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.
