Organizational Culture and Employee Engagement of a Water Utility Service Provider

Ruth S. Galamiton*, Pearl Keith B. Mejoy, Krizzia Guen S. Dela Cerna, Angelica E. Entrina, Glory Fe C. Lecera and Joy Amor P. Montales
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Ruth S. Galamiton*: Business Administration Department, College of Business, Bukidnon State University, Philippines
Pearl Keith B. Mejoy: Business Administration Department, College of Business, Bukidnon State University, Philippines
Krizzia Guen S. Dela Cerna: Business Administration Department, College of Business, Bukidnon State University, Philippines
Angelica E. Entrina: Business Administration Department, College of Business, Bukidnon State University, Philippines
Glory Fe C. Lecera: Business Administration Department, College of Business, Bukidnon State University, Philippines
Joy Amor P. Montales: Business Administration Department, College of Business, Bukidnon State University, Philippines

International Journal of Research and Innovation in Applied Science, 2025, vol. 10, issue 4, 378-390

Abstract: This paper looked into the dimensions of the organizational culture and the parameters of employee engagement. The primary purpose of the research is to identify the relationship between organizational culture and employee engagement, the independent and dependent variables, respectively. The study utilized the quantitative descriptive correlational design. The researchers gathered data from eighty (80) local water utility provider employees. The data were collected using an approved questionnaire and analysed using descriptive analysis and Pearson Correlational Coefficient (r) statistical tool. The study's findings showed that in terms of organizational culture, the organization occasionally demonstrated its cultural dimensions. The result implied a sometimes practiced culture, meaning it has a moderate strategy and structure contributing to employee involvement and internal practices. Among the dimensions of organizational culture, uncertainty avoidance is the highest implying that employees tend to avoid unpredictable situations because they feel anxious when things are different. The study also revealed that the drivers of employee engagement strongly engaged the participants. The result suggested that higher employee engagement may boost employee dedication and involvement, which fosters a collaborative workforce for organizational success and sustainability. The driver shared mood is the highest suggesting that positive mood is a motivator of engagement. The correlational analysis showed a moderate positive relationship between organizational culture and employee engagement which means that the variables are moderately related to each other. The study further suggests that having a positive corporate culture will lead to higher employee engagement. Researchers recommend further research in the academic area for future researchers.

Date: 2025
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