The enhancement of employee engagement to reduce employee turnover intention and improve employee job satisfaction: an action research on Mirac Company in Yangon, Myanmar 

Published date
2019
Resource type
Publisher
ISBN
ISSN
DOI
Call no.
Other identifier(s)
Edition
Copyrighted date
Language
eng
File type
application/pdf
Extent
25 pages
Other title(s)
Advisor
Other Contributor(s)
Citation
ABAC ODI Journal : Vision. Action. Outcome. 6, 1 (January-June 2019), 123-147
Degree name
Degree level
Degree discipline
Degree department
Degree grantor
Abstract
This action research was conducted employing both quantitative and qualitative methods and aims to reduce employee turnover intention and improve employee job satisfaction through enhancement of employee engagement in a Myanmar-Japan joint venture local recruitment company, Mirac, with 36 employees. The objectives were to analyze the current situation of Mirac Company in terms of Employee Engagement, Employee Job Satisfaction and Employee Turnover Intention ; to develop and design appropriate ODIs to improve Employee Engagement, Employee Job Satisfaction and to lessen the Employee Turnover Intention; to determine the impact of organization development intervention (ODIs) on Employee Engagement, Employee Job Satisfaction and Employee Turnover Intention ; to assess the causal relationships between Employee Engagement and Employee Job satisfaction and to assess the causal relationship between Employee Engagement and Employee Turnover Intention ; to design a three year proposed Logical Framework for the organization to sustain the positive change. Data collection was carried out through survey questionnaire, semi-structured interviews, focus group discussion and informal observations. OD interventions were designed with inputs from the employees and management. The impact of ODI was analyzed by using paired t tests and simple linear regression. The results indicate that a strong significant connection between employee engagement and job satisfaction as well as employee turnover intention (leaving) while prosocial motivation was identified as an additional driver of employee engagement.
Table of contents
Description
punsarn.dc.description.sponsorship
Spatial Coverage
Rights
This work is protected by copyright. Reproduction or distribution of the work in any format is prohibited without written permission of the copyright owner.
Access rights
Rights holder(s)
Location
View External Resources