Identification of the factors that contribute to the employees' stability and permanence in the company in order to propose strategies that strengthens their long-term commitment (specific case of wood logging companies)
DOI:
https://doi.org/10.47185/27113760.v2n2.64Keywords:
Job permanence, Timber sector, Employment relationship, Age, Number of childrenAbstract
Occupational permanence is one of the relevant factors at evaluating the human resource cost in any com[1]pany. This study analyzes the factors that influence the motivation of a worker in the wood-logging sector to remain at his job long enough in order to balance the cost-benefit ratio for the company. This states an important factor for any HR office since it is evident that this balance must be found to compensate the investment in workers training, as well as strengthening the empathy and stability bonds in order to improve the occupational environment and maintain a repository of experiences from the oldest staff, contributing to the know-how of the company.
The following study aims to demonstrate, from a statistical point of view, that the long-term occupational relationships can be analyzed and mathematically modeled in order to find out the influence of the fundamental factors in the occupational performance to the permanence of a worker in his/her position, beyond the working title or position.
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