Drivers of Employee Engagement: The Case of Ethiopian Insurance Corporation
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Date
2018-05-17
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Addis Ababa University
Abstract
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
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Keywords
Drivers of engagement, engagement level, Vigour