An Evaluation of the Organizational Culture's Impact on Employee Satisfaction and Engagement: A Case Study of the National Registration Department

Abstract

Despite the recognized importance of organizational culture in fostering favorable outcomes, there remains a significant knowledge gap regarding its impact on employee satisfaction and engagement within Zambia's public sector, particularly the National Registration Department, where only 28% of employees report high engagement. This study aimed to examine the influence of organizational culture on employee job satisfaction and engagement, with specific objectives to assess the impact of innovation and risk-taking culture, evaluate the influence of attention to detail, investigate the effect of human-orientedness, and examine the relationship between team-orientedness and employee outcomes. The research employed a mixed-methods approach, combining quantitative surveys with qualitative interviews. A sample of 208 respondents (83.2% response rate) was selected through stratified random sampling across three departments. Data were analyzed using descriptive statistics, reliability testing, regression analysis, and thematic analysis. Findings revealed that all cultural dimensions positively influenced employee outcomes, with human-orientedness emerging as the strongest predictor of both job satisfaction (β = 0.36, p < 0.001) and engagement (β = 0.38, p < 0.001). The regression models explained 61% of variance in job satisfaction and 66% in engagement. Team-orientedness received the highest ratings (M = 4.40), followed by attention to detail (M = 4.35), while "failures from innovation are viewed as learning opportunities" scored lowest (M = 4.02). Qualitative insights revealed appreciation for collaborative environments and managerial support, though some noted inconsistencies in recognition practices and policy implementation. Recommendations include strengthening training programs to enhance precision and innovation, developing recognition frameworks that ensure equitable acknowledgment of contributions, implementing regular team-building initiatives to reinforce collaboration, and establishing policies that prioritize employee well-being while normalizing failure as a learning opportunity. Policymakers should integrate these cultural dimensions into institutional reforms to enhance public sector effectiveness and employee morale in Zambia. Keywords: Organizational Culture, Employee Engagement, Job Satisfaction, Public Sector, Innovation, Team-Orientedness, Human-Orientedness