The study examined the effect of organizational climate on employee engagement at the University of Calabar Teaching Hospital in Cross River State, Nigeria. It specifically investigated the impact of reward systems and autonomy on employee engagement. The study was based on Social Exchange Theory. A survey research design was used, and a sample of 341 was drawn from a population of 2,940 clinical and non-clinical staff at the hospital, using the Krejcie and Morgan table to determine the sample size. Data were collected through a questionnaire. The data were analyzed and summarized using descriptive statistics such as mean and standard deviation, and the hypotheses were tested using inferential statistics such as simple and multiple regression analysis. The findings revealed that reward systems and autonomy, both individually and jointly have a statistically significant positive impact on employee engagement. The study concluded that both reward systems and autonomy are significant predictors of employee engagement at the University of Calabar Teaching Hospital. Consequently, it is recommended that the hospital enhance its reward system by providing both monetary and non-monetary rewards; boost employee autonomy by granting employees greater control over their work; and combine rewards and autonomy by creating plans that acknowledge accomplishments while permitting flexibility in how employees complete their tasks, ensuring optimal engagement and productivity.

Keywords: Organizational Climate, Reward Systems, Autonomy, Employee Engagement.