assembly (maquiladora) industry working population in Mexican the cross assembly-plant industry outside the USA) the outside industry assembly-plant tive, mais l’âge et le sexe ont eu un impact significatif sur le turnover. L’étude suggère d’autres aspects pour des recherches futures. futures. recherches des pour aspects d’autres L’étude suggère turnover. le sur significatif impact un eu ont sexe le et l’âge mais tive, de du a à l’employé profil été partir néga La corrélation et les relations. l’adaptabilité du l’exercice dans leadership, de (équité) la direct justice un comme résultat le turnover perçoivent a que les révélé la travailleurs recherche sur le En particulier, turnover. significative ont une influence leadership du l’exercice sur et travail le sur perception de variables les que a révélé recherche La Mexique. d’Ensenada, différentes treprises trabaja los que revelaron investigación esta de hallazgos principales Los laboral. rotación la en del ejercicio significativa el 16sobre y influencia en una trabajo tienen el sobre liderazgo entrevistados percepción de empleados variables 857 las que de reveló total un investigación de La México. obtuvo se Ensenada, de información compañías La diferentes Likert. tipo escala con preguntas 57 de cuestionario un información de fue recolección la en empleado instrumento El empresa. la abandonar de empleado del intención la sobre una significativa representaban influencia variables estas si determinar fue estudio este de propósito El y equidad. adaptabilidad remuneración, oportunidades, go, e v a h c s a r v a l a P e d m u m o c o ã ç a l u p o p a a n n a o c h i l x a e b M a r a t r o o d n a e i d u a q d a i m v a i i t r a t t s o li ú r relações, d sobre n a percepções suas e i d empregado do perfil o a o versus trabalho d no ã ç rotatividade a entre s p correlação a e e analisamos r c estudo, Neste o r d e a p h l e a d b o a l r e t d o m m U o m u s e r é l c s t o M Mexique au maquiladora l’industrie de à 16 en appartenant de employés 857 à a une lequel population été proposé Likert, type à échelle 57 questions comportant un questionnaire l’information de collecte la travailleurs pour outil comme utilisé avons Nous l’entreprise. les quitter de l’employé de ont l’intention sur variables ces si significative déterminer influence de une est parmi l’étude L’objet de part. d’autre l’équité, et l’adaptabilité le relations, rémunération, la les sur perceptions opportunités, les ses turnover et l’employé leadership, de profil le et du part, d’une turnover, le entre corrélation la étude cette dans analysons Nous perception de modèle Un é m u s é r s d r o w y e K well. as exist research future for subjects Further turnover. in influence asignificant have gender and age correlation, a had negative profile employee thought Even relations. and fairness adaptability to of leadership, related application in directly the is employees (equity) the by perceived as turnover that reveal research this in findings main style The leadership turnover. and employee perception with job of variables the between influence significant a 16 of revealed employees research The 857 of Ensenada. in total a to companies collected different were Data Mexico. California, Baja Ensenada, in companies assembly 16 in applied was which study in this data collecting for used was scale Likert-type with questionnaire A 57-question company. the to leave intention employee’s the in influence have a significant if the variables was to determine of study this purpose The and equity. adaptability remuneration, opportunities, leadership, to motivation, t perceptions employee and profile employee vs. turnover employee c between correlation the we analyze study, In this a r t s b a clave Palabras a l e d s e r o d a j a b a r t e d n ó i c a l b o p a l n e l a r o b a l n ó a i n c a a c t i o x r e m a l a r e o d d n a ó l i i u c q p laboral la rotación entre a e la correlación m c analizamos estudio, En este r a e i p r t e d s u o d l n e i d o m n n U e m u s e r sugiere otros aspectos para futuras investigaciones. investigaciones. futuras para aspectos otros sugiere El A en estudio la rotación. la edad y relaciones. significativo un negativa, el las impacto y sexo tuvieron una correlación arrojó de del pesar que empleado el adaptabilidad la perfil liderazgo, del ejercicio el en (equidad) justicia la de directo resultado un como rotación la perciben dores o perfil do empregado emitiu uma correlação negativa, a idade e o sexo tiveram um impacto significativo na rotatividade. O estudo sugere sugere estudo O rotatividade. na investigações. futuras para significativo aspectos impacto um outros tiveram sexo o e idade a que de negativa, Apesar correlação relações. uma das e emitiu empregado adaptabilidade do da perfil o liderança, da exercício no (eqüidade) justiça da direto resultado um como rotatividade na pensam que os trabalhadores revelaram investigação desta descobertas As principais têm no trabalho. na rotatividade liderança, da significativa exercício o uma influência sobre e trabalho o sobre variáveis as que 16 em revelou investigação A entrevistados México. empregados, Ensenada, de 857 de companhias total um de diferentes obtida foi informação A informação de Likert. coleta tipo na escala com empregado perguntas 57 de instrumento O questionário empresa. um a foi abandonar de empregado do intenção a sobre significativa influência uma representavam variáveis se estas determinar foi estudo deste O propósito e eqüidade. adaptabilidade remuneração, oportunidades, derança, : 22880. a México i California), Baja c (Ensenada, n universitario e Complejo d Tijuana-Ensenada, n carretera o Ensenada, pus p s e r r o C : o d : i L b E i J c e n R ó i c a c i f i s a l C turnover ; Ensenada, Mexique ; modèle de turnover ; entreprises maquiladoras. maquiladoras. ;entreprises turnover de ;modèle Mexique ;Ensenada, : turnover A turnover perception model ofgeneral the

: Octubre de 2006 de Octubre job turnover, the city of Ensenada, Mexico, employee turnover model, cross-border assembly industry (in this case, foreign foreign case, this (in industry assembly cross-border model, turnover employee Mexico, Ensenada, of city the turnover, job : : rotación laboral, Ensenada, México, modelo de rotación laboral, industria maquiladora. maquiladora. industria laboral, rotación de modelo México, Ensenada, laboral, rotación rotatividade no trabalho, Ensenada, México, modelo de rotatividade no trabalho, indústria maquiadora. maquiadora. indústria trabalho, no rotatividade de modelo México, Ensenada, trabalho, no : rotatividade Dra. Blanca Rosa García Rivera, Universidad Autónoma de Baja California, Facultad de Ingeniería, Cam Ingeniería, de Facultad California, Baja de Autónoma Universidad Rivera, García Rosa Blanca Dra. M12, M54, M52 M12, M54, Blanca Rosa García Rivera : o d a b o r p A Marzo de 2007 de Marzo el perfil del empleado y sus percepciones sobre relaciones, lideraz relaciones, sobre y sus percepciones empleado del versus el perfil * & Luis Arturo Rivas Tovar ------* * � border [email protected] [email protected], [email protected] Doctor en Ciencias Administrativas del del Administrativas Ciencias en Doctor ** Doctora en Ciencias de la Administración Administración la de Ciencias en Doctora * Correo electrónico Correo electrónico Correo Madrid. Investigador Nacional Nivel 1. Nivel Nacional Investigador Madrid. de Politécnica Universidad la de visitante yprofesor México IPN del STO ESCA- de Catedrático España. yGasset, Ortega Universitario Instituto Europeos. tudios Ingeniería. de Facultad California, Baja de Autónoma Universidad la en completo tiempo de ra Estudios Europeos del Instituto de Es de Instituto del Europeos Estudios en aDoctor ycandidato México, de IPN del Instituto Politécnico Nacional. Profeso Nacional. Politécnico Instituto del 93-106 dora) industry dora) assembly (maquila assembly cross-border Mexican the in population working general the of model perception (2007). L.A., Tovar &Rivas B.R. Rivera, García . 17(29), 17(29), . Innovar A turnover - - -

GESTIÓN Y 107 INNOVAR ORGANIZACIÓN 108 GESTIÓN Y INNOVAR ORGANIZACIÓN & Santibáñez, 2000). 2000). & Santibáñez, the (Carrillo forjobs searching available labour abundant to due productivity companies’ these affect not (1988)dríguez pointed also has out that does turnover simple are noandlack there is of labour. available Ro- jobs their as it about little very done have companies that even though rates turnover are high, maquiladora (1989,mention72) p.Ibarreche & Williams English, 2001). tibáñez, San- & (Carrillo workers US to way different very a in ambience job and variables personal perceive ers work- Mexican that out point and continuation job and variables personality between relationship strong (1989, & Ibarreche p. found a have 89) Williams lish, Eng- like researchers Other 1993). (Arrioja, turnover tent as and being matters the personal formain causes con- job setting, job regarding factors organisational the mentioned has Porter turnover. to related factors classifies and research previous reviews (1974) article 1991). (Rosse, Porter Steers’ and turnover and faction satis- job between relationship the emphasising bivari- ated, was 1960s, turnover the regarding of found middle research the most to up that states Arrioja turnover. concerning articles 2,000 (1991)mentioned Rosse has and turnover on cations (1985) Cascio have mentioned publi- 1,000 more than in a differentvery way USthan workers do. ican workers perceive personal and working conditions English, & (1989)Williams Ibarreche found that Mex- old ones. the refuting hypotheses new of emergence the to led has which different, are industry maquiladora the in conditions that stated have (2000), Peña as such ers, research- modern Other hypothesis. his validated he andmore 10 limited since have than very passed years was research his though, even countries, maquiladora in used be could models foreign these that proved ly (1993)partial- Arrioja model. turnover suitable a ing apply- in knowledge of lack the by manifested clearly is absence its and USA the outside countries maqui- ladora for model turnover appropriate no is There 1958). Simon, & (March speculation under is countries er in the USA them in oth- but accepted widely applying models have These been behind turnover. ing reasons for explain- developed been have management source re- human analyse to designed models Various view. of point workers’ the from problem this analysed not have researchers Academic industry. border assembly) (cross- in the maquiladora management resource man hu-and turnover regarding available is research Little Introduction REV. INNOVAR. Vol. 17, 29,ENERO No. AJUNIODE2007 McEvoy & ihu afcig h pat’ oain n ge be- goes and yond the possibilities of policy.managerial location plants’ the affecting without problem of turnover is impossiblepractically to resolve the them, For lead. it which to problemmajor the to and job particular a leave to decision individual’s an towards contributing factors multiple the to due tor sec- maquiladora the in turnover the managing for need emphasised have (2001) Santibáñez & Carrillo their hands are foreigners. are their hands in responsibility decision-taking the having ecutives due maquiladoramost fact to the that top industry ex- the in high very is centralisation of degree The pany. com- of kind this characterising power of tralisation cen- the (1999) to Anthonydue & Carlson Bozeman, Kacmar, for industry maquiladora the in fectiveness ef- organisational and efficiency to represent threat potential a these practices, organisational Regarding commitment) (affective (A so do to want they because desirable to management tend ones the to be who stay ployees presenting attitudes and habits which are more to are paywilling (continuity commitment). Those em- cost of leaving their jobactual is higher than what they commitment) while others stay due to the fact that the (normativecompany the to loyalty to due stay ployees organisation.an in stays According to them, some em- employee an why about findings research important leavewill his/her job. employee an whether determining in availability job suggest that job is moredissatisfaction than important maynew jobto goa to leave jobswithouttheir having whoemployees that shown have turnover concerning findings some that mentioned also have Researchers presentthe job. notwhich are met in expectations workerscreating by in dissatisfaction job stimulates opportunities job ent that, in the circumstances, ofcertain availability differ- havepointedout Ahr & behaviour. turnover fectAhr af- to interact dissatisfaction job and availability job out on have finding researchers focused how findings, Simon’s& March since that mentioned have (2000) hr &Ahr hr , 2000, pp., 2000, 33-35). Ahr Ahr & Ahr have also mentioned Ahr & Ahr Ah r of low cost labour when additional is required expense advantages the atmospheredisturb could business ing labour,its culture, of and laws prevail- the its Mexican ficiency, andeffectiveness quality. A lack of knowledge ef- to related is this since industry plant assembly the in resources human managing on factors mographic de- and organisational external of effects the analyses which needed is research Nevertheless, benefits. wages and training, recruitment, labour, aspects, agerial man- as such problems several approaching industry plant assembly the on done been has research Some atmosphere an in tionships occur of impartiality. rela- and remuneration of forms opportunities, that perceiveand decision-making organisational volved in not where may become individual invite in- respect an is which why interchange between impartial, supervisors and workers being does as application its and just being as policy organisational perceive not do dustry in- maquiladora the in plant particular a in Workers et almar (Kac- them perceives individual an how to according policy, competitiontionofinternal manipulation and suppressionorganisa- offavouritism, as such by activities affected is practices organisational of perception the Kacmar, to According satisfaction. and mitment organisation which causes orresentment, com- anxiety the towards reaction individual’s an affect also which surroundings, the and factors personal by influenced is practices organisational applying workerperceives a Hownegative. less be will reactions the and portunity or- high, be perceived practices will being as also ganisational an op- is understanding and high is these of perception when Also, index. anxiety turnover greater as a and such feedback negative cause can which threat, a as seen generally are practices organisational then low, is understanding and high is these of tion percep- When threat. a or opportunity an being as es practic- organisational perceives individual an which to degree the determines influence moderating Such et al (Kacmar to sorted re- is decision-making functional and objective more when unlikely is which decisions, such takes person single a unfavourableif be can decisions resulting the decision-making, practice affects organisational When .). .). h floig ehdlg ws sd o ti re- this for used search: was methodology following The Ensenada. 21.43. were being age men, average from 54.5% locals were respondents 857 the of 45% survey. the apply to helped personnel resource Human education. race or gender, tenure, regarding groups un- and survey usable usable between differences no were There replies. fused owing to either the employees’ ormissing answers con- used be not could surveys these of 30 returned; were working hours. 1,200employees’ weresurveys distributed the and 887 during out filled be to survey the for consent gave supervi- manager general The sor’s performance. particular a towards negative were answers to protect their jobs from retaliation supervisor if their anonymously questionnaire the out fill to asked were Employeesdemographics. and relationships variables, study key on information collecting for used was vey employeesur- An manager. plant the by assigned jobs manual or manufacturing assembly, as such activities different performing workers, general as companies different 16 the at employed were participants Study scale was used for ert-type data collecting in study.this Lik-57-question A quit.with tentionquestionnaire to employees’on influence in- significant a had variables the whether determining at aimed was study This ty. equi- and remuneration adaptability, opportunities, ployeeprofile employeeand perceptions of leadership, em- and turnover employee between relationship the in industry maquiladora analysed study quantitative correlative The Ensenada. the in companies ferent dif- 16 from employees 857 to applied was tionnaire ques- The turnover.on focusing as research PhD of part collected was study present the in used data The characteristics Sample Methods greater importance for importance Portergreater and Steers. and Tuttle, whereas and tasks work contentment are of Cotton for organisation an in remain to er’sdecision work-a in role important very a plays satisfaction Job 2001). &Santibáñez, (Carrillo ties activi- non-economic in engage to or sector economic another to go to change for need voluntary workers’ muchsays plant about assembly semblyindustry plant as- the in Turnover turnover. personnel as derstood un- companyis a worker from a of exit voluntary The worker experienced leaves company the (Cascio, 1991). an whenever productivity lost in as well as training, and selection recruitment, on INNOVAR A T S I V E R A N R U O J L

GESTIÓN Y 109 INNOVAR ORGANIZACIÓN 110 GESTIÓN Y INNOVAR ORGANIZACIÓN sample. the 31 the in companies from participated which nies 16compa the to applied and used instrument suring mea the was scale Likert-type with questionnaire The “male” as coded der was 0and “female” 1. REV. INNOVAR. Vol. 17, 29,ENERO No. AJUNIODE2007 employee satisfaction and organisational commitment. Equity &Bobko,sation Lee 1989). (Ashford, positively related to commitmenthis/her to an organi is socialisation of Employeeperception Meyer,1990). & (Allen organisation the towards commitment his with associated is workers experienced from receive) of support which a new employee receives (or does not low turnover rate (Cotton & Tuttle, 1986). The degree a companionsand with interactions positive are there Relationships variablesControl (Griffeth turnover with correlate to found been have both as controlled were mographics Control variables personnel provided data. for whichorganisation characteristics human resource Employees self-reported data on variables all except for demographicquestions.(2) and 10 agree” “strongly to disagree” “strongly 1, from ranging scales Likert-type variables Predictor Measurements methodology. 1. Research FIGURE population and sample: and population selected of criteria Classificatory universe: Sample disadvantages: and Advantages type: Research Timeframe: framework: Special Research object determination: object Research determination: Sample . Perceiving fairness is a critical prerequisite forprerequisite critical a is fairness Perceiving . Go rltosis r son when shown are relationships Good . . Organisational characteristics . and characteristics Organisational de To uvy omt wr ue: (1) used: were formats survey Two . The criteria used for selecting the sample was numeric representation and participation in the region. The maqui The region. the in participation and representation numeric was sample the selecting for used criteria The of number have they the whom by employees classified are companies Mexico, in criteria department economics’ to according size: Company 12 substrata: and levels of Total number • assembly electronics, apparel, activity: economic 4. by the was listing segmented representative most Substrata: • employees of number the to according criteria, official to according size 4.organisation by Levels: • companies =31 (N) Population • Ensenada in association resources human the from partners listing framework: Sample • obtained was research the this in whom from participating companies 31 of sample (ARIENAC) Ensenada in association resources human the from information to access Advantages: observational and descriptive retro, partial non-experimental, documental, Applied, 2002–2003 México California, Baja Ensenada, in industry Maquiladora practices and characteristics which such companies have in this area. this in have companies such which characteristics and practices organisational about perceptions as well their as object research the represented workers industry maquiladora The sample. total the be to considered thus were association companies 31 resources research; this in human the participated to belonging companies 31 Ensenada. in companies maquiladora 89 are There accepted for this research. this for accepted was it why is which Tijuana, as characteristics industry maquiladora same the pos is reflects it Ensenada that Tijuana, state from to away sible kilometres 100 only is and region. California border Baja the in in county 60% largest and the is country Ensenada the as over Also, all total the of 40% almost representing in 2000, plants in 1,228 were California There Baja Chihuahua. and California Baja of states the in concentrated mainly is industry ladora and others and etal ., 2000). Gen .,2000). - - - - - employee accept mustdifferenc ablebe to successfully must be able to tolerate and ambiguity uncertainty. An adaptableflexible, and able to tolerate be differences; they must organisations and employees constant, only Adaptability (Folgerentrance &Konovsky, 1989). personal than degree greater a to commitment organisa tional promote treatment employee and organisational policies regarding fairness of perception The and leadership there.adaptability handled are to ithow as far as money, relationships, opportunities, that employees have and the recognition that they give work the applied in justice perceiving onplaced tance an an employee quit faster. (O’Reilly, Cadwell & Barnett, make work at groups heterogeneous with Differences & Cascio, 1985). position (McEvoythe adapt to to candidate the allows jobofand the positivefeatures andnegative the flects A realistic image of the job reduces turnover when it re 1995). Griffeth, & (Hom tasks her/his perform successfully to able be to important employee)father,is husband, (for example, roleconflict control to Employeeability 1995).& Griffeth, its employees. Stress in the job predicts turnover (Hom fomented are abilities these an that organisation between for good is It change. to reactions handle and es The category of fairness represents the general impor general the represents fairness of category The . In an atmosphere where change is the the is change where atmosphere an In . ------in their jobs than men (Peña, their jobsin than 1994). longer stayed women immigrant that found industry n raiain wih rmt ad upr behav support and promote which organisation, an positions. vision andto their values their personal bring Leaders higher the in leaders outstanding having Pearson correlation matrix for organisational practice perception. practice organisational for matrix correlation Pearson 3. FIGURE Employees who perceive interdependence with their su and lead activities. iour standards and performance Source: self investigation. self Source: 0.01 was significance correlation *** for the variable regarding intention to quit the job. Santibáñez (2000) in their turnover research were used son correlations. The methods described by Carrillo & Gender dura, 1986). Scan & (Graen age younger a at job a leave to dency mitment organisation. an to com affective promoteemployees their forsideration 2 FIGURE Data was analysed using the SPSS program with Pear with program SPSS the using analysed was Data Analysis Leadership et 1991). al. (Jackson, turnover up speeds job the at variability Demographic 1989). Poor leader-member exchange promotes turnover turnover con express promoteswho 1986).Leaders Scandura, & (Graen exchange leader-member Poor 1975).& Haga, Graen (Dansereau, position’s importance the extend and organisation the to commitment affective inforce periors and subordinates (leader-member exchange) re conditioning variable for turnover. There is moreten is There forturnover. conditioningvariable Age N Relationships quit to Intention Equity Leadership Adaptability .

Carrillo & Santibáñez have stated that age is a is age that stated have Santibáñez & Carrillo . Research by Ex post diagram, Garcia Rivera model Rivera Garcia diagram, post . Ex Age, gender Age, .

od raiain ae itnuse for distinguished are organisations Good Peña in Chihuahua’s maquiladora Equity .553*** .699*** .629*** .427*** 1.000 871 Relations Intention of the employee to stay or to leave the company the leave to or stay to employee the of Intention Intention to quit to Intention .557*** .552*** .525*** 1.000 871 Adaptibility ------perceived by employees was related to in fairness apply as turnover that indicated finding main study’s This below. tionsobtained for such research are shown Figurein 3 Regardingorganisational practice, Pearsonthe correla with companies large for work who Employees 7. Women born in Ensenada who 6.worked in medium- low-turn the of most representedwomen Married 5. in months 18 than longer stayed who Employees 4. Most employees working in the maquiladora indus 1. lows: idns bu epoe dmgahc wr a fol as were demographics employee about Findings Results 3. The group that presented high-turnover represent high-turnover presented that group The 3. age/gender. with particularly profile, employees’demographic the and relationships good adaptability, to leadership ing had workers most level, educational Regarding 2. Relationships represented the greatest high-turnover group. high-turnover represented greatest the activities electronic in employees 500 than more represented most employees) of low-turnover the employees. 100 to (30 companies assembly sized over employees. old.years 35 than younger and 26 than older were job the 18 was seniority months job. the in represented41.7% (8.6%non-responders). Average ed 49.7% of the sample and the low-turnover group studied until the 9 the until studied 18 werefrom young (ranging 35 to try old). years .206*** .397*** 1.000 871 Equity Adaptability th grade. .445*** 1.000 871 INNOVAR A T S I V E R Leadership Leadership 1.00 871 A N R U O J ------L

GESTIÓN Y 111 INNOVAR ORGANIZACIÓN 112 GESTIÓN Y INNOVAR ORGANIZACIÓN contribute this. towards can opportunities) and remuneration equity, ability, leadership,adaptperceived characteristics, ganisation REV. INNOVAR. Vol. 17, 29,ENERO No. AJUNIODE2007 eainl aibe (pcfcly epoe poie or profile, employee (specifically, whether variables determine relational to attempt initial an represents study present The quitting. job in play adaptability) (e.g. variables traditional less that role the in interest increased been has there literature, the to muchuted to turnover. Although this line of research has contrib on how job satisfaction)work lead(especially attitudes research by dominated been has literature Turnover Discussion investigation. Self Source: job leave to intention employee cf characteristics organisational and socio-demographic of correlations Pearson 4. FIGURE 7. Number of jobs before this one this 7. before jobs of Number 10. Industrial activity 10. Industrial 6. Educational level level Educational 6. 9. Company origin Company 9. 5. Civil status Civil 5. 8. Plant size Plant 8. 4. Seniority 3. Gender 3. 2. Origin 2. 1. Age -268** .230** .926** .205** .257** -.l73** .675** .754** .214** .134** - - - was applied.was ing over the rest of the sample where the questionnaire problem greatest The climate. organisational tense ob a creating of fear for or workers false their in creating expectations of fear for questionnaire the apply to refused companies many that fact the in lay problem Another length. great at replied they what analysing withoutgroup a as answered orcompanions’ answers, their copied workers many that observed also was It were anonymous and there were boxes for so replying). re sponding to the questionnaire when (although the responses cases many in organisation the from ation organisation.the in staying or leaving their affect variables these ceive result since it was detected that worker feared retali feared worker that detected was it since the result biased have could observed perception of was results the it that questionnaire the applying When Research limitations 400 answered questionnaires, its information prevail information its questionnaires, answered 400 than more returned applied be to questionnaire the company onlylarge the that which allowed was served perception. It shows clearly that how individuals per individuals how that clearly shows It perception. remuneration salary of effects the beyond and above went and their study effects this relatedin to turnover were significantly and adaptability opportunities Both - - - - - Ashford, S., Lee, C. & Bobko, P. Bobko, & C. Lee, S., (1989).Content, Ashford, rij, . (1993). R. Arrioja, Dansereau, F, Graen, G., & Haga, W. (1975). A (1975). W. Haga, & G., Graen, F, Dansereau, Graen, G. & Scandura, T. (1986). A theory of of theory A (1986). T. Scandura, & G. Graen, pro of Effects (1989). M. Konovsky, & R. Folger, (1989) S. Ibarreche, & S., Williams, W., English, Cotton, J. L. & Tuttle, J. M. (1986). Employee Employee (1986). M. J. Tuttle, & L. J. Cotton, Ahr,P. Ahr,& T. R. (2000). B. References Cascio, W. F. (1991).F. W. Cascio, Carrillo, J. & Santibáñez, J. (2001). (2001). J. Santibáñez, & J. Carrillo, Allen, N. & Meyer, J. (1990). Organizational so Organizational (1990). J. Meyer, & N. Allen, (3 dyadic career reality. In: G. Ferris and K. K. and Ferris G. In: reality. career dyadic Journal Management decisions. raise pay reac to on tions justice distributive and cedural Studies Borderlands of Journal Maquiladoras. the in Tumover Employee 13, 46-48. Performance In cess. pro making role the of investigation dinal longitu A organizations: formal within ship nal and substan measure A theory-based rity: Journal and orientation. role commitment newcomers’ of links of analysis longitudinal A tactics: cialization tive test. test. tive causes and consequences of job insecu job of consequences and causes Colorado. of University D.),(Ph. Colorado, management resources human for implications its and Agreement Trade México: El Colegio de la Frontera Norte. Frontera la de El Colegio México: (2 maquiladoras las en personal etcl yd ikg apoc t leader to approach linkage dyad vertical Missouri: Causeway Publishing Company. Publishing Causeway Missouri: Management Review Management research. for implications with review and meta-analysis A turnover: rd (4), 803-829. (4), , 32 Ed.). New York: Ed.).New McGraw-Hill. (4), 847-858. (4), , 33 Organizational Behavior of Human Behavior Organizational cdm o Mngmn Jour Management of Academy h Nrh mrcn Free American North The Costing human resources human Costing Academy of Management Management of Academy , 11 (1), 55-70. , 32 (1),, 32 115-130. Overturn Turnover Overturn Academy of of Academy Academy of of Academy Rotación de de Rotación , 4, 70-99. . Thesis Thesis . nd Ed.). . ------.

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