THE EFFECT OF ORGANIZATIONAL CULTURE ON EMPLOYEE ENGAGEMENT: THE MEDIATING ROLE OF EMPLOYEE DEVELOPMENT

Abstract

This thesis proves that there is effect of culture (support each other and involve others) to employee engagement and not prove employee development mediating culture to employee engagement. Employee engagement is a crucial variable because it measures level of Vigor, dedication and absorption and it has directly impact to productivity, efficiency and relationship. For culture variable involve others dimension with lowest score on leaders willing to receive critics/inputs, giving appreciation and involve staffs in group decision (decision that impact to result). This culture is really crucial to employee engagement. For employee development with knowledge, skills and attitude especially receive feedback and psychological safety indicators have lowest score in fact it really crucial to be followed up. Next, quantitative research is needed to investigate other factors that impact employee engagement such as employee well-being (psychical, emotional and financial) and employee satisfaction.  For employee development, qualitative research is needed to investigate root problem in attitude dimension and psychological safety and qualitative research for culture dimension involve others related to leader’s role (investigate root problem on receive critics/inputs, give appreciation and decision making that involve staff and impact to result). When employee engagement is well implemented, to have employee with employee development at best level will need organization effort for their competency and anticipate future.