Work Engagement: Organizational Culture Point of View (original) (raw)

2020, Psychological Applications and Trends 2020

Introduction. Currently, the problem of employee work engagement is one of the most urgent in the field of employee management. A high degree of work engagement of employees directly affects the efficiency of organizations and labor productivity. The study attempted to consider the value determinants of work engagement of employees, such as the value correspondence of employees and organizations, aspiration index (internal, external). We assumed that the level and indicators of work engagement (vigor, dedication, absorption) are directly related to the index of the realization of employee's value expectations in the organization and their internal aspiration index. Employees with a high level of engagement have a positive impact on the quality of their organization's products (Schaufeli, Salanova, 2011). The results of our study allow us contribute to understanding the value aspects of employees work engagement, creating and supporting the «We-concept» of organizations to increase their effectiveness. Method. Research sample consist the employees of three various organizations and their direct heads. 90 people, 57 women and 73 men aged from 20 up to 60 years participated in the study. The following techniques were used: "Utrecht work engagement scale" (UWES) (Schaufeli, Bakker, 2003), "Organizational Culture Assessment Instrument" (OCAI) by K. Cameron and R. Quinn, "Aspiration index" (Desi, Ryan, 2017) или (Kasser, Ryan, 1996). The data was processed by descriptive statistics, correlation and multiple regression analysis. The result of the work is to assess the contribution of the evaluations ratio of preferred and present organizational culture and aspiration index to the work engagement.