Employee Engagement Dimensions and Organizational Performance of Selected Microfinance Banks in Abeokuta, Ogun State (Published)
Employee engagement plays a crucial role in boosting organizational performance, but there’s still a lack of solid evidence on how its various dimensions impact the financial, operational, and market performance of Microfinance Banks in Nigeria. This study delved into the connections between physical, emotional, and cognitive engagement and performance at selected Microfinance Banks in Abeokuta, Ogun State. We used a descriptive survey design, distributing 90 questionnaires to staff and successfully retrieving 80, which gives us an impressive response rate of 88.9%. We analyzed the data using a 5-point Likert scale and employed descriptive statistics along with multiple regression in SPSS v26. The findings revealed high levels of engagement: emotional engagement topped the charts with a mean of 3.83, followed closely by physical engagement at 3.73, and cognitive engagement at 3.61. The regression analysis indicated that physical engagement had a significant impact on financial performance, with β = .302, p = .007, Adj. R² = .372. When it came to operational performance, physical engagement emerged as the strongest predictor, β = .386, p = .001, while emotional engagement also played a significant role, β = .245, p = .033, Adj. R² = .315. For market performance, emotional engagement was the standout predictor, β = .421, p < .001, with cognitive engagement also showing significance, β = .208, p = .025, Adj. R² = .288. All null hypotheses were rejected. The study concludes that these three dimensions of engagement are distinct predictors of performance. Emotional engagement is key for driving financial and market results, while physical engagement is essential for operational success. It’s recommended that Microfinance Banks implement a comprehensive strategy: promote staff wellness to boost physical energy, enhance mission alignment to foster emotional connection, and offer training to sharpen cognitive focus, all aimed at improving competitiveness.
Keywords: Cognitive Engagement, Employee Engagement, Financial Performance, Market Performance, Microfinance Banks, emotional engagement, operational performance, physical engagement
Employee Engagement and Organizational Productivity of Hospitality Sector in Abuja (Published)
This study investigates the impact of employee engagement on organizational productivity within the hospitality sector in Abuja, Nigeria. Utilizing a cross-sectional survey design, data was collected from 841 hotels using census-based sampling methods. The research objectives were to assess the influence of Emotional Engagement (EE), Intellectual Engagement (IE), and Social Engagement (SE) on organizational productivity. Findings from multiple regression analysis revealed significant positive effects of EE, IE, and SE on organizational productivity, highlighting the importance of fostering engagement across these dimensions. In conclusion, this study underscores the critical role of employee engagement in driving organizational productivity within the hospitality sector in Abuja. The findings highlight the significant positive effects of Emotional Engagement, Intellectual Engagement, and Social Engagement on productivity levels, indicating that engagement initiatives targeting these dimensions can lead to tangible performance improvements. By fostering a culture of engagement and prioritizing employee well-being, hospitality organizations can enhance their competitiveness and sustainability in Abuja’s dynamic business environment.
Keywords: Employee Engagement, Employee Productivity, emotional engagement, employee well-being, intellectual engagement, organizational productivity, social engagement, supportive work environments
Impact of Employee Engagement On Service Quality in Nigerian Public Agencies (Published)
This study investigates the connection between employee engagement and service quality in the Asset Management Company of Nigeria (AMCON), which is a key player in Nigeria’s financial sector. This study examines three key dimensions of employee engagement – absorption, vigor, and dedication – and their effects on service quality, specifically focusing on the responsiveness dimension of the SERVQUAL model. This study is important because there is a lack of representation of AMCON and similar institutions in the existing literature, particularly within the context of Nigeria’s unique financial landscape. This study utilized a mixed-methods approach that included quantitative surveys and qualitative interviews with AMCON employees. The analysis employed the SERVQUAL model to evaluate service quality and multiple regression analysis to explore the influence of each engagement dimension. The findings of this study are expected to contribute to a theoretical understanding of the impact of employee engagement on service quality within the asset management sector. Additionally, this study aims to provide practical insights for AMCON, potentially improving service delivery strategies and effectiveness in fulfilling its mandate. The broader implications of this study extend to similar asset management entities in emerging economies, providing a comparative perspective, and understanding of these dynamics in diverse economic and regulatory environments.
Keywords: Employee Engagement, Nigeria, Responsiveness, SERVQUAL-model., Service Quality, absorption, asset management company, dedication, vigor
The Impact of Motivation on Employee Performances: A Case Study of Karmasangsthan Bank Limited, Bangladesh. (Published)
Employees are the heart of any organization. For any organization to operate smoothly and without any interruption, employee cooperation cannot be replaced with anything else. It is of utmost importance that the employees of an organization not only have a good relationship with the top management, but also they maintain a healthy and professional relationship with their coworkers. The following study is a self-conducted research on how motivational tools impact the performance of employee for betterment. The study also focused on de-motivation factors affecting employee performance negatively. A sample of individuals was selected and was interviewed with a self-administrated questionnaire to obtain primary data. The data was analyzed using descriptive statistical analysis methods. The results obtained indicate that if employees are positively motivated, it improves both their effectiveness and efficiency drastically for achieving organizational goals.
Keywords: Decision Making, Employee, Employee Engagement, Motivation, Organizational Performances and Job satisfaction, Organizational goals, Productivity