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EFFECTS OF EMPLOYEE ENGAGEMENT ON EMPLOYEES’ TURNOVER INTENTION AT ETHIOPIAN MANAGEMENT INSTITUTE [Abstract ID: 0404-05]
The aim of the study was to investigate the effect of employee engagement on turnover intention of employees in Ethiopian Management Institute. The data was collected through self-administered questionnaire from 160 respondents. The instruments used for data collection were Gallup (1985) 12 items employee engagement questionnaire and Shore and Martin (1989) 4 item turnover intention survey tool. Spearman's Rank Correlation Statistical tool and linear regression were used to test the hypotheses. The finding revealed that there is moderate level of employees’ engagement. The finding also showed turnover intention level of employees in the institute is moderate. Significant negative relationship was found between employee engagement and turnover intention. Significant negative relationship was also found between turnover intention and employee engagement factors such as opportunity, recognition, perception of care, development, sense of mission, opinion counts, co-workers commitment to quality, existence of friendliness in the workplace, progress feedback and opportunity to learn and grow. No significant relationship was found between employee engagement factors such as clarity of expectation and availability of materials and equipment with turnover intention. The result of the study also revealed that employee engagement is a major predictor of turnover intention and of the twelve employee engagement factors only care was found to be a significant predictor of turnover intention.