Antony Ariel Caisa Ronda, Ángel Alberto Villarroel Maya
Objective: The study analyzed the organizational climate factors in a municipal decentralized autonomous government in the province of Cotopaxi. The purpose was to identify the dimensions rated highest and lowest by public servants and to generate relevant input for decision-making in leadership and human talent management. Methodology: A quantitative, non-experimental, descriptive study was conducted. Data collection was carried out using a structured questionnaire with a five-point Likert-type scale, administered to public servants of the municipal GAD. The reliability of the instrument was assessed using Cronbach’s alpha coefficient, yielding a value of 0.983, and data processing was performed with SPSS software, using benchmarks for interpreting the results. Results: The findings revealed that the organizational climate was predominantly perceived as low (44.40%), while the leadership (66.90%), commitment (64.50%), and work environment (63.80%) dimensions reached intermediate levels of acceptance. Strengths related to trust in leadership, initiative, and openness to change were identified; however, weaknesses persisted in work organization, recognition, professional development, equity, and resource availability. Conclusions: It was concluded that the organizational climate exhibits significant gaps that limit the consolidation of a favorable work environment. The results provide empirical evidence for the design of institutional policies aimed at strengthening leadership, recognizing performance, fostering professional development, and providing resources. Furthermore, they open future lines of research focused on the comparative analysis of organizational climate in various public management contexts.