Abstract
The study aims to determine the correlation between organizational climate and work engagement of the employees. To strengthen the theory of the study, related literature was reviewed. The study used a descriptive correlational research design. To gather the data, questionnaires were used. The population of the study was all faculty and employees of the colleges in the Ilocos region. Since it is a quantitative study, the statistic was used to interpret the data. The weighted mean was used to determine the average mean of different organizational climate dimensions and different dimensions of work engagement, while Pearson r Correlation was used to determine the correlation between the organizational climate and work engagement of the employees. The results indicate that there is a significant correlation between organizational climate and work engagement of employees.
Highlights
The game of business nowadays is competition and to win the competition, one must have the necessary strategy to play the game and win big (Wilson, 2012)
Given that all the elements that we have mentioned are in place, can we be assured that the vision, mission, and objectives will be achieved? It is not a guarantee if other factors such as organizational climate are not given attention
Even when the dimensions of organizational climate are taken separately, it shows that all the dimensions of organizational climate such as clarity, standards, responsibility, flexibility, rewards, and recognition, and team commitment are significantly correlated to different dimensions of work engagement such as cognitive work engagement, emotional work engagement, and physical work engagement
Summary
The game of business nowadays is competition and to win the competition, one must have the necessary strategy to play the game and win big (Wilson, 2012). Climate affects the temperature of the organization which eventually affects the employees' or workers’ behavior, motivation, and work engagement (Chaudhary, et al, 2013, Sunarsih & Helmiatin, 2017, Sambandam & Chockalingam, 2019). It affects the attainment of the vision, mission, and objective of the organization. If the employees are in a good mood, it is expected to be good for the organization but if they do not feel good, it is not going to be good for the organization It affects the whole plan and can fail the organization
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