UNDERSTANDING THE INFLUENCE OF EMPLOYEE ENGAGEMENT ON ORGANIZATIONAL COMMITMENT AND TURNOVER INTENTIONS IN HIGH PERFORMING FIRMS: EVIDENCE FROM SELECTED COMPANIES IN THE GHANA CLUB 100

ABSTRACT

The study tried to understand employee engagement and how it influences turnover intentions

as well as organisational commitment in high performing firms from selected companies in

the Ghana Club 100. Using primary data gathered through administering questionnaire, and

carrying out some statistical tests including the Chi-square, mean rankings, and a frequency

distribution analysis, the study found that, the dominant employee engagement dimension

among both junior and senior staff members was the physical dimension; no statistical

significant difference between the demographic characteristics of junior staff members and

employee engagement, whereas with senior staff members there were significant differences

in their educational status and duration of work experience with the physical and cognitive

dimensions of employee engagement.

Regarding the influence of engagement on turnover intentions, it was noted that most

respondents were not willing to leave their current organisations. Similarly, respondents

mentioned that the implications of engagement on their organisational commitment was

positive. By way of recommendation, the study suggests that management could consider

implementing policies that would ensure that employees strive hard to complete their job

roles as well as being enthusiastic about their work roles. For future research, the study

recommends that a comparative study on companies in different industries could be carried

out to observe whether there are any significant differences in their employee engagement

responses, and also between junior and senior staffs to identify if there are peculiarities

among the employee groups.

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