Influence of employee engagement on staff intention to quit compassion international projects
Ochieng, Linet K
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Employee engagement is a workplace approach designed to ensure that employees are committed to their organization’s goals and motivated to contribute to organizational success, and are able at the same time to enhance their own sense of well-being. Employee engagement equals emotional commitment and connection that an employee has with their organization and strongly relates to key organizational outcomes. This research investigated the influence of employee engagement on staff intention to quit Compassion International projects. The objective of the study was to investigate the influence of employee engagement on staff intention to quit Compassion International projects. This study adopted a descriptive survey design in investigation of the influence of employee engagement on staff intention to quit Compassion International projects. Stratified sampling technique was used to select the sample after which simple random sampling was used to select 101 respondents from the organization. The study used primary data. From the study it is evident that treating employees with respect, recognition and career growth would work towards building employee engagement. The organization encouraged sharing of information, knowledge and resources; employees have materials and equipment to do the work right, knowing what is expected at work and the mission of the organization makes them feel their jobs are meaningful. Intention to quit is evidenced by plans to leave the organization, consideration for job offers, lack of ideas and doubts on how much longer to stay with the organization. It can be concluded that competitive remuneration programs, recognition, career growth, creation of a sense of belonging and allowing employee voice builds engaged workers would help define what determines employee engagement in order to reduce intention to quit. When employee aspirations have not been satisfied the employee looks to an alignment of value-meaning, which is displayed by a true sense of connection, a common purpose and a shared sense of meaning at work. When one of these needs is not satisfied the employee will most likely intend to quit and begin looking for other organizations that can satisfy their needs. Organizations working with project workers need to implement total reward programs, make jobs meaningful, invest in and show interest in employee work life, creation of a sense of belonging while allowing employee voice or opinions in their worker. Project workers are confronted by challenging and diverse work environments that encourage intention to quit. Managers should ensure employees have everything they need to do their jobs, that employees have all the resources such as physical or material, financial and information resources in order to effectively do their job through enhancing work-life balance and engagement at work.
University of Nairobi