FACTORS AFFECTING WORK ENGAGEMENT AND PRODUCTIVITY OF ISAP EMPLOYEE

Abstract

This study used descriptive qualitative research. This study used a self-designed 4-point Likert scale questionnaire for 67 participants. Using stratified sampling, 49.30% of ISAP employees are 20–25 years old. Employees are young and middle-aged. 34 women and 33 men participated. Most school administrators are unmarried, have a Bachelor's degree, and work full-time, with 62.5% having worked at International School of Asia and the Pacific for more than a year. "Agree" describes the factors that affect employee engagement and productivity, as evaluated by a randomly selected employee of the institution in terms of work environment, training, career opportunities, pay structure, employee wellness, and system and procedure. "Agree" can be used to describe professional development, recognition & rewards, communication & connection, and job engagement and productivity. Need refinement, successful, and excellent have "Agree" descriptors. The institution benefits from ISAP personnel' job engagement and productivity. Productivity should peak too. This research report will examine the Factors Affecting ISAP Staff Work Engagement and Productivity using a stratified sample strategy, a descriptive approach, a qualitative method, and a float questionnaire to 67 respondents. A company's success is due to its employees' efficiency. An organization's success depends on its staff. The study examines International School of Asia and the Pacific workers' work engagement and productivity elements and personalities. This study seeks to understand ISAP workers' involvement and productivity. Work environment, training, and career opportunities, compensation structure, employee wellbeing, system and procedures, career development, recognition & rewards, communication & relationships, needs improvement, and effective & exceptional. The study processed, that employees should work together to create a happy, motivated, and productive workplace to meet the organization's goals. Researchers also urge that administrators pay attention to employee orientation to better match their efforts with the payment structure, employee wellness, system, and procedure to achieve and drive the organization's goals and objectives.