Abstract
Organizations are striving to find better ways of engaging their employees since many organizations have realised that workers are the most imperative resource for achieving their goals. Several research studies have been published that identify factors that drive employee engagement. Opportunities for upward feedback, effective communication systems, trust and fairness are some of the factors found to determine employee engagement. This study appreciates that a ‘one size fits’ model is effective, since the levels of engagement and its drivers differ according to organization, employees and the job itself. However, these studies had some inefficiencies including contextual and methodological deficiencies that the current study is addressing. The objective of the study was to establish factors that affect employee engagement at jubilee insurance. The study employed Cross Sectional Descriptive survey research design because the study was done at one point in time. Questionnaires were distributed to 175 respondents out of a population of 580. The study employed Factor analysis as a tool for data analysis. Results showed that four factors influence employee engagement. Management should ensure that they provide the necessary environment for employees to improve their performance in terms of increasing their employees’ skills through training and development human resource practices. The study recommends that managers ensure they have a good relationship with employee and promote teamwork in the organization as well as give prompt performance feedback to employees.
Highlights
Employee engagement is an inner state of being that gathers earlier models of work effort, organizational commitment, work satisfaction and optimal experience [2]
Employee engagement encourages human resource practitioners to define terms withing their scope of work so that results might be more readily measured more meaningful [10]
Employee engagement focus in bringing out an intrinsic desire to work for the company. [3] argues that employee involvement is demonstrated in employees’ positive attitudes and behaviour and indication of trust, equity and a commitment are fulfilled
Summary
Employee engagement is an inner state of being that gathers earlier models of work effort, organizational commitment, work satisfaction and optimal experience [2]. The Gallup Organization noted that there are three types of employees; engaged employees [8]. They consistently endeavour to give quality within their roles. The second category according to [8] is the not engaged personnel They emphasis on the tasks spelt rather than the goals of the organization. They do what is in their job description are “checked out” and “sleepwalking” through their day with less interest, or any personal investment. The third types are the actively disengaged employees Gallup noted that these are employees who don’t do well, but demotivate others as well [8]. Engaged employees enhances a healthy organization because employees are satisfied, committed, innovative and highly performing, with optimal
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