Um modelo para lidar com condições limite relacionadas ao papel moderador da Gestão de Recursos Humanos no caso de intenções de rotatividade dos trabalhadores

Following a comprehensive review of the existant literature on human resource management (HRM) and organizational behavior, this paper proposes a conceptual model that highlights the role of contextual factor in affecting HRM practices-turnover intention relationships. More specifically, we propose that perceived organizational politics may play a moderating role between HRM practices and employees’ turnover intention. Propositions and directions for future research on employees’ turnover decisions are also offered.