Digital talent and job satisfaction in the administrative staff of a public university with WarpPLS 8.0

Job satisfaction and digital talent are topics of growing interest in the context of digital transformation. Digitalization is changing the way organizations operate and how employees perceive their work. The state and its administrative staff is no exception, as these capabilities are essential to perform operational tasks that underpin the public institution's documentary processes. This study investigates the influence of digital talent (independent variable) on job satisfaction (dependent variable), employing structural equation modeling (SEM) using WarpPLS software. Digital Talent is broken down into three sub-variables: Digital Competencies of Employees (DCE), Capacity for Digital Innovation and Creativity (CIDC) and Adaptability and Continuous Learning (ACL), while Job Satisfaction is measured through two sub-variables: Work Environment (WE) and Professional Development Opportunities (PDO). The analyses revealed that Capacity for Innovation and Digital Creativity (CIDC) has a significant impact on Work Environment, with a path coefficient (β) of 0.13 (p = 0.01). Similarly, adaptability and continuous learning (ACL) positively influence the work environment, with a path coefficient (β) of 0.10 (p = 0.04). In addition, a strong relationship was found between professional development opportunities (PDO) and work environment, with a path coefficient (β) of 0.68 (p < 0.001). For the relationship between digital competencies (DCE) and career development opportunities, the path coefficient was 0.10 (p = 0.04). Digital talent is a key predictor of job satisfaction in administrative staff. The results suggest that investing in the development of digital capabilities, especially innovation and creativity, as well as adaptability, is essential to improve the work environment and career development opportunities.