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
Human Resource Management and Employee Performance in Health Centers in Juba City (Published)
The study looks at how human resource management affects employee performance. It focused on investigating the relationship between employee performance in health facilities and motivation, recruitment, and performance appraisal. Three separate health centers in Juba City were used to conduct the study. The study used a descriptive research design the target population was all 60 staff working at the headquarters of the health centers in Juba City. Stratified random sampling was used to select the target population. The sample size of this study was therefore 52 staff. Primary data was used, and it was collected through the use of semi-structured questionnaires. The questionnaire generated both qualitative and quantitative data. Qualitative data was analyzed by using correlation and regression analysis, and the results were presented in table form. Qualitative and quantitative data were examined using inferential and descriptive statistics, as well as statistical software known as the Statistical Package for Social Sciences (SPSS), version 25.0. Descriptive statistics comprised percentages and frequencies, as well as regression and correlation analysis results. It was discovered that a company can only be as effective as its people, as employee performance is the most important component in determining an organization’s success. This study looks into how HRM affects worker performance in healthcare institutions, with a focus on how important recruitment, performance reviews, and motivation are to the success of a business. Better individual performance has the potential to improve organizational performance. A strategy for continuous performance improvement and a work environment that is relevant are necessary. This should be the top priority for human resource managers. Beyond health centers, future studies should include parts of human resource practice as well as private and public health centers.
Keywords: Employee Productivity, Human Resource Management, employee efficiency, performance appraisal employee performance
Internal Environment and Profitability of Banks: The Terminal Benefits Nexus (Published)
The main purpose of this study is to evaluate the effect of internal environment on profitability of deposit money banks in Sub Saharan (SSA) with special focus on terminal benefits nexus. Specific objectives are examination of the effect of staff terminal benefits, employee productivity, capital adequacy and board size on return on assets (ROA) of the banks. Panel data on selected banks from six SSA countries for the period 2004-2016 were used. Panel data regression approach was employed under fixed and random effects models. Findings indicated among others that capital adequacy and employee productivity have positive significant effect on ROA while staff terminal benefits and board size exhibit negative insignificant effect. Also staff terminal benefits and board size correlate negatively and significantly with ROA while employee productivity and capital adequacy show positive significant relationship with ROA. The findings equally showed that staff terminal benefit has negative significant relationship with employee productivity. The study concludes therefore, that internal environment has both negative and positive significant effect on profitability of deposit money banks in SSA with significant terminal benefit nexus. It is recommended among others that organizational restructuring by deposit money banks should be handled with caution so as to minimize the usual negative reactions of surviving and retrenched employees which could reduce productivity and profitability.
Keywords: Capital conservation buffer, Employee Productivity, Employee retrenchment, Team efficiency ratio, large board size