Employee engagementand turnover intention: a quantitative analysis of workforce dynamics

Abstract

This study investigates the impact of employee engagement on turnover intentions among employees in the pharmaceutical industry. The objective of this research is to examine the influence of employee engagement on turnover intentions, focusing on how employee engagement affects the desire to leave the organization. The method employed is a quantitative cross-sectional survey design, with data collected from 100 employees. Employee engagement is measured using the Utrecht Work Engagement Scale (UWES), while turnover intentions are assessed using a standardized Turnover Intention Scale. Data analysis is conducted using simple linear regression through SPSS 26. The results indicate a significant negative relationship between employee engagement and turnover intentions (B = -0.452, p < 0.001), with employee engagement explaining 37.5% of the variance in turnover intentions (R² = 0.375). These findings suggest that higher levels of employee engagement are associated with lower turnover intentions. Theoretically, this research contributes to the existing literature by confirming the inverse relationship between engagement and the desire to leave. Practically, it highlights the importance for organizations to invest in strategies that enhance employee engagement to reduce turnover rates and retain talent.