Significance of Employee Engagement and Individual Well-Being on Organisational Performance in Nigeria

Abstract

This study measures the significance of employee engagement and individual well-being on organisational performance. The collected data was done through the administration of semi-structured questionnaires and interview. The researchers gathered data from one of Nigeria’s top manufacturer of plastics. A total number of 48 questionnaires were administered to the staff of the selected organisation. Correlation analysis was used to test the hypotheses to measure the specified variables. The result shows that employee engagement and individual well-being has a significant effect on efficiency and effectiveness which has strong ability to enhance the organisation performance. It was recommended that the top management of organizations should keep in mind employee engagement various drivers such as empowering the employees, providing full information, support from the top management, aligning efforts with strategy while planning to engage their employees to ensure efficiency and improved performance in their organisation. Secondly, communication within the organisations should focus more on engaging employee, individual well-being, empowering employees, rewards and recognition and building a bond between leaders and employees as strategic objectives. Finally, organisation leaders should adopt a periodic survey with employees to develop a better understanding of the employees' expectation trends over time. Monitoring and tracking employee engagement strategies of an organisation and its competitors can be useful when planning to implement effective employee engagement strategies.

Organizational resilience and Human Resource Management Practices (HRMP) of accommodation establishments in Oriental Mindoro

“…Employees with ten or more years of experience, on the other hand, have developed routines and may not prioritize continuous learning, which resulted in lower scores in perceptions of learning and knowledge, organizational culture, leadership, situation awareness, and risk management. This is in line with the assertion of Adekoya et al (2019) that employee satisfaction and wellbeing have a major impact on productivity and effectiveness, both of which have the power to improve business performance. In order to ensure efficiency and improved performance in their organization, it was advised that top management of organizations should consider a variety of drivers of employee engagement, including empowering the employees, providing full information, top management support, and aligning efforts with strategy.…”

“…The respondents also had a favorable opinion of the management. Adekoya et al (2019) noted that employee satisfaction and wellbeing have a major impact on productivity and effectiveness, both of which have the power to improve business performance. Moreover, as discussed by Fu et al (2023) found that companies with happier employees have lower equity costs.…”

A Study on How Psychological Capital, Social Capital, Workplace Wellbeing, and Employee Engagement Relate to Task Performance

“…It is significant that the study by Bailey et al (2015) was metanalytic in nature and was based on 214 empirical studies. Considering that WE can enhance efficiency and effectiveness and resultant performance (Adekoya et al, 2019;Armstrong et al, 2016), the findings of this study are significant.…”

“…Bailey et al (2015), based on 214 studies, identified a robust relationship between WE and task performance. Adekoya et al (2019) found WE and WWB to enhance efficiency, effectiveness, and resultant performance significantly. A few other researchers also found a significant association between WE and performance (Armstrong et al, 2016; Ellis & Sorensen, 2007).…”

Assessment of Employee Well-Being on Organisational Effectiveness & Productivity: A Literature Review

“…Diminished levels of employee well-being are linked to reduced productivity, increased rates of absenteeism, and elevated turnover. Recognizing the profound impact of employee engagement, organizations actively seek to cultivate high engagement levels, foreseeing positive ramifications for productivity, innovation, profitability, and employee commitment (Adekoya, Jimoh, Okorie, & Olajide, 2019). A recent investigation by Bryson, Forth, and Stokes (2017) further underscores the interconnection between job satisfaction and job performance, highlighting that heightened job satisfaction positively contributes to increased job performance, thereby enhancing overall organizational productivity.…”