En el sector público, la gestión del talento humano representa un aspecto necesario para asegurar mejores servicios institucionales, puesto que las demandas laborales han aumentado significativamente. El objetivo del presente estudio se basa en analizar la correlación de la sobrecarga de trabajo con la satisfacción de los servidores del Gobierno Autónomo Descentralizado Municipal de Alausí. El estudio adoptó un diseño de investigación cuantitativo utilizando un enfoque no experimental, transversal y correlacional con una serie de instrumentos tipo Likert desarrollados con base en la escala ESCAM y el cuestionario S20/23 para evaluar la sobrecarga y satisfacción laboral respectivamente. La fiabilidad del instrumento se confirmó por medio del coeficiente Alfa de Cronbach (α= 0,813). Los datos fueron analizados utilizado estadísticas descriptivas y el coeficiente de correlación de Spearman. Los resultados indicaron que la sobrecarga de trabajo estaba presente en un rango moderado y alto, pero había una influencia notable de las demandas cognitivas como de la presión de tiempo. Por el contrario, la satisfacción laboral mostró niveles particularmente altos con una mayor valoración en el contenido del trabajo y una menor remuneración. En términos generales, se evidencio que existe una correlación negativa débil y no significativa entre las dos variables (Rho= -0,128). Sin embargo, un análisis más específico por dimensiones demostró que la reducción en la autonomía y el apoyo social-organizacional se encuentran significativamente asociado con niveles más bajos de satisfacción laboral, mientras que las demandas cognitivas presentan relaciones positivas con algunas dimensiones satisfactorias. Se concluye que el impacto de la sobrecarga laboral dependerá del equilibrio que existe entre las demandas y los recursos organizacionales, siendo estos últimos determinantes del bienestar laboral del personal del sector público. ABSTRACT In the public sector, human talent management represents a key factor in ensuring improved nstitutional service delivery, particularly in contexts where work demands have increased significantly. The objective of this study was to analyze the correlation between work overload and job satisfaction among public servants of the Municipal Decentralized Autonomous Government of Alausí. The research adopted a quantitative approach with a non-experimental, cross-sectional, and correlational design, using Likert-type instruments based on the ESCAM scale and the S20/23 questionnaire to assess work overload and job satisfaction, respectively. The reliability of the instrument was confirmed through Cronbach’s Alpha coefficient (α = 0,813). Data were analyzed using descriptive statistics and Spearman’s correlation coefficient. The results indicated taht work overload was present at moderate to high levels, with a notable influence of cognitive demands and time pressure. In contrast, job satisfaction showed generally high levels, with greater valuation in the content of work and lower satisfaction regarding remuneration. Overall, a weak and non-significant negative correlation was found between the two variables (Rho = -0.128). However, a more detailed dimensional analysis revealed that reduced autonomy and social-organizational support are significantly associated with lower levels of job satisfaction, while cognitive demands showed positive relationships with certain satisfaction dimensions. It is concluded taht impact f work overload depends on the balance between job demands and organizational resources, with the latter playing a determining role in the occupational well-being of public sector employees.
Ronald A. Balarezo Acuña, Gloria Susana Vizcaíno Cárdenas
This study aimed to determine employees’ perceptions of the organizational climate at the Municipal Decentralized Autonomous Government (GAD) of Salcedo Canton. A quantitative methodology with a descriptive and analytical design was applied. Data were collected using the Organizational Climate Questionnaire developed by Litwin and Stringer (1968), which consists of 50 items distributed across nine dimensions: structure, responsibility, reward, risk, warmth, support, standards, conflict, and identity. Responses were measured using a Likert-type scale, allowing for a detailed assessment of employees’ perceptions of different organizational aspects.The results indicate that, despite the presence of a relatively balanced sociodemographic profile among employees, the overall perception of the organizational climate is unfavorable. Notably, dimensions such as structure, warmth, support, and identity exhibited lower scores, suggesting deficiencies related to role clarity, recognition, interpersonal relationships, and organizational cohesion. Furthermore, the dimensions of identity and conflict reflected a weak sense of belonging and limited effectiveness in managing internal disagreements, which may negatively influence teamwork and institutional stability.Factor analysis revealed that a substantial proportion of the total variance was concentrated in a single dominant component, confirming the existence of a generalized negative perception of the organizational climate. In conclusion, the organizational climate of the Municipal GAD of Salcedo is characterized by the convergence of structural and psychosocial challenges that adversely affect employee motivation and commitment. Therefore, the findings emphasize the need to strengthen leadership practices, enhance communication processes, and implement organizational strategies that promote trust, recognition, collaboration, and a stronger sense of institutional identity.
The objective of this research was to analyze the impact of organizational culture on human talent management within the Decentralized Autonomous Government of Chilla Canton. A mixed-methods approach with a non-experimental, descriptive, and correlational design was used. For data collection, surveys were administered to 85 public servants from different administrative areas, and the instrument was validated using Cronbach’s Alpha coefficient, reaching a value of 0.994, ensuring high reliability. The results showed a significant positive correlation between organizational culture and human talent management, with a coefficient of 0.992. Each specific dimension analyzed—such as internal communication, organizational identity, training processes, and performance evaluation—showed coefficients above 0.95, which demonstrated the strength of the link between these factors. A solid organizational culture was observed to promote motivation, commitment, and staff retention, favoring a more efficient work environment. In conclusion, the study confirmed that strengthening organizational culture contributes to optimizing human talent management at the institutional level and revealed that organizational practices aligned with institutional values lead to improvements in performance, organizational climate, and staff satisfaction, which are key aspects for the sustainability of public management.
The objective of this article is to evaluate the incidence of labor competencies play a fundamental role in the performance of personnel in the parish Autonomous Decentralized Governments (GAD) of the province of Santa Elena. Several techniques and tools were used to analyze how technical, social and personal skills influence the quality and efficiency of the services offered by these institutions. The study used descriptive research through the desegregation of variables, which also allowed for a situational diagnosis, and correlational research through the analysis of indicators to analyze the variables of interest. Data collection was carried out through a survey of parish government officials to identify gaps in competencies and their relationship with the fulfillment of organizational objectives. Significant deficiencies were identified in the design of training programs and in the periodic evaluation of performance, which limits the integral development of personnel and negatively affects productivity levels. Consequently, it is proposed to implement a management model based on competencies, including continuous training processes and evaluation mechanisms.
Ruffo Neptalí Villa-Uvidia, Juan Pablo Palaguachi-Sumba, Sayuri Monserrath Bonilla-Novillo
The present investigation contemplates the diagnosis of the current situation of the administration \nof the competences of transport in the Autonomous Decentralized Governments (GAD) municipal \nof the province of Chimborazo; focusing on: planning tools and instruments, technical and \noperational capacity and financing. The methodology was based on the review of secondary \nsources, that is, the research background and bibliographic resources such as books, accompanied \nby descriptive and analytical methods. Regarding the techniques and tools, the survey and the \ninterview were used to determine the current situation of the administration of transport \ncompetencies. The results showed that the Technical Units of TTT and SV of the province of \nChimborazo have greater deficiencies within their technical capacity, as well as operational in the \narea of vehicle inspection, while the Technical Directorates of TTT and SV have greater \ndeficiencies in the operational capacity of the vehicle inspection area.
Guevara Noriega, E. P. Toapanta Mejía, J. C. Daquilema Taco, D. R. Vallejo Altamirano
Los cambios constantes en el nivel de las organizaciones públicas hacen que estas expandan su visión y la competitividad permanente lleva a los Gobiernos Autónomos Descentralizados (GAD) Municipales a desarrollar estrategias para alcanzar sus objetivos, es así como, la contratación y la continuidad de los despidos del personal representa un problema de gran magnitud para las instituciones, pues sin duda, limita el desarrollo eficiente que se desearía tener, ya que la productividad de la institución se ve significativamente afectada, evidenciándose un mal clima organizacional, restando la eficiencia eficacia y efectividad en los procesos, influyendo directamente en los resultados Esta investigación determina un análisis de las causas del clima organizacional en una institución pública. Debido a la alta tasa de rotación evidenciada dentro de los municipios según se constata en las encuestas realizadas, principalmente en el personal operativo, que son aquellos que trabajan directamente con los usuarios y pueden tener los efectos causados por el servicio ofrecido. En consecuencia, esta investigación conlleva aumentar el servicio al usuario proporcionado por los colaboradores públicos. Y una relación muy estrecha entre el clima organizacional medido y la rotación de personar también se define al analizar la premisa de que si el clima organizacional mejora la rotación de personal se reducirá el malestar entre compañeros de trabajo, ya que puede haber razones que no se conocen o están fuera del control y, por lo tanto, no se pueden mejorar el lineamiento de prestigio institucional. Constant changes at the level of public organizations mean that they expand their vision and permanent competitiveness leads the Municipal Autonomous Decentralized Governments (GAD) to develop strategies to achieve their objectives, such as hiring and continuity of layoffs The staff represents a problem of great magnitude for the institutions, because without a doubt, it limits the efficient development that one would like to have, since the productivity of the institution is significantly affected, evidencing a bad organizational climate, subtracting the efficiency effectiveness and effectiveness in the processes, directly influencing the results This research determines an analysis of the causes of the organizational climate in a public institution. Due to the high rate of turnover evidenced within the municipalities as found in the surveys carried out, mainly in the operating personnel, which are those that work directly with users and can have the effects caused by the service offered. Consequently, this research entails increasing the user service provided by public collaborators. And a very close relationship between the measured organizational climate and the turnover of people is also defined when analyzing the premise that if the organizational climate improves staff turnover, discomfort among coworkers will be reduced, since there may be reasons that are not they know or are out of control and, therefore, the institutional prestige guidelines can not be improved. Palabras Clave: desempeño, talento humano, rotación, clima laboral, decisiones. Keywords: performance, human talent, rotation, labor climate, decisions.