Learning culture and work engagement in the context of three generations

The thesis examines the impact of learning culture on work engagement from a generative perspective. In the theoretical part, the concept of learning culture in an organization is introduced, including its development and its different dimensions and levels. Subsequently, the theory of work engagement is defined, including its antecedents and consequences. The last part of the literature review is devoted to the concept of generational cohort with emphasis on Generations X, Y and Z. In the application part, the impact of learning culture on work engagement, intergenerational differences in perceptions of learning culture and the subsequent role of generation as a moderator of the relationship between the two constructs is assessed using the DLOQ and UWES questionnaires. The results of the data obtained demonstrated a relationship between the five dimensions of learning culture and work an-engagement, but did not demonstrate generational differences in perceived learning culture. The moderating effect of generational affiliation on the relationship between learning culture and work engagement was only demonstrated to a limited extent.