Organizational Climate and Human Talent Management in Public Companies in the Transportation Sector
DOI:
https://doi.org/10.57188/rieca.2026.002Palabras clave:
Organizational climate; human talent management; public sector.Resumen
This study examined the relationship between organizational climate and human talent management in public transport sector companies, with the objective of determining the extent to which employees' perceptions of the work environment predict the effectiveness of talent management processes. A quantitative, non-experimental, cross-sectional approach was adopted, with a sample of 291 employees surveyed using structured Likert-scale questionnaires. SPSS software was used for data analysis, applying descriptive statistics, the Friedman test, simple linear regression, and ANOVA. The results showed that organizational climate explains 76.1% of the variability in human talent management (R² = 0.761; F = 918.284; p < 0.001), with a very strong positive correlation (R = 0.872) and a near-unit regression coefficient (B = 0.979). Among the dimensions of organizational climate, leadership and interpersonal relationships emerged as strengths (M = 4.18), while recognition was the most critical dimension (M = 3.97). In human talent management, retention and satisfaction represented the greatest strength (M = 3.99), whereas talent planning recorded the lowest mean (M = 3.88). Performance evaluation was the dimension with the greatest explanatory power (F = 79.690). It is concluded that both variables are closely linked and that their integrated management is essential for institutional strengthening.
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Derechos de autor 2026 Revista Internacional de Economía, Contabilidad, y Administración
Esta obra está bajo una licencia internacional Creative Commons Atribución 4.0.
