Relação entre a cultura organizacional e a retenção de talentos: uma revisão narrativa da literatura

Abstract

In a context marked by rapid transformations in the labor market, it is increasingly important to understand how intangible factors—such as organizational culture—directly impact employee experience and retention. The growing demand for ethical, human-centered work environments aligned with personal values has highlighted the strategic role of culture in contemporary corporate dynamics. This study aims to analyze the relationship between organizational culture and talent retention, emphasizing the key cultural elements that influence professionals’ decision to remain in organizations. The research was conducted through a narrative literature review, with a critical analysis of recent scientific publications in the fields of people management, organizational behavior, and retention strategies. The selected studies focus on factors such as engagement, quality of work life, value alignment, and leadership practices. The findings indicate that organizational practices aligned with institutional values—such as participative leadership, recognition, professional development, work-life balance, and connection to organizational purpose—have a significant impact on employee engagement and retention. Consistency between discourse and daily practice emerged as a crucial factor in fostering trust and emotional commitment to the organization. It is concluded that organizational culture plays a fundamental role in people management and in building a favorable environment for talent retention. When well-structured and authentically practiced, it becomes a competitive advantage capable of strengthening organizational identity, reducing turnover, and promoting long-term employee commitment.