Effects of the factors associated with the intention to rotate the staff of a public administration dependency

Abstract

Within organizations, intellectual capital is an issue in which human resources are perceived as one of its most important factors. This led to the realization of the investigation with the objective of establishing if there are effects on the factors associated with the intention to rotate. The study was carried out in the period May-June 2021 with the participation of 93 employees of the Municipal Presidency of San Ciro de Acosta, S.L.P., located in the municipality of the same name, belonging to the middle area of the state of Potosi. The work carried out with a quantitative, descriptive, transversal, and correlational orientation. For this, the model proposed by Saeed, Waseem and Rizwan (2014) was used, in which they presented a body of six factors including organizational commitment, job performance, job satisfaction, emotional intelligence and the Leader-Member exchange that were associated with the rotation intention. A 23-question instrument was used under descriptive and bivariate statistical techniques. A hypothesis was built to analyze the effects of these factors with the intention of the staff, and it was determined that there is no relationship between the factors job satisfaction, job development, member leaders, emotional intelligence, and organizational commitment with the intention of rotation on the part of the staff. staff of the Municipal Presidency of San Ciro de Acosta, San Luis Potosí. This is reflected in the sense that 94.6% are grassroots and have their permanence protected by union conditions, which influence staying and not thinking at some point of leaving the organization.