Date of Conferral

2022

Degree

Doctor of Public Administration (D.P.A)

School

Public Policy and Administration

Advisor

Michael Brewer

Abstract

Employee engagement is defined as a positive, fulfilling, work-related state of mind and describes work team members who gain a sense of connection in what they do. This has an impact on the physical, mental, and emotional health of the employee and the health of the organization. There was a need to explore contributing factors to employee engagement in a changing remote organization because there was a current gap in the literature regarding employee engagement and organizational change. The purpose of this qualitative study was to explore causes to low engagement among employees in a nonprofit organization located in the northeast United States that was currently undergoing organization changes. The guiding research question explored what factors impact employee engagement and contribute to low engagement levels among team members within the client organization. This study was informed by the self-determination theory, particularly its concept of general engagement and model of personal engagement. Primary data were collected utilizing a web-based questionnaire that was administered to employees of the nonprofit organization. Secondary data were collected from peer-reviewed articles and historical data from the nonprofit organization. The data were analyzed using content analysis to identify emerging themes. The findings showed six themes that were important to the employees of the nonprofit organization for their continued engagement. Leadership in the nonprofit organization should address job stress, burnout, and negative work environment. Leaders of nonprofit organizations should focus on employee engagement to promote positive social change when undergoing organizational change, especially in remote/mobile work environments.

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