Influence of Organizational Management Culture on Remote Employee Engagement Post-Pandemic, Measured by EENDEED, a Validated Instrument

Abstract

With the current post-pandemic unpredictable work environment characterized by remote and hybrid work, the management culture of an organization is critical and essential to creating and maintaining a desirable working environment. Such a culture of management is modeled by managers of the organization and propagated in new managers as they strive to motivate, inspire, and engage employees in this post-pandemic era. The purpose of this study was to investigate if the four types of management culture (teamwork, innovation, competition, and conformity) as determined by the Organizational Culture Assessment Instrument (OCAI) have a direct influence on the engagement of remote employees. To investigate the influence of an organizational management culture on remote employee engagement, this study employed a quantitative, non-experimental correlational design. Remote employee engagement was measured using a validated instrument called EENDEED (Enhanced Engagement Nurtured by Determination, Efficacy, and Exchange Dimensions). For this study, data were collected through an online survey in which 250 participants completed an online survey questionnaire. All the participants were workers residing in the United States of America. With 250 participants, the sample size was considered more than adequate for the study as this number was well above the 129 recommended by GPower 3.1 calculation. The findings of this study confirmed that there was a statistically significant relationship between an organization’s management culture and its remote employees’ level of engagement. In other words, the organization management culture as defined by OCAI contributes substantially to employee engagement. However, the management culture that employs TEAMWORK demonstrated the highest contribution in predicting remote employee engagement; while COMPETITION based management cultures do not significantly contribute to remote employee engagement. By installing and nurturing these keys components in their culture, managers can effectively create a culture that values and boosts remote employee engagement.