<?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>2739-0063</journal-id>
<journal-title><![CDATA[Revista InveCom]]></journal-title>
<abbrev-journal-title><![CDATA[Revista InveCom]]></abbrev-journal-title>
<issn>2739-0063</issn>
<publisher>
<publisher-name><![CDATA[Asociación Investigadores Venezolanos de la Comunicación]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2739-00632026000302173</article-id>
<article-id pub-id-type="doi">10.5281/zenodo.18226167</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[El compromiso organizacional y la satisfacción laboral de los trabajadores]]></article-title>
<article-title xml:lang="en"><![CDATA[Organizational commitment and employee job satisfaction]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Cruzado]]></surname>
<given-names><![CDATA[Lourdes Betzabeth Lecca]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Rojas]]></surname>
<given-names><![CDATA[Kelly Dafve Nuñez]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Menacho]]></surname>
<given-names><![CDATA[Jessica Fabiola Luis]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Girón]]></surname>
<given-names><![CDATA[Jeferson Martin Palacios]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Lirio]]></surname>
<given-names><![CDATA[Fredy Jesús Robles]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Tapia]]></surname>
<given-names><![CDATA[Luz Marina Lara]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad César Vallejo  ]]></institution>
<addr-line><![CDATA[Perú ]]></addr-line>
<country>Peru</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad César Vallejo  ]]></institution>
<addr-line><![CDATA[Perú ]]></addr-line>
<country>Peru</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Universidad Nacional de Trujillo  ]]></institution>
<addr-line><![CDATA[Perú ]]></addr-line>
<country>Peru</country>
</aff>
<aff id="Af4">
<institution><![CDATA[,Universidad César Vallejo  ]]></institution>
<addr-line><![CDATA[Perú ]]></addr-line>
<country>Peru</country>
</aff>
<aff id="Af5">
<institution><![CDATA[,Universidad Peruana Unión  ]]></institution>
<addr-line><![CDATA[Perú ]]></addr-line>
<country>Peru</country>
</aff>
<aff id="Af6">
<institution><![CDATA[,Universidad Tecnológica del Perú  ]]></institution>
<addr-line><![CDATA[Perú ]]></addr-line>
<country>Peru</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>09</month>
<year>2026</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>09</month>
<year>2026</year>
</pub-date>
<volume>6</volume>
<numero>3</numero>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://ve.scielo.org/scielo.php?script=sci_arttext&amp;pid=S2739-00632026000302173&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://ve.scielo.org/scielo.php?script=sci_abstract&amp;pid=S2739-00632026000302173&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://ve.scielo.org/scielo.php?script=sci_pdf&amp;pid=S2739-00632026000302173&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen El presente estudio buscó determinar el impacto del compromiso organizacional en la satisfacción laboral de trabajadores de una municipalidad en la región Áncash, Perú (2025). En primer lugar, se empleó una metodología cuantitativa, de diseño no experimental, correlacional y transversal, lo que permitió analizar relaciones causales sin manipulación de variables. Además, la confiabilidad de los instrumentos se verificó mediante alphas de Cronbach elevados: 0.902 para el cuestionario de compromiso organizacional y 0.922 para el de satisfacción laboral, asegurando así la validez interna de las mediciones. Por otro lado, la muestra estratificada incluyó 120 trabajadores de la población total, seleccionados para representar diversos niveles jerárquicos y departamentos municipales. En consecuencia, los resultados revelaron una correlación positiva muy alta entre ambas variables (&#961;=0.962&#961;=0.962; p&lt;0.001p&lt;0.001), indicando una asociación estadísticamente significativa. Esto evidencia que, a mayores niveles de compromiso organizacional -entendido como identificación y lealtad con la institución-, los trabajadores reportan una satisfacción laboral notablemente superior en aspectos como tareas diarias, condiciones de trabajo y experiencias generales. Finalmente, se concluye que el compromiso organizacional actúa como predictor determinante no solo de la satisfacción laboral, sino también de la permanencia en el empleo. Por tanto, estos hallazgos sugieren intervenciones gerenciales enfocadas en fomentar el compromiso para elevar la retención y productividad en entidades públicas similares.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract This study sought to determine the impact of organizational commitment on job satisfaction among municipal employees in the Áncash region of Peru (2025). A quantitative, non-experimental, correlational, and cross-sectional methodology was employed, allowing for the analysis of causal relationships without variable manipulation. Furthermore, the reliability of the instruments was verified using high Cronbach's alphas: 0.902 for the organizational commitment questionnaire and 0.922 for the job satisfaction questionnaire, thus ensuring the internal validity of the measurements. The stratified sample included 120 employees from the total population, selected to represent various hierarchical levels and municipal departments. Consequently, the results revealed a very high positive correlation between both variables (&#961; = 0.962; p &lt; 0.001), indicating a statistically significant association. This demonstrates that higher levels of organizational commitment-understood as identification with and loyalty to the institution-are associated with significantly higher job satisfaction among employees, particularly regarding daily tasks, working conditions, and overall experiences. Ultimately, the study concludes that organizational commitment acts as a key predictor not only of job satisfaction but also of employee retention. Therefore, these findings suggest managerial interventions focused on fostering commitment to increase retention and productivity in similar public entities.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[compromiso organizacional]]></kwd>
<kwd lng="es"><![CDATA[satisfacción laboral]]></kwd>
<kwd lng="es"><![CDATA[compromiso normativo]]></kwd>
<kwd lng="es"><![CDATA[identificación emocional]]></kwd>
<kwd lng="en"><![CDATA[organizational commitment]]></kwd>
<kwd lng="en"><![CDATA[job satisfaction]]></kwd>
<kwd lng="en"><![CDATA[normative commitment]]></kwd>
<kwd lng="en"><![CDATA[emotional identification]]></kwd>
</kwd-group>
</article-meta>
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