Relationship between Employee Engagement and Turnover Intention - An Empirical Evidence

Abstract

Employee engagement has become a popular subject of study by both academia and survey houses. This study intends to add new light to the existing body of literature, by identifying factors driving employee engagement and determining the extent to which employee engagement affects turnover intention. A theoretical foundation was compiled for the study, based on the literature review. The target population for this study was the professional management and non-management staff of Ethiopian Airlines located in Addis Ababa. Explanatory research design has been employed. Primary data was collected from 353 staff of Ethiopian Airlines, who were selected through simple random sampling technique. Utrecht Work Engagement Scale (UWES) has been used to measure employee engagement. Data was analysed using descriptive statistics, which included mean and standard deviation, one-way ANOVA, Pearson correlation analysis, and regression analysis. The summary of responses indicated by the overall mean score shows that most of the staff are engaged. On the other hand, Pearson correlation results showed that employee engagement is negatively related to turnover intention. Furthermore, the finding from regression analysis indicated that employee engagement negatively and significantly predicts turnover intention suggesting that organizations that enhance employee engagement can improve employee retention.

Keywords: Employee Engagement, Turnover Intention, Drivers of Employee Engagement

View PDF