Markos, Solomon (PhD)Feleke, Zerihun2019-03-222023-11-042019-03-222023-11-042018-09-25http://etd.aau.edu.et/handle/123456789/17134Employee engagement has become a potentially valuable concept of today’s management. It has been in discussion for years; different reward plans and strategies were adopted over years to make employees engaged. This research conceptualizes and develops on five antecedents of employee engagement (Rewards & Recognition, Career development, supervision, job content/nature of works and communication) and tests how these factors affect the organizational engagement. The main objective of this study was to examine the key drivers of engagement and to determine engagement level in selected local NGOs. The specific objectives were to measure the level of work engagement, to determine relationships with their factors, and to examine the extent to which the antecedent influence the engagement. An explanatory research design with survey method is applied in this study. In order to fulfill the research purpose, quantitative study was adopted. Questionnaires were designed using 5 pointlikert scale. 65 questionnaires were collected from employees of the selected local NGOs. The study used both primary and secondary source of data. Data was analyzed using descriptive, correlational and multiple regression analysis. The study result has implied that supervision (r=0.727 ,p<0.01), reward & recognition (r=0.711 ,p<0.01) career development (r=0.707 ,p<0.01) are found to have strong positive relationship with employees engagement, moderate relationship obtained with communication (r=0.668, p<0.01), job content/nature of work (r=0.559, p<0.01). Reward & Recognition, Career development, Supervision, Job content/nature of work and Communication all have statistically significant positive relationship to Employee Engagement. So, to improve employee engagement level and have engaged employees of the selected local NGOs should do more on all the above five variablesen-USRewardCareer DevelopmentSupervisionThesis