Abstract
Meaningful interpretations of work environments by the employees play a significant role in satisfying
psychological needs at work and are major engagement drivers. There has been a gap in research exploring
multi-dimensionality of organizational climate, the extent to which organizations offer autonomy and
empowerment to employees and generating consequences such as employee engagement. The current study
explored these factors in relation to employee engagement. Dimensions of organizational climate chosen for the
study were participation in decision making, supervisor’s support, formalization, organizational goal clarity,
innovation and flexibility, reflexivity, and pressure to produce. Organizational Climate Measure (Patterson et
al., 2005), Work Autonomy Scale (Breaugh, 1985) and The ISA (Intellectual, Social and Affective)
Engagement Scale (Soane et al., 2012) were administered on a convenient sample of 292 (215 males, 77
females) white-collar employees across Pakistan. Results indicated that there was a significant positive
correlation between participation in decision making, supervisor’s support, innovation & flexibility, clarity of
organizational goals, formalization and reflexivity, work autonomy and employee engagement. Results also
indicated that pressure to produce had a strong negative correlation to participation in decision making,
supervisor’s support, innovation & flexibility, clarity of organizational goals, reflexivity and work autonomy.
Furthermore, women in white-collar professions exhibited more employee engagement and perceived more
work autonomy than men. The study carries implications for creating particular organizational environments to
foster employee engagement at work.
Muhammad Mohsin Ijaz, Amina Hanif Tarar. (2020) Work Autonomy, Organizational Climate and Employee Engagement, Pakistan Journal of Social and Clinical Psychology, Volume-18, Issue-1.
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