Self-perceived employability, organizational commitment, and demographic characteristics as predictors of employee engagement

This study was conducted for the purpose of examining the relationship between employee engagement, self-perceived employability, organizational commitment, and demographic characteristics using a causal-comparative approach. The research also examined how demographic characteristics such as job level, educational level, gender, generation, and organizational size may predict employee engagement. The research design used the statistical methods of multiple regression analysis and analysis of variance (ANOVA). Data were collected using convenience sampling from 88 employees in South and Central Florida organizations, with a 39% response rate. The data collection instruments used included the Utrecht Work Engagement Scale, the Organizational Commitment Questionnaire and the Self-Perceived Individual Employability Scale. Demographic data were collected to better understand who respondents were and to address predictability of demographic variables. Results of multiple regression analysis found that the independent variables of self-perceived employability and organizational commitment were significant predictors of employee engagement. A significant regression equation was found, F (2,85) = 57.575, p=.001, with an R2 of .575. The total and individual demographic variables such as job level, educational level, gender, generation, and organizational size were found to be not significant predictors of employee engagement. The analysis revealed that an estimated 57% of the variance of the engagement of employees in Central and South Florida organizations can be accounted for by organizational commitment and employability predictors. This study makes significant contributions to theoretical discussions and practical application in the field regarding employee engagement.