Análisis del compromiso organizacional en una institución pública de la ciudad de Guayaquil

Abstract

In public companies in the city of Guayaquil, when discussing the organizational commitment that employees should have, it can be greatly influenced by internal factors such as psychosocial factors (such as behavior and climate), administrative factors (such as processes), and leadership factors (such as the treatment received). These factors affect both performance and employee stability. Although companies implicitly strive to create optimal conditions for high organizational commitment, a negative work environment, lack of recognition, poor communication, and tight control have often contributed to these issues. Therefore, it is ideal to begin implementing practices that foster a greater sense of belonging and dedication. Human talent management should focus on an organizational culture that fosters psychological well-being, reducing stress and burnout. It should then work towards organizational fairness to build trust and encourage active participation in fulfilling institutional functions and values. Finally, it should provide the necessary tools as part of organizational support to increase motivation, performance, and satisfaction, cultivating in employees a sense of service that is essential, especially in public companies. From an organizational psychology perspective, organizational commitment in public companies in Guayaquil is understood as a multidimensional phenomenon integrating affective, cognitive, and behavioral components. Therefore, analyzing each factor that influences employee commitment should lead to productive interventions that generate a positive impact.