Factors leading to employee engagement at work: insights from onsite study abroad staff members in Italy

According to Gallup (2023c), 23% of the workforce from various not-mentioned industries in Europe, Africa, Asia, Australia, North America, and South America is unengaged at work, leading to quiet quitting and turnover and therefore costing the global economy about $8.8 trillion, which is 9% of global GDP. In addition, Gallup mentions Europe having the lowest percentage of engaged employees (at only 13%), with Italy ranked in 37th place (from 1-38) with only 5% of engaged employees. As a result, this study will explore the factors US-based study abroad institutions or organizations’ full-time on-site study abroad staff members in Italy, who provide students with services and support while abroad, perceive to lead them to be engaged at work. Guided by Khan’s (1990) employee engagement theory, which draw directly from his conceptualization of employee engagement, this basic qualitative study used semi-structured interviews and thematic analysis, grounded in rich descriptions of 21 full-time on-site study abroad staff members in Italy collected in September to October 2024, to understand their personal experiences with engagement at work. The findings of the study indicated one overarching theme, which was positive workplace culture and seven subthemes, including purposeful variety; valued expertise; trust and support from supervisors and colleagues; job stability; schedule flexibility and work autonomy; physical, emotional, and mental well-being; and culturally competent staff. The results of this study will help bridge the gap in research that focuses on sectors other than study abroad staff in Italy. Furthermore, the results will assist human resources (HR) and human resource development (HRD) at US universities with centers, offices, or teams in Italy, US study abroad programs with centers or offices in Italy, and US study abroad providers with centers, offices, or teams in Italy recognize the importance of engagement of their on-site study abroad staff members to their organization or institution’s financial health. As a result, these HR and HRD professionals will take action and implement engagement strategies that will help decrease quiet quitting and turnover as well as ensure that their on-site staff members remain committed to their jobs, are productive while at work, and provide optimal customer service to maintain customer satisfaction and profitability. In turn, on-site study abroad staff members in Italy will feel at ease, enthusiastic to work, and satisfied with their jobs after the necessary strategies are implemented by HR and HRD.

Name thesis:degree_name

Ed.D.

Level thesis:degree_level

Dissertation

Discipline thesis:degree_discipline

Educ Policy, Orgzn & Leadrshp

Grantor

University of Illinois Urbana-Champaign

Year dc:date

2025

Author dc:creator

• Devitto, Aimee Mitzie

Contributors dc:contributor

• Huang, Wen-hao
• Hood, Denice
• Oh, Eunjung
• Witt, Allison

• on-site study abroad staff
• Italy
• employee engagement
• qualitative study

Statement dc:rights

• Copyright 2025, Aimee Mitzie Devitto

Language dc:language

en

Handle dc:identifier

https://hdl.handle.net/2142/132769

OAI identifier oai:identifier

oai:www.ideals.illinois.edu:2142/132769