Employee Engagement effect on Work Productivity in the Public Sector in Kenya: A Case of the Ministry of Devolution and Planning

Abstract

Work productivity in any given organization depends on various factors, such as job satisfaction, motivation, employee engagement among others. These factors may also be affecting performance of government ministries thus government projects fail to see the light of the day despite huge resources invested in them. This study sought to investigate the effects of employee engagement on work productivity in the public sector. The specific objectives were: to examine employee perceptions of engagement and work, to evaluate employee engagement strategies and levels of engagement employed, to assess the effect of employee engagement on work productivity and suggest possible interventions in enhancing employee engagement. The study was based on the Social Exchange Theory. Survey research design was employed with a target population of 1300 employees based at the ministry’s headquarters. From the target population, a sample of 130 respondents was picked using stratified random sampling and simple random sampling techniques. These constituted 10% of the target population. Data was collected using open ended and closed ended questionnaires which were administered to senior staff, middle cadre staff and the technical staff. The data collected was coded and input in SPSS version 14. The data was analysed descriptively using mean, frequencies, percentages and correlation analysis and presented in tables and charts. The study found that employees were fairly engaged with most employees being emotionally and physically engaged but minimally cognitively engaged. Moreover, the study found that there was average employee productivity that correlated with the average employee engagement. The data shows the mean statistic for emotional engagement ranging from 3.02 and 4.05; cognitive engagement ranging between 2.93 and 4.29; and physical engagement ranging between 3.60 and 4.65. It is in this respect that engagement is rated at average significance. The study therefore recommends that the Government recognizes the role of employee engagement in achieving its mandate, engage in transformational leadership which is critical in enhancing employee engagement, set up policies and guidelines on the drivers of engagement explored in the study and take a holistic approach with multiple functions working together to increase and sustain engagement levels. The study concludes that employee engagement impacts significantly on employee attitudes and commitment which affects productivity. Organizational effectiveness can be linked to the level of engagement the organisation has with its employees as openness to change and new ideas presents an opportunity to realize its objectives using employee engagement strategies.