The Relationship between Human Resource Management Practices and Employee Engagement: Moderating Role of Organizational Culture

Employee engagement has got a considerable attention among business consultant and academic community over the last few years. But still it needs to be prioritized in the academic research particularly it is essential to understand the antecedents of employee engagement. The objective of this study is to examine the relationship between HRM practices and employee engagement and whether organizational culture can moderate this relationship on the basis of social exchange theory. Survey data were collected from 283 employees working in private commercial banks in Bangladesh. Regression results indicated that compensation, job security and working condition had the significant association with employee engagement. In addition, hierarchical regression results revealed that organizational culture could partially moderate the link between HRM practices and employee engagement. Keywords: employee engagement, HRM practices, organizational culture, Social Exchange Theory, banks.