Relationship between employee engagement and commitment in Barclays bank of Kenya

Abstract

Employees who are engaged in their work and committed to their organizations give companies crucial competitive advantages including higher productivity and lower employee turnover. This research investigated the relationship between employee engagement and employee commitment to the organization. The objective of the study was to establish the relationship between employee engagement and employee commitment at Barclays Bank of Kenya.This study adopted a descriptive survey design in the investigation of the relationship between employee engagement and employee commitment at Barclays Bank of Kenya. Stratified sampling technique was used to select the sample after which simple random sampling was used to select 175 respondents from the organisation. The study used both primary and secondary data. From the study it is evident that reward, adequate remuneration by the employer and recognition would work towards building of trust between employees and management. The organization encouraged sharing of information, knowledge and resources; and provided opportunities for employees to learn and grow thus influencing employee engagement and overall engagement policy framework to a great extent. Employee commitment is evidenced by good reward and salary programs, approaches that show interest in employee career development. It can be concluded that the allowing people to make their own decisions about work, to control their work, and to achieve their goals may help employees become more engaged in their jobs. Further to this it is recommended that managers within organizations involve employees more in setting goals. Organizations also need to formulate ways of recognition of contribution by employees that would help define what determines employee engagement in order to enhance commitment levels.