Impact of Artificial Intelligence, Hybrid Work Models and The Gig Economy On Employee Performance in Nigeria (Published)
The commencement of digital technologies and evolving labour structures has transformed the modern work structures especially in developing economies such as Nigeria. This study examines the impact of Artificial Intelligence (AI), hybrid work models, and the gig economy on employee performance. The research employed a quantitative approach, and structured questionnaires were administered for data collection from employees across various corporate organisations, hybrid work settings, and gig platforms. The findings reveal that AI adopters had positive impact on employee performance by the enhancement of task automation, making decisions and efficiency. The Hybrid work models reveal the flexibility of its users and the improvement in their work-life balance. Although there are barriers to communication and social isolation, the model showed increase in motivation. Similarly, the gig economy offers employment opportunities to individual irrespective of their skills, as well flexibility. But no career progression or insurance plans for the uses of this model, no job security and there are no workers’ rights. The conclusion of the study and revealed how these models contribute to employee performance, but their effectiveness in Nigeria is limited due to inadequate infrastructure poor digital skills, and weak regulatory structures. The research recommends that organisations including the government and private sectors invest in digital infrastructure, build training centres train employees. The research also recommended policymakers to amend the current polices by protecting gig workers and support other various work structures. This study contributes to the existing literature by providing a comprehensive analysis of the effects of AI, hybrid work, and the gig economy on employee performance within the Nigerian context.
Keywords: Artificial Intelligence, Employee Performance, Human Resource Management, Nigeria, gig economy, hybrid work
FACTORS AFFECTING IMPLEMENTATION OF PERFORMANCE RELATED PAY: A CASE OF KENYA REVENUE AUTHORITY (Published)
The study examined factors constraining the implementation of performance related pay in government agencies in Kenya. It investigated the influence of management commitment, employee participation and setting of performance targets on the factors influencing implementation of performance related pay in Kenya Revenue Authority. Findings from various studies have indicated that many organizations have embrace Performance Related Pay but the implementation process remains a challenge. Literature was reviewed in line with the study objectives and the research questions. The study employed the use of a case study as a research design. A self administered questionnaire was used as the primary data collection instrument. To achieve the main objective, a description survey of 232 respondents was conducted from a population frame of 2322 from employees Kenya Revenue Authority in Times Tower Nairobi headquarters. Statistical inferences indicated that high reliability was achieved by the data collection instrument with Cronbach’s Alpha coefficients ranging from 0.764 to 1.000. The findings of the study were that at least three of the elements under study contributed to the constraints faced in the implementation of the performance related pay. The study therefore, recommends that further study on performance related pay be done in relation to the strategic planning of KRA and other public organizations in Kenya, in order to enhance service delivery and employee performance.
Keywords: Cronbach’s Alpha, Employee Performance, Management Commitment, Performance Related Pay, and Performance Targets