The Role of Employees Engagement on their Turnover Intentions: The Case of Commercial Bank of Ethiopia
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Date
2018-02
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Addis Ababa University
Abstract
The purpose of this study was to investigate the role of employees’ engagement on their turnover intentions: the case of Commercial Bank of Ethiopia. The study used quantitative research method and employed both descriptive and explanatory research design to objectively answer the proposed research questions. To achieve the study objective, 368 sample respondents were selected through multistage sampling technique. Accordingly, data were collected through self-administered questionnaire from sample respondents. Out of 368 respondents, workable data were obtained from 335 respondents. The data, then, analyzed through descriptive, inferential statistics and independent samples T test. The finding of descriptive analysis revealed that more than half percentage of employees are under the category of neither engaged nor disengaged, and the mean score for the overall turnover intentions of employees is slightly above average. The independent samples T test revealed that both employees’ engagement and turnover intentions levels of employees significantly differ across five employees’ demographic characteristics (experience, age, gender, educational qualification and income) of employees. The spearman’s correlation analysis result showed that there is a significant strong negative relationship exists between employees’ engagement and turnover intentions. Among the dimensions dedication dimension has a very strong negative relationship with turnover intentions. Moreover, the ordinal regression analysis evidenced that both employees engagement dimensions are a significant predictors of employees turnover intentions, among them dedication dimension is a unique contributor for employees turnover intention; also the overall employees’ engagement is a statistically significant predictor of turnover intentions of employees. Furthermore, on the basis of the research findings, appropriate recommendations for practice along with directions for further studies have been forwarded.
Keywords: Employees’ Engagement, Vigor, Dedication, Absorption, Turnover Intentions.
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Keywords
Employees, Engagement, Vigor, Dedication, Absorption, Turnover Intentions