A liderança para retenção de pessoal na Administração pública: o caso do Instituto Nacional de Câncer- INCA

Abstract

The difficulty of retaining their servers has been one of the challenges faced by public organizations. Although many professionals are attracted to the public service due to greater security in labor relations, stability and attractive remuneration, issues such as ln addition, factors related to job dissatisfaction, lack of organizational commitment and organizational support make many employees decide to leave the organization they are part of and seek other bodies to work, either through approval in another competition or moves to other organizations. excessive bureaucracy and lack of effective valuation policies have made them decide to leave. The main objective of this research is to provide an orientation guide for leadership aimed at retaining public servants. For this purpose, a qualitative methodology was used, with the realization of a case study, with the research field constituted by the National Cancer Institute - INCA. Data collection was obtained through documentary research and later with the application of an online questionnaire with the lnstitute's servers. Data analysis was conducted based on the content analysis technique. ln the first phase of the research, in order to identify the profile of the professional who wishes to leave INCA and seek initial clues to explain the phenomenon of the intention to leave the organization, a documentary research was carried out. 186 processes of movement (temporary or permanent) to other bodies and open terminations in the body between May 2017 and February 2020 were analyzed. The results found demonstrated that the intention to leave is a problem that affects the institution as a whole, and is not restricted to a sector or unit. The data also showed that reducing this intention requires strategies to maintain employee satisfaction; increase affective organizational commitment; and improve the levei of perception of organizational support. These results were later triangulated with the findings of the online questionnaire and the bibliographic content. lt became clear from the study, the influence of the leader's behavior and the use of leadership strategies for retaining employees, job satisfaction, perception of organizational support and organizational commitment. ln addition, it was found that this influence is exercised throughout the hierarchical chain and does not comment on the direct boss. We highlight the importance given by the interviewees to the performance of institutional high management for the intention to leave and remain. Thus, the study indicated the need to adopt a Strategic People Management, with the awareness of the importance of all managers for the retention of personnel. As a way of contributing to this awareness and providing information about strategies and behaviors capable of contributing to the employees' intention to remain, a practical leadership guide for staff retention was developed.