Palavras-chave
Sistema de Inteligência Competitiva
Ciclo de Inteligência
Sinal de Conflito Interpessoal
Intenção de Rotatividade
Gestão de Riscos do Capital Humano
Como Citar
Resumo
Objetivo: Este estudo desenvolve e valida empiricamente uma estrutura de Inteligência Preditiva de Capital Humano (Predictive Human Capital Intelligence – PHCI), tratando o conflito interpessoal não apenas como um problema de comportamento organizacional, mas como um sinal de inteligência competitiva para detecção de riscos relacionados ao capital humano. O estudo examina se uma arquitetura formal de Inteligência Competitiva — baseada na coleta de sinais, análise de padrões comportamentais, disseminação para tomadores de decisão e uso preventivo — pode prever e reduzir a intenção de rotatividade de funcionários antes que o conflito evolua para exaustão emocional.
Desenho/metodologia/abordagem: Um desenho quantitativo transversal coletou dados de 312 trabalhadores do conhecimento dos setores de tecnologia da informação, serviços financeiros, telecomunicações e consultoria. A modelagem de equações estruturais (SEM) com mediação moderada e bootstrapping (5.000 reamostragens) testou se a orientação para Inteligência Competitiva — operacionalizada como coleta sistemática, análise, disseminação e uso — atenua a relação conflito–exaustão e direciona o conflito de tarefa para retenção.
Resultados: O conflito relacional funcionou como um sinal válido de inteligência preditiva (β = 0,542, p < 0,001). A exaustão emocional atuou como o limiar diagnóstico no qual o sinal se converte em risco estratégico (β indireto = 0,333, VAF = 64,5%). O sistema de Inteligência Competitiva atenuou a relação sinal–risco em 36,5% (β = −0,284, p < 0,001). O conflito de tarefa reduziu a intenção de rotatividade exclusivamente sob condições elevadas de Inteligência Competitiva (β = −0,391, p < 0,001), demonstrando direcionamento mediado por inteligência.
Originalidade/Relevância: Este estudo amplia a teoria da Inteligência Competitiva ao deslocá-la da análise de mercado externo para a predição interna de riscos relacionados ao capital humano, introduzindo a PHCI como um domínio formal de Inteligência Competitiva. O estudo operacionaliza o ciclo completo de inteligência para sinais comportamentais e fornece evidências empíricas de que sistemas de Inteligência Competitiva funcionam como mecanismos escaláveis e institucionalizáveis para prevenção de riscos da força de trabalho. A pesquisa também reconceitua a intenção de rotatividade como uma ruptura previsível na inteligência do capital humano, deslocando a análise reativa de atrito para uma interceptação proativa. Ao reposicionar o conflito interpessoal como uma entrada de inteligência e a orientação para Inteligência Competitiva como uma capacidade organizacional em nível sistêmico, o estudo amplia a produção científica da Journal of Sustainable Competitive Intelligence para além da inteligência de mercado externa, avançando em direção à inteligência competitiva interna para prevenção de riscos relacionados ao capital humano.
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