The Effect of Employee Engagement on the Intent of Turnover –A Case of Ethiopian Airlines
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Date
2017-06-21
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Addis Ababa University
Abstract
This study was conducted with the intention of identifying employee engagement factors, defining and understanding the level of engagement in the case organization, Ethiopian Airlines and identifying the effect of level of engagement to the turnover intention. The title is young in Ethiopia which should be further studied and explored in the future.
A theoretical foundation was compiled for the study based on the literature review from renowned Authors and journals in the area of employee engagement. The target population for this study was determined to be professional management and non-management staffs of Ethiopian Airlines located in Addis Ababa. The researcher used explanatory research design. The study used both primary data and secondary data. For this study simple random sampling technique was used and 353 professional employees of Ethiopian Airlines were selected as the sample of the study. The researcher used questionnaires as a tool for data collection and questionnaire were distributed to 385 employees where only 345 of the responses were found appropriate and valid for analysis. Data was analysed using descriptive statistics which included mean and standard deviation; one way ANOVA, reliability test, Pearson correlation analysis and regression analysis were also used to analyse and present the data.
The summary of responses resulted in overall mean score of 4.6 which shows most of the staff i.e. 80.9% engaged, while the remaining 14.17% and 4.87% are engaged somewhat and disengaged respectively.
The One way ANOVA analysis indicates there are differences in the level of employee engagement between the different educational status, gender, experience and marital status. On the other hand, Pearson Correlation results showed that level of employee engagement is negatively related with turnover intention with a Pearson Correlation coefficient of r= -.576 which is significant at p < 0.01. Furthermore, the results of regression revealed that level of engagement has negative and significant effect on the turnover intention with a beta value of β1 = -.576 (p-value = 0.00 which is less than α = 0.05). Thus, organizations should clearly identify factors which define the engagement level of the organization to increase employee engagement level so that they can ensure lower turnover intention
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Employee Engagement