Drivers of Employee Engagement: The Case of Ethiopian Insurance Corporation

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Addis Ababa University


This paper is intended to determine the drivers of employee engagement in the case of Ethiopian Insurance Corporation. In order to identify whether the drivers considered as having an impact on the engagement of employees, it is necessary to examine the engagement level using the appropriate measurement tool and then establish the relationship between the drivers and the engagement level. In view of this, the researcher employed a validated engagement measurement tool known as the Utrecht Work Engagement Scale (UWES). Data were collected by distributing questionnaires to 230 employees of EIC. Respondents were requested to mark their agreement level which is based on 5-point Likert Scale. The question related to engagement consists of the factors that are supposed to drive engagement: a) Training, Development and Career Opportunity b) Immediate Management c) Performance and Appraisal d) Equal Opportunity and Fair treatment, e) Nature of the job. The engagement measurement criteria designed by Schaufeli& Baker (2004) which has three aspects namely, vigour, dedication and absorption which in total consist 17 items were measured. The data gathered was entered into SPSS in order to analyse by the statistical tools such as descriptive statistics which involves percentage analysis, mean analysis and correlation of independent and dependent variables. The findings indicated that the mean value of all engagement dimensions i.e. Vigour, Dedication and Absorption is above average and the aggregate mean value of engagement is 3.49 which are moderately engaged. Furthermore, the result of engagement drivers shows that the management of EIC need to address issues related to training, development and career opportunity as well as performance management and appraisal as employees rating is well below the acceptable range. If the factors that affect engagement level are addressed there will be an improvement in the engagement level of employees since the regression analysis result indicate R Square value of .77 and P<.001. This means that 77% of variance in employee engagement level is explained by the engagement factors and the 23% is attributed to other factors. Therefore, there is a strong relationship between the independent variables and the dependent variables that the factors identified as drivers of employee engagement need to be addressed well in order to improve employee engagement



Drivers of engagement, engagement level, Vigour