<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>2215-3535</journal-id>
<journal-title><![CDATA[Actualidades en Psicología]]></journal-title>
<abbrev-journal-title><![CDATA[Act.Psi]]></abbrev-journal-title>
<issn>2215-3535</issn>
<publisher>
<publisher-name><![CDATA[Instituto de Investigaciones Psicológicas, Universidad de Costa Rica]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2215-35352018000200051</article-id>
<article-id pub-id-type="doi">10.15517/ap.v32i125.30341</article-id>
<title-group>
<article-title xml:lang="pt"><![CDATA[A influência da anomia e do comprometimento organizacional sobre a intenção de rotatividade em organizações]]></article-title>
<article-title xml:lang="en"><![CDATA[Influence of anomie and organizational commitment on the turnover intention in organizations]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Abreu]]></surname>
<given-names><![CDATA[Eliane]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Souza]]></surname>
<given-names><![CDATA[Marcos Aguiar de]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Fleury]]></surname>
<given-names><![CDATA[Luis Felipe de Oliveira]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidade Federal Rural do Rio de Janeiro  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Brazil</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidade Federal do Rio de Janeiro  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Brazil</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Universidade Federal do Rio de Janeiro  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Brazil</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>12</month>
<year>2018</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>12</month>
<year>2018</year>
</pub-date>
<volume>32</volume>
<numero>125</numero>
<fpage>51</fpage>
<lpage>69</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.sa.cr/scielo.php?script=sci_arttext&amp;pid=S2215-35352018000200051&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.sa.cr/scielo.php?script=sci_abstract&amp;pid=S2215-35352018000200051&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.sa.cr/scielo.php?script=sci_pdf&amp;pid=S2215-35352018000200051&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="pt"><p><![CDATA[Resumo. O contexto atual das organizações é de grande competição em um mercado cada vez mais marcado por mudanças. Para as empresas se manterem competitivas em tal cenário, devem investir em ações de recrutamento, seleção e treinamento e, principalmente, criar estratégias para reter seus talentos. No presente estudo pretendeu-se testar um modelo explicativo da intenção de rotatividade a partir dos preditores anomia organizacional e comprometimento organizacional. Participaram 325 trabalhadores de diferentes organizações. Os participantes responderam a instrumentos validados para mensurar as variáveis do estudo. As respostas foram submetidas a técnica de Modelagem de Equações Estruturais. Os resultados demonstraram que a anomia exerce influência negativa sobre o comprometimento e positiva sobre a intenção de sair da empresa.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract. The current context of organizations is of great competition in a market increasingly marked by change. For companies to remain competitive in such a scenario, they must invest in recruitment, selection, and training; as well as create strategies to retain their talents. The present study attempts to test an explanatory model of turnover intention with organizational anomia and organizational commitment as predictors. A total of 325 workers from different organizations participated in the study. Participants responded to validated instruments to measure study variables. The answers were subjected to Structural Equation Modeling. The results showed that anomie exerts a negative influence on commitment and a positive one on intention to leave the company.]]></p></abstract>
<kwd-group>
<kwd lng="pt"><![CDATA[Anomia organizacional]]></kwd>
<kwd lng="pt"><![CDATA[comprometimento organizacional]]></kwd>
<kwd lng="pt"><![CDATA[intenção de rotatividade]]></kwd>
<kwd lng="pt"><![CDATA[comprometimento calculativo]]></kwd>
<kwd lng="pt"><![CDATA[comprometimento normativo]]></kwd>
<kwd lng="en"><![CDATA[Organizational anomie]]></kwd>
<kwd lng="en"><![CDATA[organizational commitment]]></kwd>
<kwd lng="en"><![CDATA[turnover intention]]></kwd>
<kwd lng="en"><![CDATA[calculative commitment]]></kwd>
<kwd lng="en"><![CDATA[normative commitment]]></kwd>
</kwd-group>
</article-meta>
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