Establishing employee engagement for organizational commitment - a case of Dubai Islamic Bank Kenya Limited

Abstract

This paper sought to analyse the levels of employee engagement, the factors that affect employee engagement at Dubai Islamic Bank Kenya Limited and the relationship that exists between employee engagement and organizational commitment with the aim of establishing engagement levels at the organization, recommending engagement drivers and improved organizational commitment. The study adopted a quantitative research method and was conducted at Dubai Islamic Bank Kenya Limited a subsidiary of Dubai Islamic Bank - United Arab Emirates. It targeted a sample size of 76 employees drawn from the various departments and sections within the organization. The Utrecht Work Engagement scale was used to analyse the level of engagement at the Organizational Commitment Questionnaire was used to analyse the level of organizational commitment. A pilot test was undertaken to test the validity of the research tool and Cronbach’s alpha was used to check for reliability. It was found that the employees in the organization were often engaged, leadership (Manager), the work, processed, company reputation, learning and development were the top determinants of employee engagement at the organization and engagement and organizational commitment were positively correlated. Gender and Age were measured against engagement and it was found that the female and male employees did not have varying engagement levels. Further, the age factor did have variation to engagement meaning that engagement varied according to the age especially for the senior members of staff.