In order for organizations to remain competitive in their market, they need employees who understand and promote the organization's vision. A critical element for achieving and engaged workforce is to recognize what factors influence employee engagement. Employees who are committed and engaged with their organization perform and act in ways that support the organization's mission. The purpose of this research was to demonstrate the importance of employee engagement and its relationship to employee turnover. The work of Herzberg provided the framework needed in understanding what factors motivate individuals at work. A quantitative research design was used for evaluating the relationship between employee engagement and employee turnover. The employees of one Hospital, located in the eastern coastal region of the United States, comprised the target population of this study. Secondary data that included data collected by the Gallup Organization as well as hospital turnover rate data from 2005 to 2009 were used. This data was analyzed using linear regression and correlation analysis. The linear regression analysis indicated there was a significant, strong, and positive linear relationship between employee engagement level and employee retention rate. The results of this research promote social change by demonstrating that increased employee engagement levels result in increased employee retention rates. Creating a thriving work force by providing meaningful jobs facilitates social change by having a positive financial impact on both employees and organizations. A critical element for achieving and engaged workforce is to recognize what factors influence employee engagement.
|Subjects||Behavioral sciences; Public administration; Health care management|
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