The Project Report

Sahina Puri & Neha luthra

Western International University
Res 600 Graduate Research Methods
Mrs Shilpi Jain
05 Th March 2010

Table of Contents

Acknowledgement.................................................................................................................
.3
Executive
Summary.................................................................................................................4
Introduction............................................................................................................................
.5
Explanation of
variables...........................................................................................................6
Hypothesis..............................................................................................................................
..7

ACKNOWLEGDEMENT
We would like to express our gratitude to all those who gave us the possibility to

complete this project special thanks to our Faculty Prof.Shilpi Jain who gave us all

support to complete this project and gave us all the possible knowledge regarding the

subject which has helped us in understanding Business Research in much depth.

EXECUTIVE SUMMARY
 INTRODUCTION

“As organisations globalise and become more dependent on technology in a virtual

working environment, there is greater need to connect and engage with employees to

provide them with an organisational ‘identity’. Employee engagements programmes play

a greater role in the current era where every contribution by the employee counts.

Employee engagements programmes throw light into the success of the company by

engaging its employees in productive activities. Employee engagement programmes is

vital to an organization's success. Engaged employees are loyal, highly motivated team

players who care about the company and will work hard to help the organization succeed.

Employees who are engaged generally perform well, act as positive advocates for their

employer's mission and are less likely leave the company. Disengaged employees, on the

other end of the spectrum, are negative forces that can hurt morale and obstruct progress.

A successful employee engagement strategy helps create a community at the workplace

and not just a workforce. When employees are effectively and positively engaged with

their organisation, they form an emotional connection with the company. This affects

their attitude towards both their colleagues and the company’s clients and improves

customer satisfaction and service levels.

My objective of research is to study how employee engagement programmes helps in

employee retention.
 Explanations of Variables

Employee Engagements programmes is an Independent variable. Employee

engagements programmes are those programmes which are apart from your key

responsibility areas. These programmes are important as they help to align the human

activities to the company strategies indirectly. Employee engagements programs is not

just the process of engaging the employees productively, it also expects the organisation

to pave the way to ensure that the employees are motivated to put in their best efforts for

the wealth maximisation. Following are some of the examples of employee engagement

programmes: Food days; Friday fun; cultural activities etc.

Employee Retention is a Dependent variable. Employee retention is a systematic effort

by employers to create and foster an environment that encourages current employees to

remain employed by having policies and practices in place that address their diverse

needs.
Research Model

Hypothesis
Hypothesis No 1

H1: Participation in employee engagement activities leads to overall development of

employees.

After the analysis of survey data result, we concluded that participation in employee

engagement programmes does not lead to overall personality development. Hence here

we reject our alternate hypothesis H1 and accept our null hypothesis H0.

Adjusted R Square (model summary): is .006 which is very bad as it does not explain the

variance of dependent variable.

Z-Test (model Summary): is 0.250 which is very high, it should have been in the range of

0.01- 0.05, so we reject our hypothesis.

Hypothesis No 2

H2: Entertainment through employee engagement activities participation improves the

retention of employees.

After the analysis of survey data result, we concluded that participation in employee

engagement activities leads to retention of employees. Hence here we accept our

alternative hypothesis and reject null hypothesis.

Adjusted R Square (model summary): is .019, which is very less than 0.3.
Z – Test (model Summary) is 0.104 which is slightly higher than 0.05, so we accepted are

alternative hypothesis.

Hypothesis No 3

H3: Participation in employee engagement activities leads to employee’s entertainment.

After the analysis of data, we came to conclusion that participation in employee

engagement activities not necessarily leads to employee entertainment. Here we accept

our null hypothesis and reject our alternative hypothesis.

Adjusted R Square (model summary) is -.010, which is very less than 0.3 and also shows

negative variance of dependent variable.

Z-Test (model summary) is .515, which is far too greater than 0.05, so we reject are

alternative hypothesis.

Hypothesis No 4

H4: Participation in employee engagement activities helps the employees to build

relationship with peers.

After the analysis we concluded participation in engagement activities helps in building

relationship with peers. So we accept are alternative hypothesis and reject null

hypothesis.
Adjusted R Square (Model Summary) is .027 which is again less than 0.3, which means

variance of dependent variable is less than actually what it should be

H5: Participation in employee engagement activities leads to retention of employees.

Research Methodology
The research conducted for this report was executed from January 2010 to march

2010.The methodology employed included primary research. All items were measured on

a five –point likert –type scale, except the demographics items.

Primary research

The first research phase involved an extensive primary research exercise. Respondents

were led through a structured questionnaire to gather quantitative and qualitative input on

how they feel about employee engagement activities. Also to find out if employee

engagement activities motivate them and this in turn leads to employee retention.

Respondents Profile

Introduction:

The survey was conducted in the organisation GENPACT. The sample size was 61.

The sample demographics from the Genpact population are presented in Table 1.

Table 1. Sample characteristics

Sample Size 61
Age (mean) 2.34
Years work
experience( mean) 2.66
Job Status (mean) 1.18
Gender(mean) 1.25
Designation(mean) 1.69
Department of work
(mean) 3.28
Research Analysis
Research Method