INFLUENCE OF ORGANIZATIONAL CLIMATE ON EMPLOYEE ENGAGEMENT IN PUBLIC SECTOR IN COMPARISON TO PRIVATE

Vsaka organizacija, tako v javnem kot v zasebnem sektorju, želi imeti dobro organizacijsko klimo ter zavzete zaposlene. Gre za ključna dejavnika, na katera ima največji vpliv vodstvo. Z vidika raznolikosti okvira vodenja je glavna tema magistrskega dela primerjati vpliv obeh pojmov med dvema različnima sektorjema. V magistrskem delu smo preverjali tri hipoteze, ki se nanašajo na cilje dela. Predpostavili smo pozitiven vpliv organizacijske klime na zavzetost zaposlenih v zasebnem podjetju, različnost dimenzij vpliva pojavov v obeh organizacijah ter razliko v strukturi dimenzionalnosti preučevanih konstruktov med sektorjema. Analizo konstruktov smo opravili s pomočjo kombinacije izbranih merilnih orodij, in sicer: za merjenje organizacijske klime vprašalnik Rao & Abraham, za merjenje zavzetosti vprašalnik UWES-17. Vpliv organizacijske klime na zavzetost je v podjetju X izračunan z regresijsko analizo prek novo oblikovanih dimenzij, ki smo jih dobili s faktorsko analizo. Rezultati so pokazali, da gre za pozitiven vpliv obravnavanih konstruktov, kar je enako kot v državnem organu. Analiza vpliva dimenzij organizacijske klime na dva faktorja zavzetosti zaposlenih je pokazala različnost vpliva na dimenzijo »vpetost« in podoben vpliv na dimenzijo »občutki in navdušenost«. Struktura dimenzionalnosti organizacijske klime je drugačna, v zasebnem podjetju je štiridimenzionalna, v državnem organu petdimenzionalna, zavzetost pa je pri obeh organizacijah dvodimenzionalna. Raziskava je prispevela k uporabnosti in preverjanju orodja v podjetju X in tako prispevala k dodatnemu pogledu na problematiko.Every organization, whether in the public or private sector, wants to have a good organizational climate and a high level of employee engagement. These are the key factors that are most influenced by management. It is precisely from the perspective of diversity in leadership style that the main theme of the master\u27s thesis is to compare the impact of the two concepts between two different sectors. In the master\u27s thesis, we tested three hypotheses that relate to the goals of the thesis. We assumed a positive influence of the organizational climate on the involvement of employees in a private company, the different dimensions of the impact of phenomena in both organizations, and the difference in the dimensionality of the constructs studied between the two organizations. The constructs were analyzed using a combination of selected measurement tools, namely: to measure organizational climate, the Rao & Abraham questionnaire, to measure commitment, the UWES-17 questionnaire. The influence of organizational climate on commitment is calculated in company X by regression analysis through newly formed dimensions obtained by factor analysis. The results showed that there is a positive and moderate influence of the constructs under consideration, which is the same result as in the state body. An analysis of the impact of organizational climate dimensions on the two factors of employee engagement showed a different influence on the dimension »engagement« and a similar impact on the dimension »feelings and enthusiasm«. The dimensional structure of the organizational climate is different. In a private company it is four-dimensional in a public sector it is five-dimensional, when commitment in both cases is two-dimensional. The research contributed to the usefulness and validation of the tool in company X, thus contributing to an additional perspective on the issue