Work Environment and Employee Performance in Deposit Money Banks: Evidence from Ondo State, Nigeria (Published)
This study investigates the effect of the work environment on employee performance among Deposit Money Banks (DMBs) in Ondo State Nigeria, with specific focus on physical, psychological, social, and organisational dimensions. A survey research design was adopted, and primary data were collected through structured questionnaire administered to employees of selected DMBs in Ondo State. Three hundred and two (302) valid responses were analysed using descriptive statistics and multiple regression techniques. The findings reveal a strong and positive relationship between the work environment and employee performance, with the combined dimensions of the work environment explaining a substantial proportion of the variation in performance outcomes. The results further show that the physical work environment has a positive and statistically significant effect on employee performance, while the psychological work environment emerges as the most influential predictor. This underscores the importance of intrinsic factors such as recognition, job autonomy, job security, emotional wellbeing, workload balance, and opportunities for growth in enhancing employee effectiveness. The organisational work environment also demonstrates a significant positive influence, highlighting the critical role of leadership practices, organisational policies, communication systems, and workload management. In contrast, the social work environment, although positively associated with employee performance, does not exhibit a statistically significant direct effect, suggesting that its influence may operate indirectly through psychological and organisational mechanisms. Overall, the study provides robust empirical evidence that employee performance in DMBs is strongly shaped by the quality of the work environment, particularly psychological and organisational conditions. The study contributes context specific evidence to the literature on work environment and performance and offers practical implications for bank management and policymakers seeking to enhance productivity, service quality, and organisational sustainability in the Nigerian banking sector.
Keywords: DMBs, Employee Performance, Nigeria, Work Environment, organisational environment, psychological environment
Remote Work and Employee Productivity in Nigeria Breweries PLC (Published)
The study investigated the relationship between remote work and employee productivity of Nigeria Breweries Plc. The four specific objectives of the study were to examine the relationship between digital technology and employee productivity at Nigeria Breweries Plc; to investigate the relationship between remote training and employee productivity at Nigeria Breweries Plc; and finally, investigate the relationship between a remote working environment and employee productivity at Nigeria Breweries Plc. The study adopted a descriptive research design and targeted a population of 200 employees. A sample of 150 employees was selected using the stratified random sampling technique. The researcher used Google Forms to issue questionnaires to the selected participants, whereby 150 recipients responded successfully to the survey. The collected information was analyzed through descriptive analysis using mean and standard deviation to present the demographic information and the responses to research questions. SPSS and Microsoft Excel software were utilized for data analysis. Analysis of variance was also done to determine the goodness of fit. Finally, the interpreted results were presented using charts, words, and figures. The findings reveal that digital technology significantly influences employee productivity, though its practical contribution is limited without adequate support. Remote training programs positively impact productivity and work quality but show gaps in equipping employees with new skills and enhancing task efficiency. Similarly, the remote work environment significantly affects productivity, particularly through improved work-life balance, though challenges such as disconnection and extended working hours persist. The study concludes that while these factors are vital, their effectiveness depends on complementary strategies, including improved infrastructure, targeted training, and supportive work policies. Recommendations are provided to optimize these factors, emphasizing the importance of context-specific solutions to enhance employee productivity in Nigeria Breweries Plc.
Keywords: Employee Productivity, Motivation, Work Environment, remote work
RELATIONSHIP BETWEEN EMPLOYEES MOTIVATION & CUSTOMER SATISFACTION- A CASE STUDY OF SELECTED BANKS IN PAKISTAN (Published)
In the present cut throat competition of business in Pakistan, keeping the faithful customers footings has become a major issue for the management of all types of companies. Few segments particularly of services Industry where the there is very high human participation in rendering the services; companies are trying to perk up the service standards to secure and maintain the loyal customers. In present era, the retention of existing customers has become more important even than the new customers. The reason for is that the markets are being saturated very quickly due to increasing number of participants and the competitors are fighting for the same shrinking piece of pie. This improvement in service quality is based on the hypothesis that motivate and professionally well-equipped employees are the significant customer satisfaction indicators. To assess the validity of above stated supposition, this research has selected banking sector as population and chosen three Banks namely: Askari Bank Ltd., Bank Al-Habib Ltd., Habib Metropolitan Bank Ltd. as sample of this research study.The objective of this study is to understand and evaluate the main drivers of employee motivation in banking sector of Pakistan and their impact on customer satisfaction. Primary Data has been used in this study and it was collected through structured questionnaire. The reliability and consistency of primary source i.e. questionnaire was tested through Cronbach’s Alpha, whereas the author has applied Correlation and Regression technique for data analysis with Chi-Square Test for additional support to the results. Based on the rigorous literature review, survey instrument designing purified by help of pilot study, the results revealed that employee’s motivators are Compensation, Working Environment, Job Design, Staff Trainings and Performance Management System.
Keywords: Career Development, Compensation, Customer Satisfaction, Employees’ Motivation, Job Design, Work Environment
Relationship between Work Environment, Career Development Opportunities and Employee (Published)
The issue of employee retention has generated growing interest for human resource practitioners and researchers because of the effects it has on the development and accomplishment of organization’s goals and objectives. This study explores the link between work environment, career development opportunities and employee retention in Vodafone Ghana Limited. The study used 142 employees, representing 10% of the target population of 1,420. Data was collected primarily through semi-structured questionnaire. The paper adopted descriptive research survey, specifically cross sectional. Data was analyzed with Descriptive Statistics. Pearson Correlation Coefficient was employed to establish the relationship among the variables. The findings indicated that work environment and career development opportunities had positive relationship with employee retention and thus affect employees’ decision to stay in Vodafone Ghana Limited. The implication of the study is that, the management of Vodafone Ghana Limited should provide advancement opportunities to increase employees’ career growth to help retain employees. Finally the study also recommends that thriving and friendly environment should
Keywords: Career Development Opportunities, Employee Retention, Vodafone Ghana Limited, Work Environment