<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>0121-5051</journal-id>
<journal-title><![CDATA[Innovar]]></journal-title>
<abbrev-journal-title><![CDATA[Innovar]]></abbrev-journal-title>
<issn>0121-5051</issn>
<publisher>
<publisher-name><![CDATA[Facultad de Ciencias Económicas. Universidad Nacional de Colombia.]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S0121-50512020000200009</article-id>
<article-id pub-id-type="doi">10.15446/innovar.v30n76.85191</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[El clima y la satisfacción laboral del capital humano: factores diferenciados en organizaciones públicas y privadas]]></article-title>
<article-title xml:lang="en"><![CDATA[ORGANIZATIONAL CLIMATE AND JOB SATISFACTION OF HUMAN CAPITAL: DIFFERENTIATED FACTORS IN PUBLIC AND PRIVATE ORGANIZATIONS]]></article-title>
<article-title xml:lang="pt"><![CDATA[O CLIMA E A SATISFAÇÃO PROFISSIONAL DO CAPITAL HUMANO: FATORES DIFERENCIADOS EM ORGANIZAÇÕES PÚBLICAS E PRIVADAS]]></article-title>
<article-title xml:lang="fr"><![CDATA[LE CLIMAT DE TRAVAIL ET LA SATISFACTION DU CAPITAL HUMAIN: DES FACTEURS DIFFÉRENCIÉS DANS LES ORGANISATIONS PUBLIQUES ET PRIVÉES]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Pedraza Melo]]></surname>
<given-names><![CDATA[Norma Angélica]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad Autónoma de Tamaulipas  ]]></institution>
<addr-line><![CDATA[Tamaulipas ]]></addr-line>
<country>Mexico</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>06</month>
<year>2020</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>06</month>
<year>2020</year>
</pub-date>
<volume>30</volume>
<numero>76</numero>
<fpage>9</fpage>
<lpage>23</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_arttext&amp;pid=S0121-50512020000200009&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_abstract&amp;pid=S0121-50512020000200009&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_pdf&amp;pid=S0121-50512020000200009&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[RESUMEN: El clima organizacional y la satisfacción laboral son aspectos intangibles de interés en la gestión del capital humano. El objetivo de este artículo es analizar, desde la percepción de los empleados, la relación de ambos constructos. La investigación corresponde al enfoque empírico, racional y causal, observando las variables sin manipulación por parte del investigador y recabando los datos en momentos específicos del tiempo. Mediante una encuesta se conformó una muestra no probabilística de 80 sujetos. Con estadística descriptiva se caracterizó la población analizada. La estructura subyacente de los constructos de interés en esta investigación se determinó mediante técnica estadística de reducción de datos, en donde se confirmaron cinco factores del constructo ambiente laboral. Las emociones laborales ratifican el modelo de satisfacción intrínseca y extrínseca. El coeficiente alpha de Cronbach superior a 0,70 muestra la confiabilidad de la escala. Además, se utilizó modelado de ecuaciones estructurales para validar las relaciones hipotetizadas. Tres factores del clima organizacional -afecto, estándares e identidad- mostraron relaciones positivas y significativas con la satisfacción intrínseca y extrínseca. En el estudio se encontraron apreciaciones diferentes en la valoración que hacen empleados de organizaciones privadas, únicamente en las relaciones de identidad y estándares con la satisfacción intrínseca. Los resultados son relevantes por la contribución positiva que el clima organizacional aporta a la satisfacción de empleados y al desempeño organizacional.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[ABSTRACT: Organizational climate and job satisfaction are key intangible aspects for human resources management. The purpose of this paper is to study the relationship between these two concepts from the perception of employee. This research has an empirical, rational, and causal approach, observing the variables with no manipulation by the researcher and collecting data at specific points in time. Utilizing a survey, we created a non-probabilistic sample of 80 subjects. We characterized the population analyzed using descriptive statistics. The underlying structure of the concepts relevant to this research was determined by using data reduction statistics technique, confirming five factors of the organizational environment concept. Work emotions confirm the intrinsic and extrinsic satisfaction model. Cronbach's alpha coefficient above 0.70 shows the scale's reliability. Additionally, we used the structural equation model to validate the hypothetical associations. Three factors of the corporate environment -affection, standards, and identity- showed positive and significant associations with intrinsic and extrinsic satisfaction. The study found different perceptions in private organizations employees only in the association of identity and standards with intrinsic satisfaction. The results are relevant due to the positive contribution of the organizational climate to employee satisfaction and organizational performance.]]></p></abstract>
<abstract abstract-type="short" xml:lang="pt"><p><![CDATA[RESUMO: O clima organizacional e a satisfação profissional são aspectos intangíveis de interesse na gestão do capital humano. O objetivo deste artigo é analisar, a partir da percepção dos empregados, a relação de ambos os constructos. Para a pesquisa, utilizou-se da abordagem empírica, racional e causal, com a observação das variáveis sem manipulação por parte do pesquisador e a coleta de dados em momentos específicos. Por meio de questionário, uma amostra não probabilística de 80 sujeitos foi formada. A população para a análise foi caracterizada a partir de estatística descritiva. A estrutura subjacente dos constructos de interesse nesta pesquisa foi determinada mediante técnica estatística de redução de dados, em que foram confirmados cinco fatores do constructo ambiente organizacional. O coeficiente alfa de Cronbach superior a 0,70 mostra a confiabilidade da escala. Além disso, foi utilizado o modelado de equações estruturais para confirmar as relações hipotéticas. Três fatores do clima organizacional - afeto, padrões e identidade - mostraram relações positivas e significativas com a satisfação intrínseca e extrínseca. No estudo, foram encontradas considerações diferentes na avaliação que os empregados de organizações privadas fazem unicamente nas relações de identidade e padrões com a satisfação intrínseca. Os resultados são relevantes pela contribuição positiva que o clima organizacional confere à satisfação de empregados e ao desempenho organizacional.]]></p></abstract>
<abstract abstract-type="short" xml:lang="fr"><p><![CDATA[RÉSUMÉ: Le climat organisationnel et la satisfaction au travail sont des aspects intangibles d'intérêt pour la gestion du capital humain. L'objectif de cet article est d'analyser, à partir de la perception des salariés, la relation des deux construits. La recherche correspond à l'approche empirique, rationnelle et causale, en observant les variables sans manipulation de la part du chercheur et en collectant les données à des moments précis. On a constitué par une enquête un échantillon non probabiliste de 80 sujets. On a caractérisé la population analysée par des statistiques descriptives. La structure sous-jacente des construits d'intérêt dans cette recherche a été déterminée par la technique de réduction des données statistiques, où l'on a confirmé cinq facteurs du construit environnement de travail. Les émotions au travail ratifient le modèle de satisfaction intrinsèque et extrinsèque. Le coefficient alpha de Cronbach, supérieur à 0,70, montre la fiabilité de l'échelle. De plus, on a employé la modélisation d'équations structurelles pour valider les relations hypothétiques. Trois facteurs du climat organisationnel: l'affection, les standards et l'identité, ont montré des rapports positifs et notables avec la satisfaction intrinsèque et extrinsèque. Dans l'étude on a trouvé des appréciations différentes dans l'évaluation faite par les employés d'organisations privées, uniquement pour les relations d'identité et les standards avec une satisfaction intrinsèque. Les résultats sont pertinents pour la contribution positive que le climat organisationnel fournit à la satisfaction des employés et à la performance organisationnelle.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[capital humano]]></kwd>
<kwd lng="es"><![CDATA[clima organizacional]]></kwd>
<kwd lng="es"><![CDATA[satisfacción extrínseca]]></kwd>
<kwd lng="es"><![CDATA[satisfacción intrínseca]]></kwd>
<kwd lng="es"><![CDATA[organizaciones públicas y privadas]]></kwd>
<kwd lng="en"><![CDATA[Extrinsic satisfaction]]></kwd>
<kwd lng="en"><![CDATA[human capital]]></kwd>
<kwd lng="en"><![CDATA[intrinsic satisfaction]]></kwd>
<kwd lng="en"><![CDATA[organizational climate]]></kwd>
<kwd lng="en"><![CDATA[public and private organizations]]></kwd>
<kwd lng="pt"><![CDATA[capital humano]]></kwd>
<kwd lng="pt"><![CDATA[clima organizacional]]></kwd>
<kwd lng="pt"><![CDATA[organizações públicas e privadas]]></kwd>
<kwd lng="pt"><![CDATA[satisfação extrínseca]]></kwd>
<kwd lng="pt"><![CDATA[satisfação intrínseca]]></kwd>
<kwd lng="fr"><![CDATA[capital humain]]></kwd>
<kwd lng="fr"><![CDATA[climat organisationnel]]></kwd>
<kwd lng="fr"><![CDATA[organisations publiques et privées]]></kwd>
<kwd lng="fr"><![CDATA[satisfaction extrinsèque]]></kwd>
<kwd lng="fr"><![CDATA[satisfaction intrinsèque]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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