The Effect of Organizational Culture on Employee Engagement: The Moderating Role of Organizational Justice at Action Against Hunger Ethiopia

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dc.contributor.advisorDereje Abi (PhD)
dc.contributor.authorSosina Seyoum
dc.date.accessioned2026-03-03T05:01:51Z
dc.date.available2026-03-03T05:01:51Z
dc.date.issued2025-10-26
dc.description.abstractThis study explores the effect of Organizational Culture on Employee Engagement, with the moderating role of Organizational Justice. Data was collected from 120 employees from Action Against Hunger through a structured self-administered questionnaire. The four dimensions of Organizational Culture namely Involvement Culture, Consistency Culture, Adaptability Culture, and Mission Culture from Denison Organizational Culture Model, Employee Engagement and Organizational Justice were measured using validated Likert-scale instruments. Explanatory research design was employed to test the cause-and-effect relationship between Organizational Culture and Employee Engagement. In its approach, this study used quantitative analysis, specifically descriptive statistics to assess the level of employee’s engagement, organizational justice and which culture is more dominant in Action Against Hunger. Moreover, the effect of organizational culture on employee engagement and the moderation role of organizational justice was tested using multiple regression analysis. SPSS version 30.0.0.0 and Process Macro were used to generate the outputs of the data. The results revealed that Involvement Culture, Consistency Culture, Adaptability Culture, and Mission Culture all have a significant and positive effect on employee engagement. Additionally, organizational justice was found to has a marginal moderation on the effect between Mission Culture and employee engagement, suggesting that when employees perceive fairness within the organization, the positive impact of a shared mission on their engagement is amplified. However, the moderation effect of organizational justice in the relationship between involvement culture, consistency culture adaptability culture and employee engagement were found to not be significantly positive implying these variables have no interaction effect. To make this study more comprehensive suggestions for future research are forwarded.
dc.identifier.urihttps://etd.aau.edu.et/handle/123456789/7698
dc.language.isoen_US
dc.publisherAddis Ababa University
dc.subjectOrganizational Culture
dc.subjectOrganizational Justice
dc.subjectEmployee Engagement
dc.subjectInvolvement Culture
dc.subjectConsistency Culture
dc.subjectAdaptability Culture
dc.subjectMission Culture
dc.titleThe Effect of Organizational Culture on Employee Engagement: The Moderating Role of Organizational Justice at Action Against Hunger Ethiopia
dc.typeThesis

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