<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>2409-8752</journal-id>
<journal-title><![CDATA[Revista Científica de la UCSA]]></journal-title>
<abbrev-journal-title><![CDATA[Rev. ciente. UCSA]]></abbrev-journal-title>
<issn>2409-8752</issn>
<publisher>
<publisher-name><![CDATA[Universidad del Cono Sur de las Américas]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2409-87522020000200003</article-id>
<article-id pub-id-type="doi">10.18004/ucsa/2409-8752/2020.007.02.003</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Relación entre niveles de engagement y niveles de intención de rotación en empleados de dos empresas privadas de Asunción]]></article-title>
<article-title xml:lang="en"><![CDATA[Relationship between engagement levels and rotation intention levels in employees of two private companies in Asunción]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Romero Espínola]]></surname>
<given-names><![CDATA[R.R]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Palacini]]></surname>
<given-names><![CDATA[F]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Escuela de Administración de Negocios de Educación Superior  ]]></institution>
<addr-line><![CDATA[Asunción ]]></addr-line>
<country>Paraguay</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>08</month>
<year>2020</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>08</month>
<year>2020</year>
</pub-date>
<volume>7</volume>
<numero>2</numero>
<fpage>3</fpage>
<lpage>25</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://scielo.iics.una.py/scielo.php?script=sci_arttext&amp;pid=S2409-87522020000200003&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.iics.una.py/scielo.php?script=sci_abstract&amp;pid=S2409-87522020000200003&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.iics.una.py/scielo.php?script=sci_pdf&amp;pid=S2409-87522020000200003&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[RESUMEN La rotación laboral de los empleados es un problema que afecta a todas las empresas e influye en temas como la selección, capacitación, desempeño, entre otros, de su capital humano, teniendo en cuenta a la vez los costos económicos e intelectuales que esto supone para las organizaciones. A fin de aportar nuevos hallazgos que posibiliten un mejor entendimiento de esta problemática y ofrezcan posibles herramientas para gestionarla eficazmente, en esta investigación se explora su relación con el engagement y/o compromiso laboral, optando por un diseño no experimental de tipo descriptivo, cuantitativo, correlacional y transeccional. La recolección de los datos se realizó a través de un muestreo no probabilístico por conveniencia y mediante la encuesta de Engagement de Utrecht y la de Intención de Rotación de Mobley. Al explorar la correlación entre el Engagement y/o compromiso laboral y la intención de rotación voluntaria laboral mediante la prueba de correlación de Pearson, se observó que a mayor engagement menor intención de rotación laboral de los empleados, por tanto, una fuerte correlación negativa entre ambos.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[ABSTRACT The employee turnover is a problem that affects all companies and influences issues such as selection, training, performance, among others, of their human capital, taking into account both the economic and intellectual costs that this entails for organizations. In order to provide new findings that enable a better understanding of this problem and offer possible tools to manage it effectively, this research explores its relationship with the engagement and / or work commitment, opting for a non-experimental research, of type descriptive, quantitative, correlational and transectional was carried out. The data collection was done through a non-probabilistic sampling for convenience and through the survey of Engagement of Utrecht and the Intention of Rotation of Mobley. When exploring the correlation between the engagement and / or the labor commitment and the intention of the voluntary labor rotation through the Pearson correlation test, it is seen that a greater engagement lower intent of labor rotation of the employees, therefore a strong negative correlation between both.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[engagement]]></kwd>
<kwd lng="es"><![CDATA[compromiso laboral]]></kwd>
<kwd lng="es"><![CDATA[intención de rotación]]></kwd>
<kwd lng="es"><![CDATA[rotación laboral]]></kwd>
<kwd lng="en"><![CDATA[engagement]]></kwd>
<kwd lng="en"><![CDATA[intention to quit]]></kwd>
<kwd lng="en"><![CDATA[work commitment]]></kwd>
<kwd lng="en"><![CDATA[turnover]]></kwd>
</kwd-group>
</article-meta>
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