The research in my master's thesis is focused on examining the impact of organizational climate
dimensions on employee engagement in Company X. The theoretical part discusses key
concepts: organizational climate, its dimensions and employee engagement, along with
different approaches to their measurement. The study analyses dimensions of organizational
climate, including reputation, relationships and personal development, recognition and career
progression, communication and collaboration, direct leadership, leadership fairness,
empowerment, job satisfaction, diligence and personal activation, effort and trust within the
company. The key objective of the research was to examine which dimensions have the greatest
impact on employee engagement and how the company studied can improve them to strengthen
engagement. The empirical part of the research used a questionnaire designed to capture the
various dimensions of organizational climate. The findings revealed that empowerment is the
strongest predictor of employee engagement, followed by communication and collaboration
and job satisfaction. Surprisingly, leadership did not show a statistically significant impact on
engagement, indicating the need for further investigation into leadership’s role in fostering
engagement. The study emphasizes that enhancing employee engagement requires creating a
work environment where employees find meaning in their work, are actively involved in
organizational processes, and have influence over decision-making. The thesis highlights the
need for further research into the influence of organizational climate dimensions across
different companies and industries, and the adaptation of engagement measurement models for
a broader understanding of these connections.
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