Organizational commitment and retention of human talent in a company

Abstract

The main objective of this present research was to analyze the organizational commitment and retention of human talent in the Aula Tec company in the city of Chihuahua. The methodology used presents a quantitative approach, with a transversal and comparative descriptive design. The variables analyzed were organizational commitment and retention of human talent. A digital survey was used as an instrument through Google Forms with a Cronbach's Alpha of .886 and the statistical software SPSS version 22 was used as a tool. The results obtained from the opinions of the employees, significant differences were found; where women have significantly greater organizational commitment by perceiving sufficient recognition for doing a good job [F(1,43)= 6.359, p<.016]; Older employees have significantly greater retention of human talent, because they feel a moral obligation to remain in the company [F(2.42)= 4.151, p<.023] and because they would not leave their company [F(2.42 )= 3.835, p<.030]; single participants show significantly greater retention of human talent by believing that their salary is fair for their role in the company [F(2,44)= 3.480 p<.040]; and those employees with less seniority show significantly greater retention of human talent because outside the Aulas Tec company it would be difficult for them to get a job [F(1,43)= 3.791 p<.050]; and those who present postgraduate studies show significantly greater organizational commitment when they perceive that Aulas Tec offers them loans for external training that serves to increase their professional development [F(2,44)= 3,600 p<.036]. It is concluded that organizational commitment goes hand in hand with the management and promotions that the companies themselves grant to their employees; that the retention of human talent depends on the level of education and the little experience expressed in years of seniority within the organization.