Organizational Climate, Climate Strength and Work Engagement

The objective of this study was to explore the role of human resource development climate quality and climate strength in determining work engagement at organizational level of analysis. Climate strength was examined for its linear, curvilinear and interactive effects on aggregate level work engagement. Data were collected from a total of 375 employees from 28 business organizations in India. Hierarchical regression analysis was used to examine the dynamics of relationship among study variables. Climate quality was found to relate significantly with work engagement. However, climate strength did not show any significant linear effects on work engagement after controlling for climate quality. Further, climate strength failed to show any curvilinear effects on climate quality-work engagement relationship. Interestingly, climate strength for one climate dimensions displayed significant moderation effects on climate quality-work engagement relationship. In addition to designing the customized interventions aimed at improving the development climate perceptions of each employee, providing opportunities for collaboration with people having more positive perceptions of development climate in the organization is likely to shower significant benefits for organizations in terms of engaged workforce.