Prestígio ocupacional percebido, conflito profissional-organizacional e a intenção de rotatividade dos controllers: uma pesquisa de campo em empresas brasileiras

Abstract

The individual's behavior comes from several elements, among them there is the perception about certain themes. In turn, perception can have, among others, cultural, emotional or past experience influence, and these influences can compromise the individual's identification with the environment and, consequently, their actions. Focused on this context, the objective of this research is to study the association between the perceived occupational prestige, the organizational-professional conflict and the controller's turnover intention. The data were collected from a questionnaire, prepared by Hiller, Mahlendorf and Weber (2014) and adapted to the Brazilian context, which was applied to controllership professionals (managers, superintendents and directors) of publicly traded companies listed on Bolsa de Valores B3, identified on the LinkedIn social network. We received 116 valid responses. The results found provide evidence that there is an association between the turnover intention and the professional-organizational conflict, considering all the control variables, but not enough statistical evidence was found on the relationship between the perceived occupational prestige and the professional-organizational conflict and the intention of turnover. We conclude that the perception of prestige within the organization is not related to the intention of turnover and professional-organizational conflict, which opposes Hiller et al. (2014), but professional-organizational conflict reflects the professional's turnover intention.