Psicología · 2025
Influencia de la motivación laboral en la deserción laboral en empleados del sector financiero
Employee turnover and motivation are closely linked. Robbins (2004) points out that motivation influences employee performance and retention, while Perry and Wise (1990) indicate that an adequate level of motivation depends on job expectations and outcomes. Blum (1990, cited in Abrajan, Contreras & Montoya, 2009) considers job satisfaction—resulting from motivational, emotional, and attitudinal factors—to be essential for retaining staff. Chiavenato (1999) adds that moderate turnover can be positive, although excessive turnover generates high costs, such as those associated with recruitment and training (Cascio, 2006; Allen, Bryant & Vardaman, 2010). In Antioquia, studying the relationship between motivation and employee turnover is key to designing policies that strengthen organizational stability (Kundu & Lata, 2017). This research aimed to evaluate the influence of job motivation on employee turnover in the financial sector of Antioquia. A mixed-methods design was used, combining structured surveys administered to 65 workers with semi-structured interviews conducted with five participants, allowing for the collection of both quantitative and qualitative data. The results showed positive and significant correlations between motivation, recognition, and job stability, demonstrating that employees who perceive greater appreciation for their efforts and more opportunities for professional development exhibit higher levels of commitment and satisfaction. The interviews revealed that the main motivating factors were a positive work environment, interpersonal relationships, and opportunities for professional growth, while compensation and workload were identified as the aspects with the greatest potential for improvement. In conclusion, it was determined that job motivation directly impacts employee retention, and that strengthening factors such as recognition, positive leadership, and assertive communication can help reduce turnover in the financial sector. These findings suggest the need to implement human resource management strategies focused on motivation and equity, thereby promoting organizational stability and the retention of young talent in Antioquia.