| Abstract [eng] |
Thesis consists of 98 pages, 15 figures, 15 tables, and 126 references. The aim of the work is to identify the impact of organizational culture on the employee engagement in the moderation of national cultural dimensions. Main goals: through a scholarly article analysis, identify, the links between organizational culture, employee engagement and national cultural dimensions; through empirical research establish links between organizational culture, employee involvement and national cultural dimensions; identify the moderating effect of national cultural dimensions on the link between organizational culture and employee engagement. Literature analysis has shown that there is a link between national culture, organizational culture and employee engagement. As organizational culture improves, employee engagement has been shown to increase. A quantitative study has been carried out in this thesis. Staff at Qatar University were chosen as respondents. Total number of respondents - 245. The main test methods were linear regression analysis and moderator analysis. The results of the quantitative study have shown that both the organizational culture and one of its dimensions (mission) have a positive impact on employee engagement. The moderator's analysis showed a slight but statistically significant moderative impact of uncertainty avoidance, power distance and masculinity dimensions to relationship between organizational culture and employee engagement. Proposed: pay greater attention to the strategic direction and strategic objective of the university by clearly identifying goals and objectives; to foster vision by clearly identifying the future direction; to reduce the hierarchy in the university management system by replacing it with democratic values-based leadership and overall organizational culture improvement to increase the performance and efficiency of staff and organization. |
