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https://doi.org/10.58195/emi.v2i1.58
Suárez-Albanchez, J., Vizcaino-Barcelo, A., Gutiérrez-Broncano, S., & Jiménez-Estévez, P. (2023). Internal Corporate Social Responsibility in the Spanish Computer Consultancy Industry and Its Impact on Worker Turnover. Economics & Management Information, 2(1), 1–16. https://doi.org/10.58195/emi.v2i1.58
Volume 2, Issue 1, June 2023
Copyright (c) 2023 Julio Suárez-Albanchez, Aurora Vizcaino-Barcelo, Santiago Gutiérrez-Broncano, Pedro Jiménez-Estévez
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This work is licensed under a Creative Commons Attribution 4.0 International License.

Internal Corporate Social Responsibility in the Spanish Computer Consultancy Industry and Its Impact on Worker Turnover

The Covid-19 pandemic has brought a new form of work that is here to stay, the remote work, this way of working favors turnover between companies since employees can work anywhere in the world regardless of where the worker lives. The aim of this paper is to analyze how internal corporate social responsibility and, particularly, human resources policies can influence the employees job satisfaction, their organizational commitment and their turnover intention. This paper can help companies know how to retain their “intellectual” capital. Methods: for this research we have used a questionnaire with a scale composed of 5 levels which has been distributed among professionals from different companies in the spanish computer consulting industry. A structural equation model was applied to test the hypothesis with the help of SmartPLS software. Results: from the analysis of the data, it is concluded that there is a positive relationship between human resources policies and workers job satisfaction, as well as a positive relationship between job satisfaction and organizational commitment and a negative relationship between workers' job satisfaction and their turnover intention, namely, the better the human resources policies, the greater the job satisfaction and minor the turnover intention. Secondly, we also observed the existence of an indirect or mediating relationship which indicates that job satisfaction has a positive impact on organizational commitment and this in turn in the turnover intention with an even greater impact than that of the direct relationship. Conclusions: from this work we can conclude that adequate human resources policies improve the employees job satisfaction, thereby improving organizational commitment and significantly reducing their turnover intention, which is very important for companies that want to retain their employees and can provide a competitive advantage over other companies in the sector.

HRM policies organizational commitment job satisfaction turnover intention

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