Abstract
This study sought to establish the relationship between the level of education, leadership style and teacher engagement in public secondary schools of Murang’a County, Kenya. A survey research design was used. A sample of 368 respondents was selected from a target population of 3,860 teachers in 306 public secondary schools using systematic random sampling followed by use of random numbers. Data was collected using a questionnaire. Descriptive statistical methods like mean and percentage, and inferential statistical methods like F-test and t-tests (at 0.05 significance level) were used for data analysis. The research findings indicated that more teachers (75.7%) were Bachelors Degree holders in relation to the principals (51.4%) while more principals (41.2%) had attained their Masters Degrees compared to teachers (12.8%). The results also revealed that there was a significant difference on the perception about employee engagement among respondents due to their level of education. The ANOVA-test results indicated that there was no statistically significant difference between the compared levels of education except between Diploma and Masters. The study recommended that the Teachers’ Service Commission should come up with a policy that guides on brilliant ways of engaging the knowledge, skills and abilities of the teachers who had earned postgraduate education while teaching in secondary schools and also compensate them appropriately. This study contributes to the existing body of knowledge in drivers of employee engagement domain that are significant to school leaders. Keywords: Teachers, Principals, Education, Leadership Style, Employee Engagement DOI: 10.7176/JEP/12-2-08 Publication date: January 31 st 2021
Highlights
Employee engagement is a matter that arouses concern to leaders and managers due to its influence on organizational wellbeing (Welch, 2011)
Teaching in secondary schools in Kenya does not require qualifications higher than a Bachelors degree in a teacher’s area of specialization, and the reason why a high percentage of teachers who attain higher levels of education usually end up quitting secondary school teaching in favour of jobs that will utilize their advanced knowledge in a better way
A large number of such teachers usually join teaching in Universities where they end up furthering their education to earn a Doctor of Philosophy Degree (PhD), which is the minimum level of education required for a person to become a Don
Summary
Employee engagement is a matter that arouses concern to leaders and managers due to its influence on organizational wellbeing (Welch, 2011). It is recognized that human capital is a source of competitive advantage in many cases over and above technology and finance (Macey, Schneider, Barbera, & Young, 2011). Technology has quickly reduced or eliminated many operational sources of competitive advantage because it is conveniently available to as many as can afford it. In the current environment of increasing global competition and slower growth prospects, raising employee engagement is seen as a key strategy for organizational success. This is key in enhancing employee engagement especially when trying to improve performance with fewer employees and dollars (Datche & Mukulu, 2015). Suitable leadership styles that bring about employee engagement in organizations need to be practiced in order to encourage improved performance (Popli & Rizvi, 2016)
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