Understanding the Influence of Employee Engagement on Organizational Commitment and Turnover Intentions in High Performing Firms: Evidence from Selected Companies in the Ghana Clb 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.