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Resurrecting the management paradox in a Peruvian call center

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dc.citation.epage85
dc.citation.issue1
dc.citation.spage77
dc.citation.volume9
dc.contributor.authorLeón, Federico R.
dc.contributor.authorBurga-León, Andrés
dc.date.accessioned2020-05-18T02:25:33Z
dc.date.available2020-05-18T02:25:33Z
dc.date.issued2020
dc.description.abstractEnriching the organization with highly employable workers at the likely cost of experiencing high turnover posits a management paradox, but, in a study in Belgium, De Cuyper and De Witte (2009) claimed to have proved the paradox false. The present research constructively replicates their study targeting the relationships between employability, turnover intention, and absenteeism among client service representatives of a Peruvian call center. De Cuyper and de Witte’s distinction between the likelihood of attaining “another job” and “a better job” was not upheld by confirmatory factor analysis. On the other hand, we found strong positive effects of perceived external employability on employees’ turnover intention, though not on absenteeism. The observed management paradox may represent the circumstance of most call centers worldwide.es_ES
dc.formatapplication/pdfes_ES
dc.identifier.issn2311-7397
dc.identifier.journalRevista de Psicología (Rev. Psicol. Arequipa Univ. Catól. San Pablo)es_ES
dc.identifier.urihttps://hdl.handle.net/20.500.14005/9843
dc.language.isoenes_ES
dc.publisherUniversidad San Ignacio de Loyolaes_ES
dc.relation.ispartofRevista de Psicología (Rev. Psicol. Arequipa Univ. Catól. San Pablo)
dc.rightsinfo:eu-repo/semantics/openAccesses_ES
dc.rights.urihttps://creativecommons.org/licenses/by-nc-nd/4.0/es_ES
dc.sourceUniversidad San Ignacio de Loyolaes_ES
dc.sourceRepositorio Institucional - USILes_ES
dc.subjectEmployabilityes_ES
dc.subjectManagement paradoxes_ES
dc.subjectTurnover intentiones_ES
dc.subjectAbsenteeismes_ES
dc.titleResurrecting the management paradox in a Peruvian call centeres_ES
dc.typeinfo:eu-repo/semantics/articlees_ES
dspace.entity.typePublication
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