Anais EnAJUS 2019

ISSN 2674-8401

Justice Administration in Portugal: Relationship between Seniority and Labor Commitment, and Implications for Employee Turnover Risk

Autores: Pedro Miguel Alves Ribeiro Correia, Mariana Teles Viegas Cruz Dias e Inês Raquel Cruz Filipe

Informações

Sessão 3: 05/08/2019 • 08h30 às 10h00 • Sala 107, Bloco C
Coordenadora: Profª. Claudia Roesler

Resumo

The relationship between labor commitment and an employee's intention of leaving a given organization is a recurrent theme in the academic literature, and a series of case studies has emerged on the topic, applied to several areas of the public and/or private sectors in Portugal. In the case of the Public Justice Sector in Portugal, the process of retaining Employees in the departments and public bodies under the aegis of the Ministry of Justice is a complex phenomenon with multiple variables, such as "labor commitment", which presents benefits for employees and organizations. This article seeks to ascertain whether statistical evidence exists for a hypothetical relationship between two variables, "seniority" and "labor commitment" among Employees of the Ministry of Justice, with a view to analyzing the implications of that relationship for the turnover risk. The empirical research adopted a quantitative approach, and the survey technique used to collect data was a questionnaire. A total of 351 responses considered valid were collected for the characterization variable "seniority", with a response rate of 56.25%. The absence of normality in the distribution of the levels of perceptions of the scale variable "labor commitment" between the categories for the characterization variable "seniority" led to application of the Kruskal-Wallis non-parametric test, in order to determine whether there was statistically significant evidence of differences between the data groups. The findings revealed the existence of statistically significant evidence of differences in perceptions of "labor commitment" depending on the "seniority" of Ministry of Justice Employees. It was possible to conclude that the variation in levels of perception of "labor commitment" depending on the "seniority" categories of those Employees is not uniform. It is therefore concluded that the group of Employees with the highest level of "seniority" in the organization presents lower levels of perception of "labor commitment", which may be reflected in a greater turnover risk.

Palavras-chave

Justice Administration; Ministry of Justice; Professionals; Seniority; Labor Involvement; Turnover Risk.

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