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Abstract In the savanna-seasonally dry tropical forest ecotone in Northeastern Brazil, we studied variations in flora and structure within old growth and two sites in secondary succession (10 and 25 years). We sampled 2,127 trees and shrubs with a diameter at ground level of 3 cm or more, excluding cacti, palm trees, and vines. Old growth contained 478 plants from 29 species, the 25-year site had 819 plants from 27 species, and the 10-year site had 829 plants from 25 species, totaling 38 species across the sites. Regarding the regenerating stratum, we found 2,776 individuals, with the largest and smallest number of individuals for 10 and 25 years regeneration, respectively. Rarefaction and Jacknife richness showed greater tree richness in old growth, whereas 10 and 25 years regeneration presented similar richness estimates; furthermore, the highest richness in the regenerating stratum was observed in 10 years and the lowest in old growth. Our results reveal that changes in composition are caused by species replacement, demonstrating that even in areas deforested for traditional agriculture, turnover causes significant changes in composition and results in the requirement of a long time for reestablishment, similar to the old growth.

Copyright of GeSec: Revista de Gestao e Secretariado is the property of Sindicato das Secretarias e Secretarios do Estado de Sao Paulo (SINSESP) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Foco (Interdisciplinary Studies Journal) is the property of Revista Foco and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The study aimed to analyze the association between employment liabilities, turnover and happiness at work of companies listed on B3, called Brasil, Bolsa, Balcão [B3]. Data collection was carried out through a survey that intersected 415 companies listed in [B3] and which, later, were confronted with the companies that make up the ranking of the Best Companies to Work For, prepared by Você S/A Magazine, in which is the Happiness at Work Index. Turnover and employment liabilities were defined by searching the financial statements and explanatory notes of the companies between the years 2015 to 2019. Data analysis was performed using Spearman's correlation and for the additional tests of group differences, the Cluster Analysis in the definition of clusters and the Kruskal-Wallis test to verify possible differences between groups. The findings indicated significant associations between employment liabilities, turnover and happiness at work, with an opposition between the theoretical propositions and the results obtained in this study. The results highlight the importance of observing possible effects of these variables within an organization, whether negative or positive, and the importance of disclosing these data in order to improve possible future analyses. [ABSTRACT FROM AUTHOR]

The young workforce is searched in the labor market, some companies, mainly startups, have the scenario of young contributors as a feature. Along with the current generation of incoming professionals in the labor market, it comes a few attributes belonging to that generation, resulting from historical periods and technological interactions that permeated the upgrowth of those professionals. One of those attributes is the short period of permanence in jobs. The turnover is a daily challenge for most of the companies, which must handle with labor exams expenses, hires, shutdowns, withdrawals, trainings, among others. The present article stem from the high turnover issue in a company with a scenario of young collaborators active in the parties and university events sector and analyzes the manner in how the knowledge is created, processed, developed and distributed in the institution and draw on methods of knowledge management to propose advances as a way of minimizing the impacts arising from the employee turnover. Among the proposals there are a rearrangement on the meetings aimed at the project managements by the advisors, supervisors and directors, a development of GUT matrix connected to the biggest issues faced by the workforce, a reorganization of the priorities on the corporative scene and improvement on the collection of demands and validations by the senior management of the company. [ABSTRACT FROM AUTHOR]

Copyright of RAIMED: Revista de Administração IMED is the property of RAIMED: Revista de Administracao IMED and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Cadernos de Gestão Pública e Cidadania is the property of Fundacao Getulio Vargas, Escola Brasileira de Administracao Publica e de Empresas and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

ABSTRACT – The objective of this article is to analyze the meaning of journalists’ voluntary turnover in the configuration of the space that they have historically occupied: newsrooms. Drawing on Auge’s concept of non-place and fieldwork in the leading newspapers of three northern Mexican states, it is discovered that the recurring recreation of turnover events transforms newsrooms from spaces of permanence into spaces of transition; that is, from places to non-places. The scope of this phenomenon transcends the entry and exit of a certain generation since it erodes the identitarian, relational and historical character of these spaces. RESUMO – O objetivo deste artigo é analisar o significado da rotatividade voluntária dos jornalistas na configuração do espaço que historicamente ocuparam: as redações. Com base no conceito de Augé de não-lugar e do trabalho de campo realizado junto aos principais jornais de três estados do norte do México, conclui-se que a recorrência de eventos de demissão transforma as redações, de espaços de permanência em espaços de transição; ou seja, de lugares em não-lugares. O alcance deste fenômeno transcende a entrada e saída de uma determinada geração, pois corrói a identidade, o carácter relacional e histórico destes espaços. RESUMEN – El objetivo de este artículo es analizar el significado de la rotación de personal voluntaria de los periodistas en la configuración del espacio que históricamente han ocupado: las salas de redacción. A partir del concepto de no lugar de Augé y trabajo de campo en los principales periódicos de tres estados del norte de México, se descubre que la recreación recurrente de los eventos de renuncia transforma a las redacciones de espacios de permanencia en espacios de transición; es decir, de lugares en no lugares. El alcance de este fenómeno trasciende la entrada y la salida de determinada generación, pues erosiona el carácter identitario, relacional e histórico de estos espacios.

This work aims to map some profiles having more propensity to quit prematurely a company. The analysis is important because affects the productivity of employees and it represents a high cost for companies around the world. The research applies a decision tree model in a study database of public domain with 1470 records, where it is possible to group profiles under 38 different variables to understand what can influence more the turnover. The result is a model with 81% of accuracy which has identified employees working overtime and new hires in the sales executive position with a higher risk of quitting prematurely the company. In some modeling approaches it is necessary focusing more on interpretability over performance. As the goal of this research is to map and understand key factors of turnover, the decision tree model is ideal. However, the model has a recall of 27%, which means that can predict about 1/3 of turnover cases. This paper contributes with a true modeling application towards People Analytics, sharing openly the model performance and discussing the features related to turnover. Companies can adapt this study in their databases in order to trace employees in turnover risk groups.

The objective of this article is to analyze the perception of management academics about more flexible work practices and the intention of voluntary turnover of CEOs. Companies have used various mechanisms to make work practices more flexible, which have an impact on the turnover of the executive director (CEO). The Stewardship theory was used as a basis for being directly linked to aspects related to the manager's motivation in the organizational environment. The survey obtained 81 responses, via a questionnaire, and analyzed how management academics perceive the influence of more flexible work policies and the intention of turnover, based on 4 scenarios developed with the following variables: greater availability of time, work- family, flexible working hours, home office practices, well-being and organizational satisfaction. Questions about the departure or retention of the CEO in the organization involve terms such as: leaving the position, leaving the position, remaining in the company and continuing in the company. The survey results showed a lower turnover intention according to the perception of the academics, the participants perceive that the use of these work alternatives contributes to the CEO's permanence in the organization, being motivated to remain in companies that provide a better environment for the development of activities labor. The research findings indicate that practices such as greater organizational satisfaction decrease voluntary turnover intention. [ABSTRACT FROM AUTHOR]

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Copyright of RAIMED: Revista de Administração IMED is the property of RAIMED: Revista de Administracao IMED and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Introduction: The high rates of hospital infections impacted the services provided, consolidating the implementation of the Sterilization and Materials Processing Center (CME), conceptualized as a support unit for care and diagnostic services that performs the processing of medical and hospital articles. The staff was composed of professionals unable to provide direct assistance, encouraging the devaluation of the unit. The recurrent technological development demanded more qualified and interested staff, but the sector still encounters difficulties training employees due to a high staff turnover. Objective: To identify the main factors contributing to the high rates of employee turnover in the CME, evaluate changes in productivity due to constant labor loss, identify team dissatisfaction, and raise the sociodemographic level of professionals. Methodology: An exploratory and descriptive study with a quantitative approach was carried out with the nursing teams working in the CME of the Hospital Estadual de Bauru (HEB), based on a script composed of open and closed questions. Results: We note the prevalence of females, an unsatisfactory socioeconomic level, an environment conducive to occupational risks, a predominance of nursing technicians, hiring for filling vacancies and involuntary relocation, a fickle presence of training, permanence of the devaluation instituted, an extensive production, in addition to unpreparedness and lack of professionals as elements that increase the high rotation in the CME. Final Considerations: The study highlighted the main elements influencing high turnover, highlighting the importance of implementing recurrent training. [ABSTRACT FROM AUTHOR]

Abstract Collective leadership, reflecting the representative and participatory character of bureaucracies, is known to have a good fit for public organizations. Despite the importance of the topic, very few studies have examined what triggers the emergence of shared or participative leadership in public organizations and how these plural forms of leadership translate into team outcomes. To fill this gap, this study explores whether the existence of an organizational climate characterized by participative safety (a climate characterized by shared purpose, social support, and voice) can facilitate the emergence of collective forms of leadership, such as shared leadership. Further, we investigate if shared leadership ultimately influences an important organizational outcome: voluntary turnover. To test our model, we conducted a field study with 96 public schools and more than 1,000 teachers of the public educational system of the city of Rio de Janeiro. Our results highlight the importance of the existence of a favorable organizational climate for the emergence of shared leadership and provide evidence of the positive effects of this type of leadership on reducing turnover ratings among public teachers.

Abstract Environmental filtering has been defined as the effect of environmental gradients on species in a plant community and can be the dominant driver of community assembly. Here, we evaluate the relationship between plant communities and the environment in the Restinga vegetation. For this, we measured 11 functional traits of plant species present along transects covering a marked edaphic environmental gradient. This gradient was characterized through Principal Component Analysis of soil characteristics. The relationships between the edaphic gradient and functional traits were evaluated using linear models. Finally, we compared the contributions of species turnover and intraspecific variation to among-site variation in functional traits. The gradients associated with soil nutrients (PCA axis 1) and soil acidity and organic matter (PCA axis 2) were then used to test the observed changes in community composition and were significant predictors of the distribution of water potential, leaf dry matter content and K content, height and chlorophyll index. Decomposing the total variation in the distribution of functional traits between species turnover and intraspecific variation revealed that species turnover explains a greater proportion of the observed variation. We conclude that community assembly is strongly limited by environmental filters and mediated by functional traits at the species level.

The purpose this research was to know the organizational climate through the social perception of former employees and current employees of a health institution, which influenced the permanent dismissal from the workplace. The methodology was carried out with a quantitative and explanatory approach, with 53 participants, being 48 former employees and 5 current employees of a public health institution in the city of Niterói, Rio de Janeiro, between June and July 2019. For data collection, the Organizational Climate Scale for Health Professionals and demographic issues were used. The results showed that factors that most influenced an unfavorable organizational climate were remuneration followed by leadership, and the most satisfactory one was the relationship and team spirit. When asked about the personal causes of leaving the institution, the most pointed factors were remuneration followed by leadership. The research concludes by demonstrating that salary and leadership have a preponderant action in this institution, impacting on other factors, such change actions could positively alter the other dimensions. [ABSTRACT FROM AUTHOR]

The goal of the study is to verify the relationship of the perception of organizational justice with job satisfaction, organizational commitment and turnover intention of auditors of audit companies. A survey research was conducted with the 2,561 auditors registered at the Brazilian Institute of Independent Auditors, using the questionnaire translated from the research of Parker and Kohlmeyer (2005), and the sample accessibility comprised the 106 respondents from the survey instrument. In the data analysis was applied structural equation modeling. The survey results show that the perception of discrimination (organizational justice) presents a negative and significant relation with the variable of job satisfaction and organizational commitment. On the other hand, shows a positive and significant relation with the intention of turnover. Thus, it is concluded that the results indicate that the perception of organizational justice of surveyed independent auditors significantly influences their job satisfaction, organizational commitment and intention of leaving the audit company.

Copyright of Brazilian Journal of Applied Economics / Economía Aplicada is the property of FEA-RP, Universidade de Sao Paulo and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista do Serviço Público (Civil Service Review) is the property of Revista do Servico Publico and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Collective leadership, reflecting the representative and participatory character of bureaucracies, is known to have a good fi t for public organizations. Despite the importance of the topic, very few studies have examined what triggers the emergence of shared or participative leadership in public organizations and how these plural forms of leadership translate into team outcomes. To fi ll this gap, this study explores whether the existence of an organizational climate characterized by participative safety (a climate characterized by shared purpose, social support, and voice) can facilitate the emergence of collective forms of leadership, such as shared leadership. Further, we investigate if shared leadership ultimately influences an important organizational outcome: voluntary turnover. To test our model, we conducted a fi eld study with 96 public schools and more than 1,000 teachers of the public educational system of the city of Rio de Janeiro. Our results highlight the importance of the existence of a favorable organizational climate for the emergence of shared leadership and provide evidence of the positive eff ects of this type of leadership on reducing turnover ratings among public teachers. [ABSTRACT FROM AUTHOR]

Copyright of Revista Gestão Organizacional (RGO) is the property of Revista Gestao Organizacional and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

RESUMO A permanência do trabalhador no mercado de trabalho é de grande importância para a economia do país. Isso se dá, principalmente, devido ao ganho de capital humano adquirido pelo trabalhador, especialmente quando jovem.Dentro dessa perspectiva, este trabalho busca analisar as incidências de rotatividade entre empregos dos jovens brasileiros nos anos de 2001, 2009 e 2015, bem como avaliar os aspectos que determinam maiores níveis de rotatividade,especificamente,para o ano de 2015. Para tanto, com base nos dados da Pesquisa Nacional por Amostra de Domicílios (PNAD)do ano de 2015, aplicou-se o modelo econométrico Logit Ordenado para identificar os fatores que se associam ao comportamento de indivíduos em diferentes faixas etárias, no que concerne às suas propensões a estarem em um nível de alta ou baixa rotatividade no mercado de trabalho. Os resultados evidenciaram que pessoas de 18 a 35 anossão mais propensosa saírem do emprego e que fatores como maior escolaridade diminui a probabilidade de ter alto nível de rotatividade no mercado de trabalho.

Purpose: This paper aims to present and discuss a general overview about the level of turnover and life quality through the perception of internal audit professionals in the Brazilian context. Methodology: The research was carried out through an applied survey with 140 internal audit professionals, whose counts were collected through LinkedIn. Results: The professionals evaluated mainly work in large organizations, 61.4% are former external auditors who made the career change mainly because their previous career did not have a balance between personal and professional life, and 94% understood that the exchange generated better quality of life. A low turnover rate was observed among the participating professionals. Among the main factors related to turnover are the receipt of proposals of work in other organizations for the audit experience, as well as others within the own organization that act. On a scale of 1 to 10 participants define their quality of life as 6.7 and if they say they value the function. Contributions of the Study: This paper contributes with the literature advancing the discussion about turnover and quality of life to the branch of internal audit and brings the discussion to the Brazilian context. The work also contributes to the discussion about the change of career from external auditor to internal auditor, with previous work focusing on the turnover of external audit activity, and those who study turnover in external audit do not assess the change of profession for those professionals, presenting a gap to be fulfilled in theory. [ABSTRACT FROM AUTHOR]

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Copyright of Revista de Contabilidade e Organizações is the property of Revista de Contabilidade e Organizacoes and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Este relato apresenta resultados de um estudo de caso sobre a configuração do turnover e seu gerenciamento na Organização Verdemar, empreendimento atuante no varejo alimentício em Belo Horizonte (MG). O objetivo foi identificar os motivos de desligamento na organização e as políticas para seu gerenciamento. Para tanto, realizou-se pesquisa descritiva, com abordagem quantitativa e qualitativa, tendo como método a pesquisa documental (dados do turnover da organização) e de campo (entrevistas a especialistas de RH e líderes da organização, bem como questionários aplicados a amostra de 253 funcionários). O trabalho nos finais de semanas, o expediente característico da atividade e os excessos de faltas e atestados foram os motivos mais representativos para o desligamento. As principais práticas de gerenciamento do turnover levantadas foram a melhoria dos critérios de seleção e o treinamento dos profissionais. Verificou-se que organização possui percentuais de turnover abaixo da média nacional do segmento, justificado pela avaliação positiva dos funcionários a respeito das políticas de RH instituídas. Conclui-se que o investimento nas políticas e práticas de recursos humanos gera resultados tangíveis para o negócio.

RESUMO Esta pesquisa analisa se há diferenças entre indivíduos das gerações X e Y quanto ao grau com que os antecedentes "satisfação no trabalho" e "comprometimento organizacional" precedem a intenção de sair do emprego. Para mensuração dos construtos foram utilizados três questionários validados em estudos anteriores, apresentados em uma escala tipo Likert de 5 pontos: o primeiro de Price e Mueller (1981) para analisar a satisfação no trabalho; segundo o de Mowday, Steers e Porter (1979) para verificar o comprometimento organizacional; em terceiro, a análise da intenção de sair do emprego foi feita por meio do questionário de Shoere e Martin (1989). Em adição aos questionários, foram inseridas na pesquisa questões para levantamento de dados demográficos como idade, sexo, grau de escolaridade, ramo de atuação, nível hierárquico e local de residência. Foram obtidas um total de 320 respostas válidas e a relação entre as variáveis foi estudada por meio do método de Modelagem de Equações Estruturais, a fim de testar as hipóteses apresentadas, com a estimação PLS (Partial Least Squares - Path Modeling), através do software SmartPLS 2.0. Identificou-se um padrão de relações positivas e altamente significantes entre a satisfação no trabalho e o comprometimento organizacional, e relações negativas e significantes entre esses construtos e a intenção de sair do emprego para ambas as gerações X e Y. Na comparação entre gerações, os resultados sugerem que, para a geração X, a satisfação no trabalho mostrou-se como um antecedente mais forte do comprometimento organizacional e da intenção de sair do emprego, ao contrário do esperado. Entretanto, o comprometimento organizacional mostrou-se um antecedente mais forte da intenção de sair do emprego para a geração Y, conforme as expectativas. O estudo apresenta limitações quanto à amostra, ao método e à interpretação dos dados, bem como sugere estudos futuros apontando a necessidade de superar tais limitações.

Purpose – The purpose of this paper is to investigate the extent to which the organizational commitment and job satisfaction influence intent to turnover. Design/methodology/approach – Following a quantitative approach regarding methodological aspects of this research, a case study was carried out in a company of information technology and communication located in Porto Digital, in the Northeast of Brazil. A data collection technique with 172 forms, a self-administered form with 18 closed questions with a Likert-type scale and an open questionnaire were used. In this analysis, Statistical Package for the Social Sciences (SPSS) software was used as the technique; besides the descriptive statistics, a correlation was made between dependent variables (intention of rotation) and independent variables (affective, normative, instrumental and work satisfaction). The level of organizational commitment in its three dimensions (affective, normative and instrumental), the job satisfaction in its five dimensions (satisfaction with nature of the task, with leadership, with colleagues, with salary and promotions) and the level of intent to turnover from the respondents were investigated. Findings – The results suggest that affective and normative commitments and satisfaction with pay, satisfaction with promotions and satisfaction with the nature of the work are correlated with the intention of negative turnover significantly. Among the demographic factors, only the age showed a negative correlation with intent to turnover. By performing multiple regression analysis, we identified that the variables that most impacted the turnover intention are affective commitment, satisfaction with salary and normative commitment. The qualitative portion of this study was accomplished through a content analysis of the open question of the form. Finally, one of the main considerations is the findings that revealed variables other than those adopted in the study, which influence the permanence of the respondents. Research limitations/implications – Among the limitations of the research a single case study is highlighted that replicates the experience in other ICT companies to verify if the results found are similar in other organizations and in other segments. The findings direct the construction and validation of new scales, the creation of qualitative protocols to identify the variables that influence the retention of a specific group of individuals to serve as a guide for the elaboration of a questionnaire, as well as creation of surveys of longitudinal nature to correlate the data of intention of rotation with the effective turnover. Practical implications – Based on the results, organizations can reduce voluntary evasion by adjusting actions, policies and practices, directing those responsible for People Management to attract and retain good employees. It should be emphasized that voluntary turnover should be treated as one of the management indicators of greater relevance by organizations, representing a thermometer of all human capital management. Social implications - The monitoring of employment and unemployment levels is part of the public policy agenda for generating employment and income in Brazil. For organizations, employee turnover can and should be managed and monitored so that appropriate levels are found and their consequences are minimized through effective solutions. The results are important both for technology-based organizations and for all stakeholders interested in the subject as the public power. Originality/value – Although in the international literature turnover is a topic of study for many years, in the Brazilian context, there is a shortage of research on the subject, specifically in the sector of advanced technology where there is a great lack of skilled labor, a fierce competition and where to keep employees standard high becomes a survival factor. This study may contribute to the exploration in the local literature, as it will help locate the academy on the Brazilian reality and open the doors to new research works on turnover and its possible correlations with other variables besides organizational commitment and job satisfaction.

This paper presents a study on the intentions to quit of employees working in Colombian cooperatives. These enterprises were created to include woman affected by political violence into the labor market. According to some scholars, cooperative enterprises driven by a fundamental social mission face retention and recruitment problems. 332 workers participated in the survey. Structural Equation Modeling was used for data analyses. The findings suggest that within this type of enterprise, leader-member exchange has a negative indirect effect on turnover intentions. Consistent with previous research, this relationship is mediated by perceived organizational support. Moreover, the relationship between leader-member exchange and turnover intentions is also mediated by job-embeddedness. The limitations of the study as well as practical and theoretical implications are presented at the end of the paper.

Empresas de tecnología de la información (TI) con frecuencia han tenido dificultades para atraer y retener a profesionales cualificados debido a las numerosas ofertas de empleo en la area y la insuficiente entrada de estos en el mercado. De esto se desprende, que estas empresas han hecho esfuerzos para involucrar a ellos y reducir los altos niveles de rotación. Con esta justificación, el estudio analizó la relación entre la percepción de justicia organizacional y la intención de los profesionales de TI a permanecer en las empresas que los emplean. La investigación, descriptiva, de corte transversal, se utiliza para la recolección de datos, las escalas EPJO y EICCO. Participaron de esta investigación 23 profesionales de TI. Los datos fueron analizados mediante el programa SPSS®20.0, aprobada por la prueba de normalidad de Shapiro Wilk y los recursos estadística inferencial. Los resultados muestran los profesionales con nivel medio / alto de compromiso, que quedan poco tiempo en la empresa y que perciben como apropiado el tratamiento recibido de sus líderes. [ABSTRACT FROM AUTHOR]

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This study aims to analyze the relationship between the working capital components and the degree of internationalization of Brazilian multinational companies. From a sample composed of 213 observations from 48 companies, in the period from 2006 to 2013, the regression analysis with panel data was used to test the relation between mean storage, receipt and payment terms with the degree of internationalization The results indicate that the degree of internationalization of Brazilian multinational companies is relevant to determine the average term of receipt as well as the need for working capital measured by the cash conversion cycle. It was therefore evidenced that the credit policy given the average term of receipt influences the level of internationalization of companies. For future studies, it is intended to investigate whether these same effects occur in companies with equity and non-equity inflows. [ABSTRACT FROM AUTHOR]

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The theoretical disagreement about unemployment and labor market flexibility is sharply relevant economic literature. In the Brazilian labor market discussions about the turnover intensified in the 1990s as a persistent phenomenon and perverse to the workforce. In the 2000s the empirical evidence show trajectory similar to that observed in the previous decade. Against this background, this article aims to assess the turnover in the Brazilian labor market, based on data from the Annual Social Information (Rais) and the General Register of Employed and Unemployed (Caged) of the Ministry of Labor and Employment (MTE). The time frame covers the years 2007-2008 and 2009-2010. They use data only to the formal labor market turnover by comparing economic activity and mesoregions. The main findings lead to high turnover rates, and with slight differences between the Brazilian regions. When referring to the country, the socioeconomic and demographic characteristics have significant relevance for clarification of the phenomenon. These results show that there is a strong turnover in the domestic labor market, as well as confirm the theoretical assumptions, according to which turnover is greatly accentuated for minority social groups. [ABSTRACT FROM AUTHOR]

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This paper aims to evaluate the additional cost and impacts of the new rule for communication dismissals evaluate inside the job market of metal and mechanic industries of Caxias do Sul. The results pointed out that the formal job market of the Brazilian metallurgic and mechanic sectors increased substantially more than 6% per year from 2005 to 2011. The Caxias do Sul’s job market participate 2,4% of the amount of Brazil and 23,0% of state for Rio Grande do Sul. The transport material segment leads the demand for job among other metal and mechanic sector. The high turnover, about 35%, was register in Rio Grande do Sul and Caxias do Sul, while for the country was 28% from 2005 to 2011 The feeder production line was the job with the greatest dismissals after coming the welder job. The majority of dismissals which took place in metal and mechanic industries were classified ” without right reason” and almost a third of dismissals were by employer’s own initiative. The weighted additional cost by duration of job of new rule communication dismissals was variable. It was estimated on the range from 31.4% to 59.4%, considering only the proportion of worker with additional costs.