Factors That Affect Turnover Intention: A Mediation Analysis of Employee Engagement. (The Case of Public Health Centers in Addis Ababa Gulele Sub City)

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High employee turnover can be an indicator of organizations fails to achieve their goals. The purpose of this research was to investigate the antecedents and consequence of employee engagement. The study consisted of measures of employee engagement with antecedents of -employee recognition, distributive justice, procedural justice, interactional justice, person-job fit, and work-life balance; and employee engagement as a mediator variable between the antecedent variables and the outcome variable employee turnover intention. Data was collected through a five-point Likert scale questionnaire to 237 randomly selected employees. The non-responding rate was 5 percent. All the data were checked for missing values using SPSS version 25 and no missing data was found. Correlation and regression analyses were tested. The result indicated there is a positive relationship between the antecedent variables and employee engagement; and a negative relationship with the outcome variable. The result also indicated there is a negative relationship between employee engagement and turnover intention, Moreover the result showed employee engagement partially mediates the relationship between the antecedent variables and the outcome variable. The practical implication of the study is managers of the study population need to focus on employee engagement in order to reduce the turnover intention of their employees as the study confirmed there is a strongly negative relationship between the two. The managers need also to focus on how to identify the real determinants of employee engagement so that they are able to increase the level of their employee engagement. The result of the study also implies the managers need to focus on the non-financial aspects of employee engagement to retain their best talents typically at the time of financial problems, Furthermore, on the basis of the research findings, appropriate recommendations for practice along with directions for further studies have been forwarded


Presented in Partial Fulfillment of the Requirements for the Degree of Master of Science in Management


Distributive Justice, Employee Engagement, Procedural Justice, Turnover Intention