A gestão do conhecimento como fator determinante na retenção dos profissionais na empresa: um estudo de caso em uma organização do ramo moveleiro

Abstract

Lately, much has been studied and discussed in the academic and business worlds for Knowledge Management and the interaction between tacit and explicit knowledge. In the quest to find out the trapping of people in organizations, this study aimed mainly to investigate which factor(s) of knowledge management by tacit route and/or explicit are crucial in retaining professionals in a company of furniture industry. In the methodology, it was used exploratory research to conduct a survey with quali-quantitative approach. The data were collected between June to August 2014, in a furniture industry located in Francisco Beltrão - PR. Data collection was conducted through a questionnaire administered to 224 employees of administrative, industrial and commercial, distributed according to their positions in: 11 managers, 44 sectors chargers and 169 operational workers. The Likert scale was the mean of detecting the frequency of the opinions of the employees that answered the research. To provide greater consistency to the conclusions, the data were analyzed statistically, using the Multivariate Analysis. It was applied the techniques of Principal Component Analysis and Factor Analysis, separately for the tacit and explicit way to identify the relationship between the factors of both pathways through indexes. Subsequently, it was used the techniques Correspondence Analysis and Canonical Correlation Analysis to measure the association between tacit via versus service time and explicit via versus service time (present company and position). It was also elaborated a contingency table for variables: group 1 - age, gender, education level, area and position with the group 2 - length of service in the current position and length of service in the company, through the Chi-square test. Statistical analyzes have been made in the free software R. It was found that among these hypotheses, the confirmed one was: knowledge management is a determining factor in retaining professionals to the organization by the tacit and explicit way. In seeking the association between groups formed by similar questionnaire answers with the group 1 (social factors) and group 2 (service time), found that the explicit route has more influence on employee retention by the factors: selection policies, remuneration policies, benefits policies, training systems, performance evaluation, promotion systems in career and job title. Only the recruitment policies factor exerts no influence on employee retention. For tacit way, the greatest influence is on the factors: management leadership and interpersonal skills. Therefore, it is concluded that both pathways influence the retention of employees of the company searched.