A relação entre a confiança na liderança e a intenção de turnover de talentos em uma empresa de resseguros
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The current scenario of a huge economic uncertainty, the speed of technological changes and the high competitiveness of companies in the reinsurance market present a great challenge for organizations in this sector that are looking for effective alternatives to ensure their survival. In this context, the importance of trust in leadership could be questioned as the main intangible asset that can generate a strategic differential and help the leaders of the researched company to understand the best practices to increase the retention of their talents. The surveyed company is considered a large 'aquarium' of skilled people in its industry and the loss of talent would pose a serious problem, which could threaten the sustainability of the business. Proactively, this research focused on the investigation of turnover intention as a variable capable of predicting how intensely an employee plans to leave the organization in the short term. Therefore, the main objective of this case study is t to understand the relationship between the trust in leadership and the intention of turnover of employees in the company surveyed. For this purpose, a bibliographic survey was initially carried out on the themes of turnover, trust, leadership and talents that originated the hypotheses tested. The research was typified as a quasi-experiment because it sought to identify if the intention of turnover occurred differently between the group of employees considered as talents and the other employees of the control group, selected according to the Mahapick technique that guaranteed pairing between the treated group and the control group. Afterwards, the questionnaires made available electronically were Managerial Trust (MT), Behavioral Trust Inventory (BTI), Multifactor Leadership Questionnaire (MLQ) and Turnover Intention (IT) in order to obtain data for analysis. The sample used had 48 respondents and the data obtained were statistically analyzed through modeling of structural equations. As a main result, this research showed that there are no significant differences between the intention of turnover of the talent group and the control group. In addition, it has been observed that transformational leadership reduces turnover intention while passive leadership has the opposite effect. Finally, organizational trust acts as a mediator in the relationship with transformational leadership, significantly reducing turnover intention.