<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>2184-7770</journal-id>
<journal-title><![CDATA[New Trends in Qualitative Research]]></journal-title>
<abbrev-journal-title><![CDATA[NTQR]]></abbrev-journal-title>
<issn>2184-7770</issn>
<publisher>
<publisher-name><![CDATA[Ludomedia]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2184-77702022000500036</article-id>
<article-id pub-id-type="doi">10.36367/ntqr.14.2022.e720-0</article-id>
<title-group>
<article-title xml:lang="pt"><![CDATA[Uma abordagem qualitativa sobre as principais causas de churning de recursos humanos]]></article-title>
<article-title xml:lang="en"><![CDATA[A qualitative approach on the main causes of human resource churning]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Pirrolas,]]></surname>
<given-names><![CDATA[Olga Alexandra Chinita]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Correia,]]></surname>
<given-names><![CDATA[Pedro Miguel Alves Ribeiro]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidade de Lisboa Instituto Superior de Ciências Sociais e Políticas, ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Portugal</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidade de Coimbra Faculdade de Direito ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Portugal</country>
</aff>
<pub-date pub-type="pub">
<day>30</day>
<month>09</month>
<year>2022</year>
</pub-date>
<pub-date pub-type="epub">
<day>30</day>
<month>09</month>
<year>2022</year>
</pub-date>
<volume>14</volume>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://scielo.pt/scielo.php?script=sci_arttext&amp;pid=S2184-77702022000500036&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.pt/scielo.php?script=sci_abstract&amp;pid=S2184-77702022000500036&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.pt/scielo.php?script=sci_pdf&amp;pid=S2184-77702022000500036&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="pt"><p><![CDATA[Resumo: Introdução: Apesar da pertinência da operacionalização do conceito de churning de recursos humanos, este ainda é um tema pouco desenvolvido, com pouca literatura e estudos empíricos. É neste sentido que surge o interesse pelo estudo desta temática, permitindo contribuir para o desenvolvimento de um tema de grande complexidade, assim como contribuir quer para o aumento da literatura, quer para o aumento de estudos empíricos. Objetivos/ Métodos: Este artigo tem como objetivo analisar, através de uma abordagem qualitativa, quais as principais causas de churning de recursos humanos. O estudo segue uma abordagem qualitativa com recurso à análise da literatura internacional e à realização de 20 entrevistas semiestruturadas como instrumentos de recolha de dados. Como forma de tratamento dos dados, recorreu-se à análise de conteúdo que permitiu selecionar as principais variáveis em estudo. Resultados: Através dos dados obtidos foi possível definir como principais causas de churning: o baixo salário; a falta de progressão na carreira; a falta de desenvolvimento individual; os horários rígidos; a fraca liderança; a concorrência; a localidade; o mau ambiente de trabalho; a fraca cultura organizacional; a falta de promoção; a falta de reconhecimento; a falta de disponibilidade; a dificuldade na conciliação trabalho-família e a falta de motivação. Conclusões: Como forma de minimizar a ocorrência de churning, propõe-se a implementação de medidas estratégicas por parte das organizações de forma a ir de encontro com as necessidades e as expetativas dos seus trabalhadores, com o intuito de que estes se sintam satisfeitos e motivados na organização e com o seu trabalho, afastando a decisão de sair da organização.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract: Introduction: Despite the relevance of the operationalization of the concept of human resource churning, this is still an underdeveloped theme, with little literature and empirical studies. It is in this sense that arises the interest in studying this theme, allowing to contribute to the development of a subject of great complexity, as well as to contribute to both the increase of literature and empirical studies. Goals/ Methods: This article aims to analyze through a qualitative approach, what are the main causes of human resource churning. The study follows a qualitative approach using the analysis of international literature and 20 semi-structured interviews as instruments of data collection. As a form of data treatment, content analysis was used to select the main variables under study. Results: Through the data obtained it was possible to define as main causes of churning: low salary; lack of career progression; lack of individual development; rigid schedules; weak leadership; competition; locality; bad work environment; weak organizational culture; lack of promotion; lack of recognition; lack of availability; difficulty in work-family conciliation and lack of motivation. Conclusions: As a way to minimize the occurrence of churning, it is proposed that organizations implement strategic measures in order to meet the needs and expectations of their workers so that they feel satisfied and motivated in the organization and with their work, preventing the decision to leave the organization.]]></p></abstract>
<kwd-group>
<kwd lng="pt"><![CDATA[Churning de recursos humanos]]></kwd>
<kwd lng="pt"><![CDATA[Causas de churning]]></kwd>
<kwd lng="pt"><![CDATA[Entrevistas]]></kwd>
<kwd lng="pt"><![CDATA[Recursos humanos]]></kwd>
<kwd lng="pt"><![CDATA[Análise de conteúdo.]]></kwd>
<kwd lng="en"><![CDATA[Churning of human resources]]></kwd>
<kwd lng="en"><![CDATA[Causes of churning]]></kwd>
<kwd lng="en"><![CDATA[Interviews]]></kwd>
<kwd lng="en"><![CDATA[Human resources]]></kwd>
<kwd lng="en"><![CDATA[Content analysis.]]></kwd>
</kwd-group>
</article-meta>
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