The Effect of Employee Engagement on Turnover Intentions: The Case of De Leopole International Hotel
No Thumbnail Available
Date
2022-06
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
Addis Ababa University
Abstract
The main objective of this paper is to examine the effect of Employee Engagement on turnover intentions: The case of De Leopole International Hotel. The study used a quantitative research method and employed both descriptive and explanatory research design. To achieve the study objective, 124 sample respondents were selected through the probability sampling technique. Accordingly, data were collected through self-administered questionnaires from sample respondents. Out of 124 respondents, workable data were obtained from 104 respondents. The effect of employee engagement on turnover intention is assessed quantitatively using a structured five-point Likert scale questionnaire and regression data analysis method. The result of the study reveals that the relationship between the three dimensions of employee engagement (vigor, dedication, and absorption) and employee turnover intention is significant and negative. The data were statistically analyzed using SPSS VR 28. It is concluded that the hotel has a low employee engagement level and moderate employee turnover intention. The result of regression analysis fully supported the hypothesis of the effect of employee engagement and turnover intention is significant and negative. Lastly, a recommendation is forwarded that leaders need to be aware of low-level employee energy and mental resilience while working and lack of strong involvement in work, employees lack experiencing a sense of significance and enthusiasm while working, not fully concentrating and happy engrossment in their work is a sign of lack of employee engagement. To alleviate this problem, leaders need to design proper programs to improve employee engagement and therefore reduce turnover intention.
Keywords: Employee engagement, Vigor, Dedication, Absorption, Turnover Intention