Impactos na intenção de rotatividade dos servidores técnicos administrativos da UFRPE após a adesão ao programa de gestão e desempenho

Abstract

This study investigated the impacts of the Management and Performance Program (PGD) on the turnover intention of technical-administrative staff in education (TAEs) at the Federal Rural University of Pernambuco (UFRPE). A qualitative, exploratory approach was adopted, structured as a case study, using semi-structured interviews and content analysis. Seventeen staff members from the Office of People Management (PROGEPE) participating in the PGD took part in the research.The results indicate that the program significantly contributed to reducing turnover intention, both internal and external, by promoting talent retention, postponing retirements, and reversing redistribution requests. Prior to the implementation of the PGD, the main factors associated with the intention to leave were related to dissatisfaction with remuneration, centralized decision-making, lack of recognition, and the strain caused by daily commuting. After joining the program, participants reported improvements in quality of life, a better work–life balance, greater transparency in activities, increased autonomy and flexibility, and enhanced productivity.Despite these advances, participants expressed concerns regarding the potential discontinuation of the PGD, which could reignite turnover intention. The study proposes strategic actions for institutional management, such as maintaining the program, establishing technical criteria for appointing managerial positions, strengthening participatory management, and enhancing the recognition of TAEs. As a limitation, the analysis focused on a single unit PROGEPE which did not allow for an in-depth examination of the disadvantages of telework or the particularities of other sectors within the institution. The study concludes that the PGD, especially in the telework modality, represents an effective strategy for improving organizational climate and reducing turnover intention among staff. Further research is recommended to include other units of UFRPE, to assess the program’s effects on employees’ mental health, and to examine the long-term impacts of the PGD on organizational culture.