A Study on Employee Engagement and its Impact on Organizational Performance at UCAL Polymer Industries Limited

Abstract

Employee engagement has emerged as a crucial driver of organizational success in today’s competitive business environment. It reflects the emotional commitment, involvement, and enthusiasm that employees demonstrate towards their work and the organization. The present study, conducted at UCAL Polymer Industries Limited, aims to examine the relationship between employee engagement and organizational performance. The research focuses on identifying the factors influencing engagement, such as communication, leadership support, recognition, job satisfaction, and career development opportunities. A structured questionnaire was administered among employees of UCAL Polymer Industries Limited to collect primary data, while secondary data was gathered from company reports, journals, and literature reviews. The findings of the study reveals that higher levels of employee engagement contribute to improved productivity, reduced turnover, better teamwork, and enhanced organizational performance. The analysis also indicates that engaged employees show greater loyalty, innovation, and alignment with organizational goals. The study concludes that fostering employee engagement is not just an HR initiative but a strategic tool for sustainable organizational growth. Recommendations are provided to strengthen engagement practices within UCAL Polymer Industries Limited, such as effective communication channels, leadership involvement, recognition programs, and opportunities for skill development. This research emphasizes that employee engagement is a key determinant of organizational performance and that companies like UCAL Polymer Industries Limited can achieve long-term success by prioritizing the well-being and involvement of their workforce.

Introduction

The study investigates the concept of employee engagement and its impact on organizational performance. Employee engagement is defined as the emotional and intellectual commitment employees have toward their work and organization, which leads to higher productivity, motivation, loyalty, and alignment with organizational goals. The research emphasizes the importance of positive work culture, effective communication, leadership support, and growth opportunities in enhancing engagement.

The study aims to:

1. Identify factors influencing employee engagement.

2. Examine its effect on organizational performance.

3. Explore the role of leadership in promoting engagement.

The literature review highlights that engaged employees show higher creativity, resilience, and discretionary effort, and that leadership and communication significantly influence engagement levels.

A descriptive research design was employed, using surveys among 138 employees of Ucal Polymer Industries Limited. Statistical tools such as Pearson correlation and Chi-square tests were used to analyze relationships between variables like feedback satisfaction, performance-based promotion, communication, and participation in training. Results indicated no significant correlation between feedback satisfaction and promotion satisfaction, and no significant association between communication clarity and training participation, with some limitations in data reliability.

Key findings:

• Majority of respondents were young (18–30 years) and male.

• A significant portion (79.71%) felt insecure in their job positions.

• Over half of employees were dissatisfied with performance feedback.

Suggestions:

• Improve transparency in communication from leadership.

• Link team-building activities to organizational objectives.

• Facilitate internal career growth opportunities.

Conclusion

The study clearly establishes that employee engagement plays a pivotal role in determining the overall performance of an organization. Findings reveal that when employees are emotionally committed, motivated, and aligned with the vision and values of the company, their productivity, innovation, and quality of work improve significantly. Engaged employees not only contribute positively in achieving business goals but also foster a culture of collaboration, trust, and accountability.

References

[1] Gede, D. U., & Huluka, A. T. (2024). Effects of employee engagement on organizational performance: Case of public universities in Ethiopia. Future Business Journal, 10, Article 32. [2] Mansor, F. A., Mat Jusoh, Y. H., Hashim, M. Z., Muhammad, N., & Omar, S. N. Z. (2023). Employee engagement and organizational performance. International Journal of Accounting, Finance and Business (IJAFB), 8(50), 69-80. [3] Mansor, F. A., et al. (2024). Employee Engagement And Organizational Performance: A Human Resource Perspective. Educational Administration: Theory and Practice, 30(4), 5941-5948. [4] Truss, C., Shantz, A., Soane, E., Alfes, K., & Delbridge, R. (2013). Employee engagement, organizational performance and individual well-being: Exploring the evidence, developing the theory. International Journal of Human Resource Management, 24(14), 2657-2679.

Copyright

Copyright © 2025 Bikarm Basu, Dr. S. Pougajendy. This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.