A better understanding of the broader factors that impact on work engagement is required in order to understand how the organizational context influences work engagement. However, knowledge of broader contextual predictors of work engagement is scarce. Using a multilevel framework, this study examined the role of four organizational culture types in facilitating work engagement of employees. Based on the organizational culture literature and work engagement research, it was assumed that the relationship between organizational culture and work engagement would differ depending on culture type. Organizational culture was measured in 35 Norwegian organizations, whereas work engagement was measured on 463 employees working in these organizations. Applying multilevel methods the hypothesized relationships were statistically tested. The study found partly significant results for a positive relationship between the clan culture type and work engagement. There was however no support for the hypothesized relationship between the other three culture types and work engagement. The findings indicate that clan culture is a moderate predictor of work engagement, although results are unclear about how strong this relationship is. Based on the results, there is reason to suggest that the relationship between organizational culture and work engagement is potentially more complex than assumed in this paper. Future research should make efforts to include mediating variables when studying the relationship between the two concepts. Limitations and implications for practice are discussed.