Introduction:

At present, it is relevant to analyze intangible aspects in the management of human capital, in order to contribute in generating useful knowledge to the decision makers for the design and implementation of policies and practices more effective in personnel management.

Objective:

To analyze the relationship between the variables of organizational climate and job satisfaction from the perception of employees in public and private organizations.

Material and methods:

Research with a quantitative, non-experimental, transversal and explanatory approach. Questionnaire was applied to personnel of organizations that agreed to participate. We sampled 133 respondents, applying descriptive statistics for their characterization. The determinants of climate and job satisfaction were identified with exploratory factor analysis and in the assessment of the relationship between both constructs the regression analysis.

Results:

We identified eight factors that describe the organizational climate and confirm the underlying structure of the Litwin and Stringer model. In the Labor Satisfaction variable, the theoretical proposal of Warr, Cook and Wall is confirmed. The reliability of the questionnaire is adequate to obtain value superior to, 70 of the Alpha of Cronbach.

Conclusions:

Three dimensions of the organizational climate show positive and significant relationships with job satisfaction, providing empirical evidence from other contexts and units of analysis. These findings are relevant for human capital managers, in order to design and implement practices that contribute to improving the work climate due to the positive impacts it contributes to the satisfaction of workers.

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