International Journal of Trend in Scientific Research and Development (IJTSRD) Volume 5 Issue 6, September-October 2021 Available Online: www.ijtsrd.com e-ISSN: 2456 – 6470 @ IJTSRD | Unique Paper ID – IJTSRD46403 | Volume – 5 | Issue – 6 | Sep-Oct 2021 Page 329 Factors Influencing Employee Engagement in Mysore Paints and Varnish Limited Dr. Swathi. S Assistant Professor, Yuvaraja College, University of Mysore, Mysuru, Karnataka, India ABSTRACT The application of employee engagement had gained lot of attention in IT Industries. Employee engagement has also been spread to other Industries also. Keeping employee full engaged is very much essential. Engaged employee will be more productive, effective and efficient. In this paper factors influencing employee engagement in Mysore Paints And Varnish Limited is taken for the study. Hundred samples were taken for the study. Threety seven attribute were taken for analysis. Only nine factors have strong influence on employee engagement. KEYWORDS: Employee engagement, salary, communication, Job Resources, Growth and Development How to cite this paper: Dr. Swathi. S "Factors Influencing Employee Engagement in Mysore Paints and Varnish Limited" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-6, October 2021, pp.329-333, URL: www.ijtsrd.com/papers/ijtsrd46403.pdf Copyright © 2021 by author(s) and International Journal of Trend in Scientific Research and Development Journal. This is an Open Access article distributed under the terms of the Creative Commons Attribution License (CC BY 4.0) (http://creativecommons.org/licenses/by/4.0) Employee engagement is a concept which becomes more popular during 1990s.In the year 1990s it was in nascent stage over the period of time the concept has become even more important and relevant. The applicability of employee engagement started to penetrate all the industry. The expert in the industry understood that the employee engagement is not just one time activity. It is a continuous process which needs to be done regularly. In the organization to get the maximum benefits of employee engagement. According to Scarlett Surveys Employee Engagement is measured with the help of attachment an employee has towards job that is positive or negative emotional attachment. The employee with high positive emotional attachment will lead to willingness to learn and perform in work. They influence positive vibes to colleagues and organization. Employee engagement is a passion, positive feeling and association of on individual towards the job. The organization always wants to make the profit. It is possible only when you the employee who are working in the organization are engaged. The engaged employees are assets to the organization. They will be able to make lots of profit, productivity and high amount of involvement in the job is found in the engaged employees All type of organization like government and private organization look out for the better ways to keep the employee engaged in the organization. In most of the private organization have taken lots of interest in conducting the employee engagement programs, activities and surveys. when compared to private organization fewer initiatives are taken by government organization. But both the government and private organization are very interested to understand what are the factors which influence employee engagement. Fang Lee Cooke et.al (2019), the author has taken 2040 employees in the Chinese banking industry. The growing interest in employee resilience in the organizational context and its contribution to organizational performance. However, little is known the extent to which high-performance work systems (HPWS) contributes towards enhancing employee’s resilience as well as their levels of engagement. After IJTSRD46403 International Journal of Trend in Scientific Research and Development @ www.ijtsrd.com eISSN: 2456-6470 @ IJTSRD | Unique Paper ID – IJTSRD46403 | Volume – 5 | Issue – 6 | Sep-Oct 2021 Page 330 the investigation it is found that if skills and attributes of employee are increased it leads to development of individuals and the organization. Hussein Nabil Ismail et.al 2019, In this paper is to explore the relationship between employee engagement and job performance in the country of Lebanon, and to test whether creativity mediates the relationship between engagement and performance. The research sample consisted of 186 respondents working in Lebanese firms. The questionnaire included established measures relating to employee engagement, job performance and creativity – in addition to various demographic questions. Stepwise multiple regression and bootstrapping methods were employed in the analysis of the data. The findings showed a significant positive effect of employee engagement on job performance. However, mediation analysis using bootstrapping methods has shown that creativity has fully mediated the relationship between engagement and performance. MitikaNangia et.al (2020), the author has taken the volatile, uncertain complex and ambiguous (VUCA) scale. Which was introduced by U.S people in 1980.They have used both primary and secondary data to explain about employee engagement and talent management in IT industry. Providing up skilling platforms, taking Employee life cycle virtual, virtual leader support programs will lead to employee engagement. MeenakshiKaushiket.alia(2020), the author opines that employee connection special social gathering became problem. The physical and vocal relationship and friendship were lost during lockdown time. It is conceptual paper were author has used secondary data to discuss the positive and negative impacts of employee relationship and engagement. Kevin M. Kniffin et.al.(2020), It is an working paper, were the authors have highlighted the changing needs of employees during covid 19. The impact of the working from home, virtual teams, unemployment and mental well-being on a gender, family status, personality, and cultural are studied. They suggest that based on above mentioned parameters employees need to be given flexibility to increase employee engagement. For the studing the factors influencing employee engagement The Mysore Paints and Varnish Ltd was taken. Brief information regarding the company. The Mysore Paints and Varnish Ltd was extablished in the year 1937 by king of Mysore NalwadiKrishnarajaWodeyar. the Ink is prominently manufactured which is used or know as Voter's Ink. MPVL Indelible Ink has demonstrated over 4.5 billion citizens both in India and over the world. The primary client for the permanent ink is Election Commission of India and a portion of the far off nations like Nepal, Cambodia, Turkey, South Africa, Nigeria and so forth. OBJECTIVE OF THE STUDY To examine the factors influencing employee engagement. RESEARCH METHODS The need of the study was to identify employee engagement factors Dependent variable: Employee engagement. Independent variable: Hundred attributes were taken into studies Data collection method : Both primary and secondary data are used in the paper. RESEARCH DESIGN The research design used in the paper is descriptive, using the survey method. Descriptive research accurately and systematically describes the characteristics or behaviour of an observed phenomenon or a particular population SAMPLE DESIGN Non parametric. That is convenient sampling was used for the study. SAMPLING UNIT Mysore paints and varnish limited in Mysore was the sampling units used in this study SAMPLE SIZE Hundered employees of Mysore paints and varnish limited in Mysore were choosen from all the levels of department. International Journal of Trend in Scientific Research and Development @ www.ijtsrd.com eISSN: 2456-6470 @ IJTSRD | Unique Paper ID – IJTSRD46403 | Volume – 5 | Issue – 6 | Sep-Oct 2021 Page 331 Table -1 Total Variance Explained Comp onent Initial Eigenvalues Extraction Sums of Squared Loadings Rotation Sums of Squared Loadings Total % of Variance Cumulative % Total % of Variance Cumulative % Total % of Variance Cumulative % 1 10.702 28.923 28.923 10.702 28.923 28.923 5.391 14.569 14.569 2 5.439 14.699 43.623 5.439 14.699 43.623 5.167 13.966 28.535 3 3.584 9.686 53.309 3.584 9.686 53.309 4.799 12.970 41.505 4 3.091 8.355 61.664 3.091 8.355 61.664 2.994 8.091 49.596 5 2.423 6.548 68.211 2.423 6.548 68.211 2.979 8.052 57.647 6 2.300 6.217 74.428 2.300 6.217 74.428 2.923 7.901 65.548 7 1.804 4.876 79.305 1.804 4.876 79.305 2.843 7.685 73.233 8 1.323 3.575 82.880 1.323 3.575 82.880 2.713 7.331 80.564 9 1.036 2.800 85.679 1.036 2.800 85.679 1.893 5.115 85.679 10 .893 2.412 88.092 11 .851 2.300 90.391 12 .767 2.073 92.464 13 .650 1.758 94.222 14 .499 1.349 95.571 15 .430 1.161 96.732 16 .284 .767 97.499 17 .240 .649 98.148 18 .214 .578 98.726 19 .178 .480 99.207 20 .163 .441 99.647 21 .097 .263 99.911 22 .028 .077 99.988 23 .005 .012 100.000 24 1.433E-15 3.873E-15 100.000 25 7.396E-16 1.999E-15 100.000 26 5.692E-16 1.538E-15 100.000 27 4.147E-16 1.121E-15 100.000 28 1.891E-16 5.111E-16 100.000 29 8.113E-17 2.193E-16 100.000 30 5.811E-17 1.570E-16 100.000 31 3.417E-17 9.235E-17 100.000 32 -5.756E-17 -1.556E-16 100.000 33 -1.536E-16 -4.152E-16 100.000 34 -2.937E-16 -7.938E-16 100.000 35 -4.015E-16 -1.085E-15 100.000 36 -4.578E-16 -1.237E-15 100.000 37 -5.615E-16 -1.517E-15 100.000 Extraction Method: Principal Component Analysis. International Journal of Trend in Scientific Research and Development @ www.ijtsrd.com eISSN: 2456-6470 @ IJTSRD | Unique Paper ID – IJTSRD46403 | Volume – 5 | Issue – 6 | Sep-Oct 2021 Page 332 The Table 1 shows the total variance between the components. Component Analysis table shows the factors which strongly influence employee engagement. Among the 37 items taken, 9 factors were extracted which have Eigen value of more than 1. The total variance explained by 9 factors was 85.67%. H0 There is no positive relationship between employee engagement and salary H1 There is a positive relationship between employee engagement and salary H0There is no positive relationship between employee engagement and Growth and Development H2 There is a positive relationship between employee engagement and Growth and Development H0There is no positive relationship between employee engagement and Job Resource. H3There is a positive relationship between employee engagement and Job Resource. H0There is no positive relationship between employee engagement and communication. H4There is a positive relationship between employee engagement and communication. H0There is no positive relationship between employee engagement and work life balance. H5There is a positive relationship between employee engagement and work life balance. H0There is no positive relationship between employee engagement and Decision making. H6There is a positive relationship between employee engagement and Decision making. H0There is no positive relationship between employee engagement and Unity in Teams. H7There is a positive relationship between employee engagement and Unity in Teams. H0There is no positive relationship between employee engagement and Freedom. H8There is a positive relationship between employee engagement andFreedom. H0There is no positive relationship between employee engagement and Manager. H9There is a positive relationship between employee engagement and Manager. Table 2: Factor naming Sl. No. Factors Employee Engagement P- Value 1 Salary .791 .000 2 Development and Growth .656 .000 3 Job Resources .573 .000 4 Communication .455 .000 5 Work life Balance .460 .000 6 Decision making .479 .000 7 Unity in Teams .426 .000 8 Freedom .379 .000 9 Manager .369 .000 Source: Primary Data. Table 2 discuss about correlation table.All the nine factors taken for the study had positive correlation values with employee engagement and r was significant at 0.05 levels. So the Null hypothesis of nine factors is not accepted. Finding and conclusion When we talk about the employee engagement in government undertaken companies. Salary is still the first priority of the employees to keep them engaged in the work. The company may be government or private organization employee look out firstly for salary. The employees in government companies look out for development and growth by the help of performance appraisal. Job Resources availability make them more engaged in the work. employees like to have communication. Work life balance is the priority of the employees. Decision making will also impact on employee engagement. Unity in teams, freedom in the work and lastly manager play an important role in making employee engaged. Manager is a last factor which influence employee engagement in the government undertaken companies attrition was very less or we can also call it as zero. so manager word and behaviour will not affect the employee more when we compare to private owned companies. International Journal of Trend in Scientific Research and Development @ www.ijtsrd.com eISSN: 2456-6470 @ IJTSRD | Unique Paper ID – IJTSRD46403 | Volume – 5 | Issue – 6 | Sep-Oct 2021 Page 333 If the company Mysore paints and varnish adopt to do the employee engagement survey in the organization. Definitely it will help the organization to give better performance of the employee in the organization. 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