Antecedents and Outcomes of Employee Engagement in Ugandan Firms
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This study sought to establish the relationship between antecedents and outcomes of employee engagement in selected firms in Uganda. The specific objectives were (1) to ascertain the relationship between the antecedents and employee engagement; (2) to determine the relationship between employee engagement and the work outcomes; (3) to establish whether after controlling for the antecedents, employee engagement will predict unique variance in work outcomes. Adopting a pragmatic philosophy with a sequential mixed methods strategy the researcher examined the relationship between nine antecedents,...
This study sought to establish the relationship between antecedents and outcomes of employee engagement in selected firms in Uganda. The specific objectives were (1) to ascertain the relationship between the antecedents and employee engagement; (2) to determine the relationship between employee engagement and the work outcomes; (3) to establish whether after controlling for the antecedents, employee engagement will predict unique variance in work outcomes. Adopting a pragmatic philosophy with a sequential mixed methods strategy the researcher examined the relationship between nine antecedents, employee engagement and four outcomes - job satisfaction, organizational commitment, OCB and turnover intent. Self-administered Questionnaire of four scales were administered to sampled employees of selected firms Kampala, Mukono and Buikwe districts. Hypotheses were tested through correlation and hierarchical regression analysis techniques. All the antecedent variables studied were significantly correlated with employee engagement and employee engagement was significantly correlated with job satisfaction, organizational commitment, OCB and turnover intent.
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