This thesis presents the relationship between individual perceptions of the organizational climate and work engagement. Organizational climate refers to employees long-term perception of the work environment and culture of the organization in which they work. It is an important organizational concept that affects communication, problem and conflict solving, decision making, learning, motivation, job satisfaction and well-being within the organization. Today, it is very difficult for organizations to imagine their business and success in achieving organizational goals without adequate investment in their employees. Therefore, it is important that employees are engaged and productive at the workplace. Work engagement can be defined as a positive, fulfilling mental state related to work that is characterized by vigor, dedication and absorption in work tasks, the opposite of burnout. Theoretically speaking, the organizational climate has a big role in achieving high-quality work engagement of employees at their workplace. The main goal of this thesis is to investigate the relationship between organizational climate and work engagement based on domestic and foreign literature and empirical research conducted on a convenient sample of 104 respondents. According to the findings of the study, the organizational climate and employee engagement are adversely associated, which means that diminishing perceived organizational environment aspects leads to a rise in work engagement of employees at their workplace.