Abstract

The purpose of the paper is to identify the specific dimensions of Human Resource Development Climate (HRDC) that significantly affect Employee Engagement (EE). It places the importance of HRDC in enhancing EE within the public sector in a developing country and finds answer to the question on the dimension of HRDC that causes employees to be engaged. The paper uses a self-designed questionnaire, made up of HRD climate survey and Utrecht work engagement scale to gather data from 355 respondents and analyzed using multiple regressions. Based on the data analyzed, results showed that HRDC has a positive and significant effect on employee engagement. Additionally, it was found that employees are highly engaged in situations where their organization exhibits the HR Mechanism dimension of HRDC. The limitation is, it did not focus on the entire public sector but focused only on civil servants. It is therefore recommended that further studies be carried out with focus on other public sector organizations to confirm or refute the findings. This study adds to the limited literature on HRDC and EE in public sector organizations in a developing country. This finding brings to bear the major dimension of HRDC that managers should focus on improving employee engagement in a developing country, in which a high power distance culture exists.