Vliv hodnotového zaměření a motivačních charakteristik zaměstnanců na fluktuační tendence

The goal of this thesis is to find out how the value preferences and motivational dimensions influence the employee turnover intentions. It is not a question of finding out how the satisfaction of value preferences and motivational dimensions affects turnover intentions (ie the link to external conditions), but whether the personality characteristics resulting from value preferences and motivational resources of the individual create a predisposition to turnover intentions. The theoretical part introduces human values, motivation and their relationship to the work environment. It also focuses on employee turnover and turnover intentions. Methodology describes and discusses the chosen method of data collection, which is a questionnaire survey. This questionnaire uses reduced versions of relevant psychological questionnaires - Portrait Values Questionnaire and LMI questionnaire. In the practical part the results of the research are summarized and evaluated. It was possible to prove a statistically significant relationship to turnover intentions for five motivational types of values - conformity, security, achievement, self-direction and stimulation. A relationship to turnover intentions was possible to establish for three out of the four selected motivational dimensions - specifically flexibility, difficulty preference and fearlessness.