This applied dissertation was designed to understand employee's perception about the culture and engagement of a non-profit organization, and the impact their perception had on job satisfaction and turnover intention. Nonprofit organizations are mission-driven, and the principles they are built upon guide their visions and missions. Though the missions and visions of nonprofit organizations benefit and serve specific populations and communities, nonprofit organizations face organizational challenges of employee turnover and job satisfaction, as much for-profit organizations.

Two multiple linear regression analyses were conducted to address the two research questions that guided the study. Research Question 1--What impact, if any, do employees' perceptions of organizational culture and engagement have on their job satisfaction and Research Question 2--What impact, if any, do employees' perceptions of organizational culture and engagement, have on their turnover intentions? Both questions were measured by using the Engagement, Culture, Job Satisfaction, and Turnover Survey.

The results of the first multiple linear regression with organizational culture and employee engagement predicting job satisfaction was statistically significant. Both predictors provided a statistically significant contribution to the variation in job satisfaction, with an increase in both predictors resulting in an increase in job satisfaction score. The results of the second multiple linear regression with organizational culture and employee engagement predicting turnover intention was statistically significant. Organizational culture was the only statistically significant predictor, with an increase in organizational culture resulting in a decrease in turnover intention. Employee engagement was not statistically significant.