Employee Engagement, Commitment, Innovation: Easa Saleh Al Group

This dissertation investigates the relationship between employee engagement, commitment, and organizational innovation within Easa Saleh Al Group, aiming to understand how these factors contribute to achieving the company's Vision 2020. The research employs a positivism philosophy, deductive approach, and descriptive design, utilizing a survey of 100 employees analyzed through SPSS. The study delves into the concepts, determinants, and outcomes of employee engagement and commitment, exploring relevant theories and models. Findings suggest that a highly engaged and committed workforce is crucial for Easa Saleh Al Group to achieve its strategic goals, highlighting the importance of fostering a dedicated and innovative work environment. The research also acknowledges limitations and provides recommendations for improving employee engagement and commitment within the organization.

Running head: DISSERTATION
Establish the Meaningful Relationship between Employee Engagement, Commitment and
Organizational Innovation: A Case Study of Easa Saleh Al Group to Achieve Vision 2020
Name of the Student:
Name of the University:
Author’s Note:

1DISSERTATION
Abstract
The aim of the current research is to find the meaningful relationship between employee
engagement, commitment and organizational innovation for achieving organizational vision.
It is important for the business organizations to relate the employees with the organizational
goals, objectives, structures and policies. This research helps in understanding the concept of
employee engagement, commitment and organizational innovation that is essential for the
business organizations to implement innovation successfully. The research also evaluates the
potential factors of employee engagement, commitment and workplace innovations and
creativity thereby, understanding their meaningful relationship. Additionally, this research
also helps discussing the various strategies of employee engagement and commitment and
their relationship with organizational innovation and creativity. Thus, this research highlights
the significance of engaging the employees and ensuring commitment from them for
promoting workplace creativity and innovation. Easa Saleh Al Group is the amalgamation of
26 companies that is led by the chairperson HE Easa Saleh Al Gurg. The company has been
operating over 50 years and mainly functions in construction, retail, and building along with
industrial joint ventures. Easa Saleh Al Group is one of the leading businesses Group in the
United Arab Emirates with ESAG as the regional partnerEasa Saleh Al Group is the union of
more than two companies in the United Arab Emirates. Easa Saleh Al Group is the
amalgamation of 26 companies that is led by the chairperson HE Easa Saleh Al Gurg. The
company has been operating over 50 years and mainly functions in construction, retail, and
building along with industrial joint ventures. Easa Saleh Al Group is one of the leading
businesses Group in the United Arab Emirates with ESAG as the regional partner.
The researcher identifies the variables in the research topic clearly and discusses broadly each
of the variables. In order to provide a detailed information and understanding about the
research topic, the researcher discusses the variables with the help of relevant theories and

2DISSERTATION
models. In this chapter, the researcher critically evaluates each of the variables thereby,
developing a deeper understanding of the significance of employee engagement and
commitment in influencing organizational innovation thereby, the vision of the organization.
The researcher has selected positivism philosophy, deductive approach, and descriptive
design along with random sampling technique for selecting 100 employees of Easa Saleh Al
Group. The data of the employee survey is analyzed statistically by SPSS. From the data
analysis, it can be concluded that creating a highly engaged and committed workforce helped
Easa Saleh Al Group to establish dedicated workforce that will help the company in
achieving their vision 2020.

3DISSERTATION
Acknowledgment
Thank you to all of those who have helped listened and encouraged me throughout this study.
I am indebted to my supervisor ……………………. whose guidance, advice and patience
have been immeasurable. My sincere thanks to all members of the…………… [Mention your
university/college name], both staff and students, whose continuous support have made this
thesis possible.
I would like to thank all of the participants in the study: students, teachers and Local
Education Authorities, for the time and help given throughout. Without their participation,
this research would not have been possible. In this context, I am also thankful to them, whose
research work helped me to execute this paper well.
Finally, I thank my family, without whom this thesis would not have been started or
completed! Your encouragement and support have never faltered; thank you.

4DISSERTATION
Table of Contents
Chapter 1: Introduction..............................................................................................................8
1.0 Introduction......................................................................................................................8
1.1 Rationale of the Study......................................................................................................9
1.2 Background of the Study................................................................................................10
1.3 Research Aim.................................................................................................................10
1.4 Research objectives........................................................................................................10
1.5 Research questions.........................................................................................................11
1.6 Research Purpose...........................................................................................................11
1.7 Proposed structure of the Study.....................................................................................12
1.8 Summary........................................................................................................................13
Chapter 2: Literature Review...................................................................................................14
2.0 Introduction....................................................................................................................14
2.1 Concept of employee engagement.................................................................................14
2.2 Determinants of employee engagement.........................................................................15
2.3 Outcome of employee engagement................................................................................16
2.4 Employee engagement strategies...................................................................................17
2.5 Factors affecting employee engagement........................................................................18
2.6 Theories of employee engagement.................................................................................19
2.6.1 Self-determination theory of employee engagement..............................................19
2.6.2 Kahn's theory of employee engagement.................................................................20

5DISSERTATION
2.7 Models of employee engagement...................................................................................20
2.7.1 Zinger model of employee engagement..................................................................20
2.7.2 Schmidt Model of Employee Engagement.............................................................21
2.8 Relationship between employer practices and employee engagement..........................22
2.9 Concept of commitment.................................................................................................24
2.10 Factors affecting employee commitment.....................................................................25
2.11 Workplace creativity and innovation...........................................................................26
2.12 Significance of workplace creativity and innovation...................................................27
2.13 Relationship between employee engagement and organizational innovation..............28
2.14 Impact of employee engagement and commitment on organizational innovation......29
2.15 Challenges of employee engagement and commitment...............................................30
2.16 Conceptual framework.................................................................................................31
2.17 Gaps in the literature....................................................................................................32
2.18 Conclusion....................................................................................................................32
Chapter 3: Research Methodology...........................................................................................34
3.0 Introduction....................................................................................................................34
3.1 Research Outline............................................................................................................34
3.2 Research Philosophy......................................................................................................35
3.2.1 Justifying the selection of positivism philosophy...................................................35
3.3 Research Approach........................................................................................................36
3.3.1 Justifying the selection of deductive approach.......................................................36

6DISSERTATION
3.4 Research Design.............................................................................................................36
3.4.1 Justifying the selection of descriptive approach.....................................................37
3.5 Research Strategy...........................................................................................................37
3.5.1 Justifying the selection of survey research strategy................................................37
3.6 Sampling Technique and Sampling Size........................................................................38
3.6.1 Justifying the selection of random probability sampling technique........................39
3.7 Data Collection Technique.............................................................................................39
3.7.1 Justifying the selection of primary data collection technique.................................40
3.8 Data Analysis Technique...............................................................................................40
3.8.1 Justifying the selection of SPSS..............................................................................40
3.9 Ethical Consideration.....................................................................................................40
3.10 Summary......................................................................................................................41
Chapter 4: Analysis and Findings............................................................................................42
Chapter 5: Discussion..............................................................................................................85
Chapter 6: Conclusion and Recommendations........................................................................92
6.0 Conclusion......................................................................................................................92
6.1 Linking with objectives.............................................................................................93
6.2 Recommendations..........................................................................................................97
6.3 Research limitations.......................................................................................................98
Reference List..........................................................................................................................99
Appendix 1.............................................................................................................................108

7DISSERTATION
Survey questionnaire..........................................................................................................108

8DISSERTATION
Chapter 1: Introduction
1.0 Introduction
Employee engagement and commitment works simultaneously with organizational
innovation, as it touches every facet of the human resource management. This is because
highly committed and engaged employees’ shows higher level of interest and brainstorming
that leads to successful innovations. (Andrews and Sofian 2012). The managers
unequivocally agree with the fact that the present century demands more efficiency and
productivity compared to the past (Andrews and Sofian 2012). Employee engagement and
commitment is hampered if the human resource management fails to address each aspect.
Therefore, employee engagement and commitment highly influences organizational
innovation, as the employees are highly dedicated and responsible towards improving and
maintaining the current situation of the organization in the industry market. The employees
can be engaged in their work successfully by considering their job satisfaction, employee
motivation and working environment of the organization (Albrecht 2012). Therefore, better
employee engagement and commitment leads to better employee and organizational
performance. Innovation and creativity can neither be imposed nor can it be driven out of
disengaged employees. Therefore, the business organizations need to ensure effective
employee commitment and engagement for facilitating organizational innovation. Better
employee engagement and commitment manifests distinctive behavior that can be determined
by the time and energy given by the employees in completing their job responsibilities. Thus,
better employee engagement and commitment influences the employees in giving their best
to enhance the organizational performance by ensuring innovativeness and creativity
(Andrews and Sofian 2012).

9DISSERTATION
Easa Saleh Al Group is a conglomerate in the United Arab Emirates that combines an
estimated 27 companies. The company conducts one of the leading business in the United
Arab Emirates with ESAG as the regional partner that has international partnerships with 370
international brands approximately. The company also runs a private non-profit organization
that conducts charitable activities throughout the country. Considering the present business
conditions and competitive market in United Arab Emirates, the company has developed a
vision that has to be achieved in 2020. Currently, employee engagement, commitment and
dedication has been an issue in Easa Saleh Al Group that has led to the research in
determining the significance of employee engagement, commitment and dedication for
achieving vision 2020 for the company.
1.1 Rationale of the Study
The issue is that lack of employee engagement and commitment is hampered the
business organizations in achieving organizational innovation thereby, preventing them from
achieving the goals and objectives (Juhdi, Pawan and Hansaram 2013).
This is an issue because lack of employee engagement and commitment restricts the
contribution and effort of the employees that leads to organizational innovation. As the
employee lack motivation, urge and dedication towards their job roles and responsibilities it
becomes difficult for the organization as the employees fail to include innovative and creative
ideas in order to achieve the organizational vision (Brunetto et al. 2012).
This is an issue now because lack of employee engagement and commitment is
hampering Easa Saleh Al Group in achieving the organizational vision for 2020 thereby,
threatening their survival company in the market (Biswas and Bhatnagar 2013).
This research sheds lights on the significance of the positive relationship between
employee engagement, commitment, and organizational innovation.

10DISSERTATION
1.2 Background of the Study
Employee engagement and commitment are a widely researched topic, as this
emphasizes on the urge, dedication, and enthusiasm of the employees for improving the
overall organizational performance. As commented by Agarwal et al. (2012), it is difficult to
predict the level of employee engagement and commitment that results in driving innovation
in the employees. Therefore, it is essential to understand the concept and factors of employee
engagement and commitment that influences the employees to be creative and innovative
within the working environment thereby, driving organizational innovation. Innovation is the
key to success for the organizations, as this provides an opportunity for them to stand out
from the rest of the competitors in the market, attract customers, and expand the business
(Shahid and Azhar 2013).
1.3 Research Aim
The aim of the research is to establish the meaningful relationship between employee
engagement, commitment, and organizational innovation in Easa Saleh Al Group to achieve
vision 2020.
1.4 Research objectives
The objectives of the research include:
 To understand the concept of employee engagement, commitment, and organizational
innovation
 To identify the factors influencing the relationship between employee engagement,
commitment, and organizational innovation
 To assess the relationship between employee engagement, commitment, and
organizational innovation

11DISSERTATION
 To provide suitable recommendation for improving the relationship between
employee engagement, commitment and organizational innovation in Easa Saleh Al
Group for achieving vision 2020
1.5 Research questions
The research questions include:
 How can employee engagement, commitment and organizational innovations for Easa
Saleh Al Group be applied for achieving vision 2020
1.6 Research Purpose
The aim of the current research is to find the meaningful relationship between
employee engagement, commitment and organizational innovation for achieving
organizational vision. It is important for the business organizations to relate the employees
with the organizational goals, objectives, structures and policies. This research helps in
understanding the concept of employee engagement, commitment and organizational
innovation that is essential for the business organizations to implement innovation
successfully. The research also evaluates the potential factors of employee engagement,
commitment and workplace innovations and creativity thereby, understanding their
meaningful relationship. Additionally, this research also helps discussing the various
strategies of employee engagement and commitment and their relationship with
organizational innovation and creativity. Thus, this research highlights the significance of
engaging the employees and ensuring commitment from them for promoting workplace
creativity and innovation.