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Abstract: This study explored factors affecting remote and traditional employee engagement in the Communications department of a Fortune 500 Financial Service Company. It was a quantitative, correlational and explanatory study that leveraged multiple regression statistical tests to evaluate potential correlations. Data were collected by using the EENDEED survey, a validated instrument, which embodied variables that were informed by a theoretical framework of social exchange, self-determination, and self-efficacy. The survey was distributed to 98 employees in the department. It included demographics such as age, length of service, and geographic co-location with supervisor. The response rate was a respectable 77%. The results concluded that age and length of service had no significant statistical influence on employee engagement at the Fortune 500 Financial Service Company (p>.05). However, geographic co-location with the supervisor did positively influence the employees’ levels of engagement (p<.05). In answering the question, which of the nine variables included in the EENDEED instrument generates the lowest score, thus being a subject of attention? It was found that the presence of Career Planning scored the lowest. In other words, this study identified an item on which the organization could focus for a rapid improvement of employees’ levels of engagement. When data was compared to other EENDEED administrations, it was found that the Fortune 500 Financial Services Company population was exceedingly more engaged than previous populations studied. The contribution of this study is to provide actionable input for the management team of the Fortune 500 Financial Service Company and/or like organizations to maintain and nurture employee engagement. This study also contributed to literature by providing a classification of levels of engagement as measured by the EENDEED instrument.DOI: https://doi.org/10.51505/IJEBMR.2024.8210
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