoas na empresa. Os resultados obtidos demonstram que a tecnologia da informação provoca mudanças nas relações do trabalhador com o ambiente. Foram identificadas alterações em função da nova realidade proporcionada pela execução remota das atividades profissionais por meio do teletrabalho. Estas alterações foram percebidas nas dimensões biológicas, psicológicas e sociais do ser humano. E, conseqüentemente, a relação do trabalhador com a empresa muda para adaptar-se à nova dinâmica organizacional. E para minimizar os possíveis efeitos negativos destas alterações e dar o suporte necessário para a obtenção de melhores resultados, a Gestão de Qualidade de Vida no Trabalho seria uma alternativa interessante. Por meio da Gestão de Qualidade de Vida no Trabalho, os colaboradores (não só os teletrabalhadores) terão melhores condições de desempenhar suas tarefas, com conforto e bem-estar. E a empresa, com os prováveis e maiores comprometimento e satisfação dos trabalhadores, conseqüentemente, estará preparada para superar os desafios e alcançar as metas desejadas num ambiente mais complexo e competitivo. / To identify as the information technology and its strategic use have contributed, or not, with the promotion and the management of the quality of work life. Macroeconomic questions had been analyzed, as globalization and the virtual environment, and also the formation of a new society based on the information and the knowledge. In function of these factors keys of the research, the central objective was to understand the impacts of these changes in the organizations and the relation human beings with the work, identifying as these changes are related to the information technology. From extensive bibliographical revision, generating theoretical recital, and of the choice for the methodology of case study, a qualitative and quantitative survey was become fulfilled, identifying in a organizational reality the presented concepts, looking for to describe which the effect that the practices in information technology have contributed for the reach of well-being and comfort for the people in the company. The reached results demonstrate that the information technology provokes changes in the relations of the worker with the environment. Alterations had been identified in function of the new reality for the remote execution of the professional activities by means of telework. These alterations had been perceived in the biological, psychological and social dimensions of the human being. And, consequently, the relation of the worker with the company changes to adapt it the new organizational dynamics. And to minimize the possible negative effects of these alterations and to give the necessary support for the achievement of better profits, the Management of Quality of Work Life would be an interesting alternative. By means of the Management of Quality of Work Life, all collaborators (not only the teleworkers) will have better conditions to perform its tasks, with comfort and well-being. And the company, with probable and more commitment and satisfaction of the worker, consequently, will be prepared to surpass the challenges and to reach the goals desired in an environment more complex and competitive.

Esta pesquisa analisou como as empresas gerenciam seus programas de qualidade de vida no trabalho através das práticas de gestão de projetos. A principal contribuição está na aplicação de uma metodologia de administração de projetos por meio dos processos e áreas de conhecimento capazes de colaborar com a área de Recursos Humanos, responsável pela gestão desses programas. A metodologia de pesquisa escolhida foi de estudos de casos múltiplos, sendo a investigação de caráter qualitativa e exploratória. As empresas pesquisadas são de portes médio e grande situadas nas regiões Norte, Sudeste e Sul do Brasil. Foram entrevistados gerentes, diretores, CEO, superintendentes e coordenadores. A coleta dos dados primários foi feita com o uso de entrevistas estruturadas pela aplicação do questionário elaborado para esta pesquisa. O levantamento dos dados secundários realizou-se tendo como fontes documentais as publicações de gestão de pessoas e projetos relativos às empresas e documentos disponibilizados pelas organizações. No tratamento dos dados coletados aplicouse a análise de conteúdo com as categorias de programa de qualidade de vida no trabalho e gestão de projetos. Os resultados desta pesquisa apontaram para a aplicação de práticas de gestão de projetos de forma empírica e baseada nas necessidades do dia a dia, como também, constatou-se serem específicas de cada empresa estando evidenciada a definição de metodologia de gestão dos processos de preparação, estruturação, execução e conclusão com o apoio das áreas de conhecimento de comunicação, gerenciamento de riscos, recursos humanos e aquisições para melhor gerir os programas de qualidade de vida no trabalho. As ações desenvolvidas pelos programas em estudo são associadas aos aspectos biológicos, psicológicos, sociais e organizacionais como maneira de cuidar da saúde dos empregados como um todo. O desafio das equipes multidisciplinares dos programas de qualidade de vida no trabalho está em colocar em prática as diversas ações dentro das restrições de tempo, escopo e custo para atender às expectativas empresariais e responder às solicitações e necessidades dos empregados. Portanto, as contribuições desta pesquisa estão na análise crítica dos programas de qualidade de vida no trabalho fundamentada nas práticas de gestão de projetos permitindo, com isso, novas investigações e a colaboração com a identificação do modelo de mensuração dos resultados das ações de qualidade de vida no trabalho dentro desses programas no sentido de amadurecer as atuais práticas de gestão de projetos. / This research has examined how companies manage their quality of work life programs through the practice of project management. The main contribution is the application of a methodology for management of projects through the processes and knowledge area which are able to work with the area of Human Resources, responsible for managing these programs. The chosen research methodology was multiple case studies, and the investigation was of a qualitative and exploratory character. The companies surveyed are of medium and large sizes and located in the North, Southeast and Southern Brazil. Managers, directors, CEO, superintendents and coordinators have been interviewed. The collection of primary data was made using structured interviews for the implementation of the questionnaire prepared for this research. The survey of secondary data was held with documentary sources and the publications of human resource management and projects relating to documents released by the companies and organizations. In processing the data collected it was applied an analysis of content with the categories of quality of work life program and project management. The results of this research show the application of project management practices in empirical format and based on the needs of day to day needs, but it was found to be specific to each company with a clear definition of methodology for managing the preparation, structuring, implementation and completion with the support of the areas of knowledge of communication, risk management, human resources and procurement to better manage the quality of work life programs. The actions developed by the programs under study are related to the biological, psychological, social and organizational aspects as a way to care for the health of employees as a whole. The challenge of multidisciplinary teams of the quality of work life is to put into practice the various actions within the constraints of time, scope and cost in order to meet business expectations the demands and needs of employees. Therefore, the contribution of this research is the critical analysis of the quality of work life with practices of project management. Thus, allowing further research and collaboration with the identification of the measuring model for the results of the actions of quality of work life within these programs to mature the current practice of project

Research problem: Yadav and Khanna (2015) argue that the quality of work life defines the life at work and at home with family members. There is no existing definition of social and living conditions in the literature although it can be considered to include dimensions such as recreation, accommodation, health, education, family, religion and food (SLCB questionnaire). The social and living conditions of employees in rural towns situated close to borders is unique and, in order to offer suggestions with regard to what and how to improve the social and living conditions, their relationship with the quality of work life was investigated. Research objectives: The main objective of this study was to determine the possible relationship between the social and living conditions of employees in rural areas situated close to the South African border and the quality of work-related life. To address the research problem, research objectives and questions were formulated.Research questions: Four research questions were formulated:- What is the relationship between the overall quality of working life (WRQoL.Ovl1) and that of the social and living conditions (SLCB.Ovl1)?, -What is the relationship between the seven dimensions of social and living conditions and the seven dimensions of quality of working life? -Are there differences among the groups regarding the dimensions and overall social and living conditions? Are there differences among the groups regarding the dimensions and overall quality of working life? -Research design: This study is descriptive in nature, and used a self-administered questionnaire to collect data on work-related quality of life and social and living conditions from employees from rural towns close to the border posts. Major findings: The results showed a significant correlation between social and living conditions and the quality of working life. Furthermore, they revealed that accommodation, food and health are the three dimensions of social and living conditions that have the strongest relationship with quality of working life, with accommodation bearing the most significant relation.

Doctorat en sciences sociales, politiques et économiques / info:eu-repo/semantics/nonPublished

The current socio-economic climate has induced stress on organisations and employees, since they are expected to double their efforts with limited resources. Organisational culture poses a challenge to employees, especially in a high-pressure environment. A highly competitive environment demands organisations that have the ability to change constantly to ensure sustainability. This has resulted in employees feeling that organisational culture has changed to that of sales culture with disregard for people resulting in a lack of work-life balance (WLB). This study intends to contribute to developing a framework of how organisational culture could support work-life balance. When negative in nature, organisational culture can impact negatively on organisational performance and quality of work-life causing best workers to leave. The problem identified by this study is a poor organisational culture in banking that may discourage work-life balance practices. When an organisations’ primary focus is on sales and less on people, this leads to work-life imbalances. A comprehensive questionnaire was developed for this study to establish the perception of employees towards organisational culture and work-life as an aspect of employee wellness. The total sample was forty-four (44) respondents who are from business and private banking space of the four major banks. The results showed that the type of organisational culture that is prevalent in business and private banking is a combination of market and hierarchy culture. Job satisfaction is also positively correlated to organisational culture. Management must ensure that the workforce is satisfied in order to create a positive culture. A positive organisational culture has a positive influence on employees, attaining the desired work-life balance in business and private banking space.

Homosociality, the societal norm toward same-gender social bonding, has been hypothesized as an important explanatory variable in the maintenance of occupational segregation by gender and the low status of women in traditionally male-dominated occupations (Lipman-Blumen, 1976; Reagan & Blaxall, 1976). In this investigation of homosociality in the workplace, 257 women and 197 men employed in managerial, supervisory, professional, and technical positions in seven organizations completed a questionnaire regarding their career development and interpersonal relationships in their current organization. Predictions derived from homosociality theory and the literature and research on mentoring, friendship, and organizational networks were tested. Of the 17 hypotheses associated with five research questions, 8 were fully or partially supported, 6 were not supported, and 3 could not be tested because factor analysis did not support the variable of interest (lifetime attachment). Alpha was apportioned using the Bonferroni inequality procedure; probability levels ranged from .025 to .0025 depending on the number of significance tests conducted for each question. Analysis of variance (Gender x Gender Composition of Network) and simple main effects analysis performed on mentoring and relationship provisions (intimacy, similarity, defiance of convention, respect for differences) scores indicated one significant main effect for gender: women's same-gender networks provided more intimacy than men's. Significant main effects for gender composition were: (a) men's same-gender networks provided more mentoring than their cross-gender networks; (b) women's same-gender networks provided more intimacy than their cross-gender networks; and (c) for both genders, same-gender networks provided higher levels of similarity and defiance of convention than cross-gender networks. Correlational analyses indicated: (a) for women, but generally not for men, homosocial attitudes were significantly related to the size and activities of same- and cross-gender networks; (b) for both genders, same- and cross-gender mentoring and primarily same-gender relationship provisions were positively and significantly related to career- and job-related outcomes. Homosociality was evident in attitudes, network activities, and outcomes. Results also indicated signs of organizational gender integration. Implications for theory and counselling, and suggestions for future research, are discussed. / Education, Faculty of / Educational and Counselling Psychology, and Special Education (ECPS), Department of / Graduate

Person-environment (PE) fit has been considered one of the most pervasive concepts in psychology. This study presents an integrative investigation of three levels of PE fit: person-vocation (PV) fit, person-organization (PO) fit, and person-job (PJ) fit, using multiple conceptualizations (e.g., value congruence, needs-supplies fit) of each fit level. While a trend in the PE fit literature has been the inclusion of only one fit level with a single conceptualization, researchers call for the addition of multiple conceptualizations of multiple fit levels in a single study. Traditionally, PO fit has been conceptualized as value congruence, whereas PV fit has remained untouched in the literature investigating the direct measurement of fit perceptions. Therefore, new fit perceptions scales assessing PO fit using a needs-supplies fit conceptualization and PV fit using a variety of conceptualizations were introduced. To address the limitation of employing direct measures, common method variance was modeled with a positive affect factor. The study accomplished two objectives. First, a previously supported three-factor model of fit perceptions consisting of PO value congruence (PO-VC), PJ needs-supplies (PJ-NS), and PJ demands-abilities (PJ-DA) fit was strongly replicated. Second, this model was expanded by examining additional conceptualizations (needs-supplies, demands-abilities fit, value, personality, and interest congruence) of fit levels (PV, PO, and PJ fit). Results suggested that professionals make distinctions based on both the fit level and fit conceptualization and these fit perceptions uniquely influence their attitudes and behaviors. A six-factor model (PO-VC, PJ-NS, PJ-DA, PO needs-supplies fit [PO-NS], PV demands-abilities fit [PV-DA], and general PV fit) best fit the data. Providing ample evidence of construct validity, PO fit perceptions (PO-VC and PO-NS fit) were related to the organization-focused outcome of organizational identification, whereas the profession-focused outcome of occupational commitment was exclusively predicted by PV fit perceptions (PV-DA and general PV fit). As expected, both needs-supplies fit perceptions (PO-NS and PJ-NS fit) predicted intentions to quit and job satisfaction. Recommendations for future research are suggested.