11.3 Effects of Employee Engagement on Employee Turnover at the Ethiopian Management Institute

Mesfin Lemma, International Leadership Institute, Ethiopia
Hayget Adhana, Ethiopian Management Institute

Abstract

The aim of the study was to investigate the effect of employee engagement on the turnover intention of employees in the Ethiopian Management Institute. The data was collected through a self-administered questionnaire from 160 respondents. The instruments used for data collection were a Gallup Poll (1985) 12-item employee engagement questionnaire and the Shore and Martin (1989) 4-item turnover intention survey tool. Spearman’s Rank Correlation Statistical tool and linear regression were used to test the hypotheses. The findings revealed that there was a moderate level of employee engagement. The findings also showed that the turnover intention level of employees in the institute was moderate. A significant negative relationship was found between employee engagement and turnover intention. A significant negative relationship was also found between turnover intention and employee engagement factors such as opportunity, recognition, perception of care, development, sense of mission, opinion counts, co-worker commitment to quality, existence of friendliness in the workplace, progress feedback, and an opportunity to learn and grow. No significant relationship was found between employee engagement factors such as clarity of expectation and availability of materials and equipment with turnover intention. The result of the study also revealed that employee engagement is a major predictor of turnover intention and of the twelve employee engagement factors. Only care was found to be a significant predictor of turnover intention.

 
Aug 18th, 3:30 PM Aug 18th, 4:30 PM

11.3 Effects of Employee Engagement on Employee Turnover at the Ethiopian Management Institute

1920 Sangren Hall

The aim of the study was to investigate the effect of employee engagement on the turnover intention of employees in the Ethiopian Management Institute. The data was collected through a self-administered questionnaire from 160 respondents. The instruments used for data collection were a Gallup Poll (1985) 12-item employee engagement questionnaire and the Shore and Martin (1989) 4-item turnover intention survey tool. Spearman’s Rank Correlation Statistical tool and linear regression were used to test the hypotheses. The findings revealed that there was a moderate level of employee engagement. The findings also showed that the turnover intention level of employees in the institute was moderate. A significant negative relationship was found between employee engagement and turnover intention. A significant negative relationship was also found between turnover intention and employee engagement factors such as opportunity, recognition, perception of care, development, sense of mission, opinion counts, co-worker commitment to quality, existence of friendliness in the workplace, progress feedback, and an opportunity to learn and grow. No significant relationship was found between employee engagement factors such as clarity of expectation and availability of materials and equipment with turnover intention. The result of the study also revealed that employee engagement is a major predictor of turnover intention and of the twelve employee engagement factors. Only care was found to be a significant predictor of turnover intention.