An Exploration of Organizational Change and Employees’ Performance in Nigeria

Abstract

This study focused on Organizational Change (OC) and employees’ performance in banks in North Central of Nigeria. The study ascertained the effects of tolerance to change and the activities of fraud, and strategy change, organizational structuring, attitude of employees towards change and organizational culture on the performance of banks employee in North Central of Nigeria. The study adopted survey research design. The population of the study for Benue State is 168 and Kogi State is 202. The sample size of the study was 189. Multistage random sampling technique was adopted. Data were analyzed using Multiple Regression. Findings showed that tolerance to change, activities of fraudsters, organizational structuring, strategy change and organizational culture have effect on the performance of banks employee. Finding shows that complexity, attitude of employees towards change and tolerance to change have significant and negative influence, and that perceived advantage and employee motivation has positive and significant influence on the change acceptance of bank employees. The study concluded that OC is pivot to banking practices. The study recommended that bank leaders should sustain change tolerance level, devise better strategic approach to dealing with fraudsters and their activities; this may facilitate employees’ improved performance in North Central of Nigeria.

Influence of Organizational Change on the Employee Performance of PT. PLN (Persero) ULTG Bintan

“…According to [7], many companies fail to implement change wholly and correctly, whereas others fail to communicate the change to employees in the organization. In a like-mind, Kimaku (2010) expresses further that the uncertain attached to the dynamic environment is likely to affect employees' competencies adversely [8].…”

A Review of Organisational Change on Employee Performance in Public Sector Organisation in Nigeria

“…Similarly, the practice of organisational change in public organisations by the Nigerian government is limited compared to its counterparts around the world. It has also been noted that most studies on organisational change and employee performance in Nigeria have been conducted in private organisations (Daniel, 2019;Okafor, Kalu & Ozioma, 2017;Okoli, 2022;Aduku, Alabi & Orugun, 2021), thus not looking at the public sector. Therefore, the impact of organisational changes on the staff of public organisations in Nigeria is unknown.…”