Measuring work engagement strategies and employees’ behavioural outcomes in Nigerian Universities

Abstract

Institutions of higher learning in the modern and highly competitive academic environment compete to drive work engagement and explore possible means by which employees can develop and exhibit right attitudes and disposition to work. The main objective of this study was to examine the effect of work engagement strategies on employees' behavioural outcomes. Few studies analysed how work engagement strategies could help in driving standard work behaviour particularly in higher institutions. In an attempt to bridge this gap, this study was carried out using descriptive research method and Structural Equation Model (AMOS 22) for the analysis of four hundred and forty-one (441) valid questionnaire which were completed by the faculty members of the six selected private universities in Nigeria using stratified and simple random sampling techniques. Factor model which shows high-reliability and good fit was generated, while construct validity was provided through convergent and discriminant analyses. The findings indicate that career opportunities, recognition of efforts, institution's reputation, investment in employees and fun at work have positive influence on job satisfaction, job involvement and employees' loyalty. This study contributes to the scientific knowledge in the area of Strategic Human Resources Management and the insight discovered from the study would help the management of institutions of higher learning to improve their employees' level of engagement as well as their behavioural outcomes.

Bolstering human capital management and engagement in the health sectors

“…The human capital management was measured using training and development, mentoring, job design, career development, coaching, and employee relations (Ajisafe et al, 2015;Ogujiuba, 2013;Salau, 2017;Tomislay et al, 2019). While items for employee engagement were adapted from the works of Hauck et al (2011), Swarnalatha andPrasanna (2012), Reilly (2014), andFalola et al (2018). Out of the five hundred and ten (510) copies of the questionnaire distributed, only four hundred and eight (408) copies were duly filled, representing 80% response rate.…”

“…Training is an organized practice to which the human resources of an organization attain knowledge and cultivate skills by instruction and real-world activities that metamorphose into betterquality corporate performance. Training is the regular use of proper procedures to disclose information, knowledge and facts that help people to procure the skills indispensable for the performance of jobs adequately (CIPM, 2018;Falola et al, 2018). The goal of training is for employees to imbibe the attitude, knowledge, behaviours and skill accentuated in training programs and to apply them to their real-life routine events.…”

Antecedents of corporate reputation with employees in higher education institutions: a systematic review

“…To achieve employee empowerment, employees in HEIs must first be engaged with their work, through recognition of efforts and employee benefits. Falola et al (2018) described work engagement as a process by which the human resources of an organization are economically and strategically inspired to be involved and committed to the organizational goals and values. They argued that such engagement is likely to attract and retain employees with distinctive capabilities for teaching, research and innovation in HEIs.…”

Human Capital Development and Performance in Garment Industries in Nigeria: Business Owners and Employees Simultaneous Development Perspectives

“…Accordingly, business organizations have come to better comprehension of the importance of training and development for their feasible advancement in knowledge-intensive and unstable business environment of this contemporary time, and consequently have progressively valued the productivity of building up their human resources through different types of training programs (Salas & Cannon-Bowers, 2001). Training involves adequate use of effective guidelines to disseminate information, and knowledge required for effectiveness in carrying out the assigned task in an organization (CIPM, 2018;Falola et al, 2018). Human capital resource of any organization plays a vital role, hence training and retraining helps in stimulating business owners and employees for an enhanced capacity (Khan et al, 2011).…”