Relationships between perception of organizational culture, work life balance and employee engagement

Abstract

The study investigated the relationships between Perception of Organizational Culture (POC) and Work Life Balance (WLB), Employee Engagement (EE), and the interactive effects of Work Life Balance on that relationship. The study took place in two International Non-Governmental Organizations which were Danish Refugee Council (DRC) and Fin Church Aid (FCA) in Uganda. The objectives of the study were to examine the relationship between Perception of Organizational Culture and Work Life Balance; to examine the relationship between Work Life Balance and Employee Engagement; to examine the relationship between Perception of Organizational Culture and Employee Engagement and to examine the mediational effects of Work Life Balance on the relationship between Perception of Organizational Culture and Employee engagement. A cross-sectional Correlational research design was used and a sample of 231 employees were selected using Stratified sampling technique. Findings from Pearson’s correlation analysis revealed that that Perception of Organizational Culture is negatively and significantly related to work life balance, Work Life Balance is positively and significantly related to employee engagement and that Perception of Organizational Culture was negatively and significantly related to Employee Engagement. The findings also revealed that work life balance mediates the relationship between Perception of Organizational Culture and Employee Engagement, whereby the effect of Perception of Organizational Culture on employee engagement reduces when controlling for the effects of work life balance, hence confirming that mediation occurred. In conclusion therefore, Organizations should encourage employees to uphold and cherish organizational values, beliefs and practices and they should continuously invest in employee engagement since engagement is a long term and ongoing initiative.