Employee engagement and high turnover intentions among the staff of the Uganda Red Cross Society: a case study of Kampala North Branch - Uganda

Abstract

This study examined the relationship between organizational employee engagement and the employee turnover intentions, using Red Cross Society Uganda as a case study. This study also sought to findout the factors that affect employee engagement among the staff, to determine the factors that lead to employee turnover among the staff, and to determine the relationship between employee engagement and turnover intentions among the staff at Red Cross Kampala North Branch Uganda. Data was collected quantitatively using a questionnaire from 60 employees of Red Cross Kampala North Branch Uganda. The results also showed that 48.3% and 23.3% of participants strongly disagreed and agreed respectively with the notion that they avoid taking an extra duties and responsibilities in my work. This therefore indicates that most employees at Redcross are always open to additional responsibilities in addition to their normal routine work. The respondents also showed that they are ambitious about their work as agreed and strongly agreed by 53.3% and 16.7% of respondents respectively. The participants also disagreed and strongly disagreed respectively to the notion that as soon as the employees find a better job, they will leave this job. It was also revealed that employees are not actively looking for a job elsewhere. Majority of respondents agreed with the notion that their job activities are personally meaningful to them. Based on the findings I recommend that owners and managers of institutions like Red Cross to focus more on improving psychological empowerment levels in order to reduce employee turnover intentions. Consequently, future research should employ a longitudinal and mixed methods design to fully comprehend the subject.