| Abstract [eng] |
The thesis consists of 63 pages, 7 figures, 18 tables, and 117 references. The main objective of this master's thesis is to identify the links between workplace discrimination and employee engagement, moderated by organizational culture and perceived organizational support (SPOS). The thesis consists of 4 main parts: a review of scientific literature, empirical research methodology, analysis and summarization of research results, conclusions and recommendations. The review of scientific literature presents the main concepts, theoretical models, and factors influencing the consequences of discrimination at work and employee engagement. The importance of organizational culture and perceived organizational support is also analyzed. A quantitative study was chosen, consisting of four constructs and a block of demographic questions. A total of 238 respondents participated in the study. The SPSS software package with the Process V5.0 macro plugin was used for data analysis. For the moderator analysis, model 2 was selected in the plugin, allowing for the assessment of the conditional effect of organizational culture and perceived organizational support on the relationship between discrimination at work and employee engagement. The results of the study showed that discrimination at work significantly reduces employee engagement. It was found that organizational culture weakens this negative effect, while SPOS did not play a moderating role. The conclusions present the main results of the empirical study, the confirmed and rejected hypotheses, and discuss the identified relationships. The study suggests that the organizational environment, especially its culture, is a significant factor that can mitigate the damage caused by discrimination to employee engagement. The work done may be useful for future research on the topics of discrimination at work, employee engagement, and the organizational environment. |
