Claves empíricas de la satisfacción y del compromiso del talento en las organizaciones

  1. Justo Villafañe 1
  1. 1 Universidad Complutense de Madrid
    info

    Universidad Complutense de Madrid

    Madrid, España

    ROR 02p0gd045

Revista:
El profesional de la información

ISSN: 1386-6710,  1699-2407

Año de publicación: 2017

Título del ejemplar: Diseño de la información

Volumen: 26

Número: 6

Páginas: 1159-1171

Tipo: Artículo

DOI: 10.3145/EPI.2017.NOV.15 DIALNET GOOGLE SCHOLAR lock_openAcceso abierto editor

Otras publicaciones en: El profesional de la información

Resumen

Dentro del marco teórico de la teoría de la reputación corporativa, se identifican empíricamente las claves de las que depende la satisfacción de los empleados en una organización y su compromiso con ésta. Los estudios sobre gestión del talento consideran muchas veces que un alto porcentaje de los empleados de una compañía están satisfechos con su trabajo porque el índice de satisfacción de su clima interno puede llegar incluso al 80%. Sin embargo, uno de los primeros objetivos que este estudio se planteó fue verificar empíricamente no sólo el número de empleados satisfechos sino el de los comprometidos, ya que lograr la evolución desde organizaciones satisfechas hacia organizaciones comprometidas es el reto que plantea la teoría de la reputación corporativa en su aplicación al mundo de la dirección de personas y de la gestión del talento en las organizaciones.

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Fuente de los datos: Dialnet