Relationship Between Employee Engagement And Organizations Commitment At The Kenyan Teachers Service Commission

Abstract

In any organization, employee engagement is most important as it forms foundation where a worker works in an organization in the best interest as he has an intrinsic desire to do so by free choice. The engaged employee goes an added mile, they trust in and associates themselves with the organization, put more effort to make things well improved, they are aware of the company framework and compliments fellow workmates. The main objective of the study was to determine the relationship between employee engagement and organizational commitment at the Kenya Teachers Services. A descriptive research survey design and Stratified sampling technique were adopted by this study. The sample size consisted 200 respondents working at the Kenyan Teachers Service Commission (TSC). The tool used to collect data from the participants was a questionnaire. From this research, it is evident that the employees of the commission are committed to serving the commission until retirement as long as their work gives them satisfaction and there is feedback on their progress and room for improvement. Also from the results, TSC employees expect the commission to appreciate their efforts towards the organization by engaging in activities that are in support of the mission, goals, and objectives of TSC as commission. It was also established that the TSC employees are aware of the need to be loyal to the organization but still asserted it was not necessary to be loyal all the time as it all depends on how the employer was treating them. Other factors that would foster employee engagement and organizational commitment include employer enhancing a culture of teamwork, career development, and growth, employee recognition, team building, training and seminars for employees and suitable working environment. In conclusion, TSC as Commission should engage the employees in making decisions and d take into consideration their opinions as this would increase the levels of employee engagement and commitment. Employers should treat employees with same qualifications equally in terms of remuneration and reward as this foster employee engagement and commitment. It was also concluded that in correlation between the two variables, there existed a significant positive relationship. In an organization where employee engagement and commitment is not handled well, employees are bound to disengage and not provide their commitment and engagement with the organization. A further research study can be carried out to investigate if employee engagement causes organizational commitment or the reverse.