The Influence of Organizational Climate on Work Engagement: Evidence from the Greek Industrial Sector

In today’s rapidly evolving and competitive business settings, sustaining work engagement has become a strategic imperative for organizations across sectors. Although work engagement research has traditionally emphasized individual and leadership factors, less is known about how specific dimensions of organizational climate shape work engagement, particularly in industrial contexts. This study examines the relationship between organizational climate and work engagement in the Greek manufacturing sector—an underexplored setting characterized by labor-intensive operations, and economic volatility. Grounded in the Job Demands–Resources (JD–R) model and using the Organizational Climate Measure (OCM), data were collected from 151 industrial employees. Findings revealed that perceptions of employee welfare, supervisory support, and integration were positively associated with work engagement, with welfare showing the strongest zero-order association. In multivariable models, no single facet independently reached significance, yet their combined contribution explained a small but meaningful share of variance in engagement. Furthermore, work engagement moderated the relationship between supervisory support and perceived integration, indicating that highly engaged employees are better able to translate support into collaborative behaviors and stronger alignment. These results highlight the strategic value of promoting supportive climates and integrating well-designed, work engagement-focused interventions within fundamental organizational practices.