Relationship of Organizational Culture with employee engagement in Private Higher Educational Institutes of Bhopal

Abstract

The culture of the organization is the institution's values, customs, traditions and belief systems that give the organization distinctiveness and separate one organization from the other. Organizational culture gives the organization and its employees an identity by creating the organization's picture and assisting employees agree with the way and style of the organization's work. Objectives: The aim of the present study is to examine the relationship of organizational culture with employee engagement. Methods: The study was conducted on a sample of one hundred (N=100; age=25-45 years) employees of higher education of Bhopal. The organizational culture was assessed using OCTAPACE Profile Questionnaire with 40 items (Pareek, 2003) and employee engagement was measured on UTRECHT Work Engagement Scale with 17 items (Schaufali & Bakker, 2007). Results: Data were analysed by descriptive statistics, and Pearsons Product Moment Correlation Method. The results showed there is a significant positive relationship of confrontation and experimentation (two OCTAPACE dimensions) with employee engagement among employees working in private higher educational institutions of Bhopal. In contrast, no significant positive correlation was found among other OCTAPACE dimensions and employee engagement. Conclusion: It can be concluded that some factors of organizational culture play a significant role in determining the employee engagement. Suggestions: the findings of the study suggest that a healthy culture of an organisation should be created, encouraged and maintained for the better and productive employee engagement in the organizational work. If the culture of the organization is good then employees tend to work more vigorously and energetically. Employee engagement includes dedication towards work, involvement, interest and commitment.