Abstract:
Employee engagement is the level of commitment and involvement towards his or her organization and its values. The purpose of the study is to identify factors affecting employee engagement as well as examine the impact of employee engagement on employee performance. Methodologically, the research was conducted using descriptive survey method and the population of the study comprised all administrative staff in the Haramaya University. A quantitative method was applied. The questionnaire was developed using the Gallup Q12 existing model. The questionnaire was distributed to administrative staff of HU from different directorates. The sample size was 360 employees and was selected using stratified random sampling technique. However, out of 360 questionnaires that were distributed only 304 were returned and 292 were used in the analysis. The collected data was analyzed using descriptive means and regression via SPSS.20. Based on multiple linear regression analysis, study found that relationship between learning and development, internal communication, job fit, organizational trust, work life balance and employee engagement is statistically significant. However, respondents are not satisfied with communication, work life balance, growth opportunities, remuneration, fair treatment, job fit and they do not have a future in the organization. The study revealed that employees at Haramaya University Administration are moderately engaged. In addition, the study revealed that there is an impact of employee engagement on employee performance. The research suggested that leadership and management should commit to employee engagement. Employee engagement should be part of organizational core values and be linked to the overall organizational strategy.
